Working notice in BC means your employer tells you that your job is ending but requires you to keep working until your termination date. This is legal in British Columbia, but the amount of notice must meet your legal entitlements.
Your employer can provide working notice, pay instead of notice, or a combination of both. However, the minimum required by BC’s Employment Standards Act may be far less than your full entitlement to severance pay in BC.
⚠️ Given working notice? Don’t assume your employer has provided enough notice or severance. You could be entitled to additional compensation. Before you sign, always check first.
On This Page
- What Is Working Notice?
- How Much Notice Must You Receive?
- Working Notice vs. Severance Pay
- Can Your Employer Change Your Job?
- Can You Refuse Working Notice?
- What if Your Notice Is Too Short?
- Frequently Asked Questions
- Get Legal Help
What Is Working Notice in BC?
Working notice is advance written notice that your employment will end on a specific date, while you continue working and receiving your regular pay.
For example, your employer might tell you on March 1 that your last day will be April 1. During that month, you continue working as usual.
Instead of having you work through the notice period, your employer may choose to end your employment immediately and provide pay in lieu of notice.
Learn more about termination without cause in BC.
How Much Working Notice Must an Employer Give in BC?
Under BC’s Employment Standards Act, eligible employees are entitled to the following minimum working notice, termination pay or a combination of both:
| Length of Employment | Minimum Notice or Pay |
|---|---|
| Less than 3 months | No statutory minimum |
| 3 months to less than 1 year | 1 week |
| 1 year to less than 3 years | 2 weeks |
| 3 years or more | 3 weeks, plus 1 week for each additional year |
| Maximum | 8 weeks |
These are minimum standards, not necessarily your full entitlement. Many non-unionized employees are entitled to substantially more notice or compensation under common law.
Working Notice vs. Severance Pay in BC
Working notice means you continue working before your job ends. Pay in lieu of notice means your employer pays you instead of requiring you to work.
Both can count toward your employer’s termination obligations. But providing the minimum working notice doesn’t automatically satisfy your full severance entitlement.
For example, an employee given eight weeks of working notice may still be entitled to additional compensation, depending on their age, length of service, position and employment agreement.
For non-unionized employees, full common-law notice can reach up to 24 months in appropriate cases.
See our guide to how much severance pay you’re owed in BC, or use our Severance Pay Calculator for an initial estimate.
Can Your Employer Cut Your Pay or Change Your Job During Working Notice?
No, not without your written agreement where BC’s statutory working notice rules apply.
Section 67 of BC’s Employment Standards Act prevents an employer from changing your wage rate or other conditions of employment during the statutory notice period without your written consent.
Your employer can’t simply use working notice as an opportunity to reduce your pay, cut your regular hours or change your employment conditions.
A major unwanted change may also amount to constructive dismissal in BC.
Can You Refuse to Work Your Notice Period in BC?
If your employer provides valid working notice, you’re ordinarily expected to continue working until your termination date.
If you resign or stop working early, you could lose pay for the remaining period and affect your claim for additional compensation.
However, you don’t have to agree that the notice provided is enough. You can continue working while seeking legal advice about your full severance rights.
💡 Important: Don’t quit simply because your employer has given you working notice. Get advice first about whether the notice is valid and what additional compensation you may be owed.
What if Your Employer Doesn’t Give You Enough Working Notice?
You may be entitled to additional severance pay if your employer provides less notice than the law requires.
The amount depends on your employment contract and your legal entitlements. In some cases, your employer may owe compensation beyond the working notice already provided.
Working notice may also be ineffective under BC’s Employment Standards Act if it overlaps with certain leaves, medical absences, vacations or temporary layoffs.
If you continue working past the stated termination date, the original statutory notice may no longer be valid.
For more information about the broader rules, see our Working Notice in Canada guide.
Working Notice BC: Frequently Asked Questions
Is working notice legal in BC?
Yes. BC employers can provide working notice instead of paying some or all of the required termination compensation, provided they meet their legal obligations.
Do I get severance after working notice?
Possibly. If your full legal entitlement exceeds the working notice provided, your employer may owe additional compensation.
Can my employer make me work during my notice period?
Yes, if valid working notice has been provided. Leaving before the notice period ends can affect your pay and legal rights.
Can I take vacation during working notice?
Your employer can’t require you to use vacation as part of statutory working notice. Vacation and certain leaves can interrupt or invalidate the notice period under BC law.
Can my employer extend my working notice?
An employer may change a planned termination date, but this can affect the validity of the original notice. If you continue working beyond the stated termination date, the original statutory notice has no effect.
Does working notice count toward severance?
Yes. Valid working notice can count toward your overall notice entitlement, although you may still be owed additional pay.
Given Working Notice in BC? Find Out What You’re Owed.
If your employer has told you that your job is ending, don’t assume the working notice provided is enough.
The employment lawyers at Samfiru Tumarkin LLP help non-unionized employees across British Columbia review working notice, challenge inadequate termination packages and recover the severance pay they’re owed.
Before you sign, always check first.
➡️ Get a Consultation or call 1-855-821-5900.