Alright, trades business owners—let’s get real. You’ve got projects to complete, clients to keep happy, and a workforce that needs managing. But if you’re not keeping up with BC Employment Standards, you might just be walking into a legal (and financial) nightmare. Lucky for you, I’m here to break it down—no fluff, no legal mumbo-jumbo, just what you need to know to keep your business compliant and your workers happy.
Why Should You Care?
Because the government sure as hell does. And so do your employees. Employment standards exist to protect workers, but if you’re not on top of them, they can also become a headache for your business. Violations? That could mean costly penalties, audits, and a reputation hit that spreads faster than a job site rumor.
Let’s get into the 2025 must-knows before you accidentally find yourself on the wrong side of WorkSafeBC or the Ministry of Labour.
1. Minimum Wage in BC (2025 Update)
As of June 1, 2025, the general minimum wage in B.C. is $17.85 per hour. This is a 2.6% increase from the previous rate of $17.40 per hour, reflecting the province’s commitment to keeping wages in line with inflation.
What This Means for Your Trades Business:
- Apprentices and Entry-Level Workers: Ensure all employees, including apprentices and entry-level laborers, are compensated at least $17.85 per hour starting June 1, 2025.
- Piece-Rate Workers: If you pay workers based on the amount of work completed (e.g., per unit or task), verify that their earnings equate to at least the minimum wage for the hours they’ve worked.
- Payroll Adjustments: Update your payroll systems to reflect this wage increase by the June 1 deadline to remain compliant and avoid potential penalties.
Source: BC Government: Minimum Wage Increases
2. Overtime & Hours of Work—No, You Can’t Work Them Into the Ground
Yes, your guys want OT. Yes, you love it when they put in the extra hours. But overtime pay laws aren’t optional—and BC isn’t messing around.
The Rules (No, You Can’t Bend Them):
- Over 8 hours/day = 1.5x pay
- Over 12 hours/day = 2x pay
- Over 40 hours in a week = 1.5x pay (unless they work compressed workweeks with a proper averaging agreement in place)
What You Should Be Doing:
- Get an averaging agreement in writing if you’re using them. Otherwise, you’re on the hook for every extra hour.
- Track hours properly—guessing won’t hold up in court when your worker disputes their paycheck.
- Don’t “cash out” OT without agreement—employees have the right to get time-and-a-half, not just extra vacation.
Source: BC Employment Standards Branch: Overtime Rules
3. Stat Holidays—Pay Up or Give the Day Off
BC has 10 statutory holidays, and if your crew works on one, they need stat holiday pay. No exceptions.
Who Qualifies for Stat Pay?
- Employees must have worked for 30 days before the holiday.
- They need to have worked at least 15 of those days.
- Even casual and part-time workers qualify if they meet these conditions.
If They Work a Stat Holiday:
- 1.5x pay for the first 12 hours
- 2x pay after 12 hours
- PLUS their regular stat holiday pay
Pro Tip: If you’re in construction, check if your industry has a Collective Agreement (even if you’re non-union)—some trades have specific rules that override standard BC Employment Standards.
Source: BC Gov: Statutory Holiday Pay
4. Terminations & Layoffs—You Can’t Just “Let Them Go”
Got an underperformer? Thinking about handing out some “see ya later” papers? Not so fast.
Termination Rules in BC:
- Under 3 months = No severance required
- 3 months to 1 year = One week’s pay
- 1 to 3 years = Two weeks’ pay
- After 3 years = One extra week per additional year, up to 8 weeks
Layoffs & Seasonal Work Considerations:
- If you temporarily lay off an employee, you have up to 13 weeks in a 20-week period to bring them back before it counts as a termination.
- You CANNOT repeatedly lay off and recall the same employee to avoid severance.
If you’re doing layoffs, document it properly and follow the right notice period—or you could be on the hook for more than you planned.
Source: BC Gov: Termination & Severance
5. WorkSafeBC—Safety Isn’t Optional
Listen, if you’re not prioritizing safety, you’re not just risking fines—you’re putting lives at risk. WorkSafeBC is serious about workplace injury prevention, training, and compliance.
Must-Do Safety Requirements:
- Proper PPE & safety training for every job
- Daily hazard assessments for high-risk work
- Immediate reporting of workplace injuries
- Return-to-work programs for injured employees
If You Get Audited:
- Have your documentation in order. WorkSafeBC will check your records, training logs, and safety policies.
- Make sure your supervisors are enforcing rules. You don’t want to be fined because someone wasn’t wearing a harness.
Source: WorkSafeBC Safety Compliance
Final Thoughts: Stay Compliant, Stay Profitable
HR in the trades doesn’t have to be complicated, but ignoring employment standards? That’s a guaranteed way to make your life harder. Stay on top of the rules, pay your people properly, and protect your business from unnecessary fines and disputes.
If keeping up with labour laws, payroll compliance, and workforce management sounds like one more thing you don’t have time for, Fractional HR might be your best bet. You get expert HR support without paying a full-time salary—and that’s a win-win.
Got questions? Need help? Let’s chat before you get that “we need to talk” letter from the BC Labour Board.
Rebelution HR Consulting LTD. 