Right to Disconnect BC | What Workers Should Know About After-Hours Contact

British Columbia does not yet have a formal Right to Disconnect law like Ontario — but the idea is gaining traction nationwide. With more people working remotely or on flexible schedules, many employees in BC are asking the same question:
“Can my employer contact me after hours — and do I have to respond?”

Here’s what you need to know about the Right to Disconnect in BC, how it compares to Ontario’s law, and what protections you already have under existing employment standards.

What Is the “Right to Disconnect”?

The right to disconnect refers to the ability of employees to disconnect from work-related communications — such as emails, phone calls, or messages — outside regular working hours.

The goal is to prevent burnout and promote better work-life balance in an era where technology keeps workers constantly connected.

Does British Columbia Have a Right to Disconnect Law?

No.
As of 2025, there is no Right to Disconnect law in BC or any requirement under the Employment Standards Act (ESA) for employers to have a written policy on after-hours communication.

Ontario remains the only province in Canada with specific legislation requiring certain employers to create a written “disconnecting from work” policy.

However, the federal government and several provinces — including British Columbia — have discussed following suit. The BC Federation of Labour and employee-rights advocates continue to call for similar protections for provincial workers.

What Rules Currently Protect BC Employees?

Even without a “disconnect law,” BC employees have existing rights under the ESA that help limit excessive work demands:

• Maximum daily and weekly hours: Most employees can work up to 8 hours per day and 40 hours per week before overtime applies.
• Overtime pay BC: Employees must be paid 1.5 times their regular wage after 8 hours in a day or 40 hours in a week.
• Meal and rest breaks: Employers must provide at least a 30-minute unpaid break after 5 hours of work.
• Time off and vacation entitlements ensure employees have opportunities to recharge.

If your employer regularly contacts you after hours — and expects responses that count as work — that time may qualify as paid working hours under the Act.

Can My Employer Expect Me to Answer Calls or Emails After Work?

It depends on your employment agreement in BC and role.

• Salaried managers or professionals may be exempt from overtime, but still deserve reasonable work-life boundaries.
• Hourly employees should be paid for all time spent performing work, even from home or on a phone.
• If your job description or company culture requires you to remain “on call,” those hours could count toward overtime, depending on the situation.

Why BC May Adopt a Right to Disconnect Law

The COVID-19 pandemic and rise of remote work blurred the line between personal and professional life. In Ontario, these issues led to the 2021 Working for Workers Act, which made disconnect policies mandatory for larger employers.

BC may eventually introduce a similar Right to Disconnect law to:

• Reduce employee burnout
• Protect mental health
• Promote fairness for workers outside traditional office environments
• Modernize employment standards for the digital age

If enacted, the law could mirror Ontario’s approach by requiring employers with a certain number of employees to have written after-hours communication policies.

Tips for Employees in BC

While waiting for a formal Right to Disconnect BC law, you can still take steps to manage boundaries at work:

• Set clear expectations about your availability with your employer.
• Track your hours — including after-hours emails or calls.
• Use auto-responses to signal when you’re off duty.
• Keep records if unpaid after-hours work becomes routine.
• Seek legal advice if you feel pressured to stay connected or your employer refuses to compensate you fairly.

Speak to a BC Employment Lawyer About After-Hours Work

If your employer expects you to stay connected after hours — or refuses to pay for extra time worked — you may have a claim. If you are terminated without cause for striving for work-life balance, you are owed severance pay in BC — up to 24 months’ compensation.

The Vancouver employment lawyers at Samfiru Tumarkin LLP help non-unionized employees across British Columbia understand their rights and recover fair compensation.

Our team has:

• 👥 Helped 50,000+ Canadians
• 💰 Secured millions in severance payouts
• ⚖️ Settled over 99% of cases out of court
• 📱 Free Termination Consultations — in some, but not all, cases
• ⭐ Earned 3,000+ 5-star Google reviews
• 🏆 Named on of Canada’s Best Law Firms

Call 1-855-821-5900 or request a consultation online.