Here, you will find information on British Columbia’s employment regulations.
They define your minimal rights when working for any company that operates in so-called British Columbia.
Links to government-issued resources
on employment standards:
Browse through all the employment standards of BC !
Read the legislative text defining the employment standards !
Find out about exceptions relative to silviculture workers !
Photo by Alani Caruso Fitterer
Resources from non-governmental organizations
on employment standards
Quick look at a few key points
*The following information is not legal advice.
You can refer to the hyperlinks for more details and/or contact us for specific questions!
$15.20/hour (since June 1st 2021)
*All hours of work, including pre-season online training, camp meetings, camp setups and most travel time should be paid at least minimum wage!
The first 8 hours of work in a day (portal-to-portal) are paid your piece rate or minimum wage, whichever is greater. The time worked over 8 hours is paid at least 1.5x the minimum wage. So if you work 11 hours in a day, you should be paid at least $190.00 (8h x min wage + 3h x 1.5 min wage). Plus, you are entitled to double your piece rate for the time worked over 12 hours in a day.
If an employee agrees in writing, an employer can deduct up to $25.00 per day from their pay for camp costs or the actual cost of a motel room. If GST for costs is also deducted, it must be shown as a separate item on the employee’s pay stub.
Your employer cannot deduct from your paycheck any damage done to equipment or property.
If you have been employed for 30 calendar days and have earned wages for 15 of those days, you qualify to earn statutory holiday pay. Employers in silviculture can choose to add an amount equal to 4% of your wages on each of your paychecks in place of statutory holiday pay. If you don’t see that extra 4%, you should be getting the regular statutory holiday pay.
If you worked for 6 or more days, you are entitled to a 4% vacation pay. This 4% is calculated on ALL OF YOUR WAGES, including training or driving pay – and even statutory holiday pay. This means that you shouldn’t get an extra 8% as vacation & holiday pay, but 4% vacation pay over your wages already increased by your 4% holiday pay. Some employers will announce tree prices that include those top-ups. When they do so, it must be clearly stated in your contract and you should always check that your other wages (driving, training, etc.) are also topped up.
For issues generally outside of work compensations and related to health and safety (illness, injury and the right to refuse unsafe work, harassment, assault and bullying, sanitation and hygiene), visit