Return to Office in British Columbia: Employee Rights

Can My Employer Force Me to Return to the Office in B.C.?

Yes, in B.C., your employer can require you to return to an office setting after working from home (WFH) if it is an established term of your employment. Generally, a company can decide where an employe works.

However, if you were hired to work remotely, the company can’t change this without risking a constructive dismissal. In such cases, you may be able to treat your job as terminated without cause. This could entitle you to a full B.C. severance package, possibly up to 24 months’ pay.

WATCH: Employment lawyer Lior Samfiru addresses return to work mandates on an episode of the Employment Law Show.

Can I Refuse to Go Back to the Office?

In B.C., employees can refuse an employer’s Return To Office (RTO) mandate if:

• The workplace is unsafe, as per British Columbia’s Occupational Health and Safety (OHS) Regulation.
• They have a medical condition that requires accommodation, supported by a doctor’s note.
• They have childcare or caregiving obligations.

If you have worked remotely for a significant period, it might become an accepted term of their employment. This makes it difficult for your employer to mandate a return to the workplace.

Job Abandonment

Employers might threaten termination or job abandonment if employees refuse to return to the office. In British Columbia, job abandonment occurs when an employee does not show up to work without a valid reason. The employment relationship ends much like an employee resignation. The employer would not owe any severance pay to the employee.

Can I Ask for a Hybrid Work Arrangement?

Employees can request a hybrid work arrangement from their employer. This arrangement splits the employee’s time between the workplace or job site and their home. However, employers are not legally required to approve this request unless the employee needs accommodation.

Can My Employer Change My Job When I Return?

No. In British Columbia, an employer can’t make significant and unwanted changes to an employee’s job. This includes any negative modification to someone’s job title, hours of work, pay, or duties.

If your employer does make crucial changes to your job, you can claim constructive dismissal with help from an B.C. employment lawyer at Samfiru Tumarkin LLP. Failing to respond to the company’s actions quickly in writing could be seen as accepting the change, making it a term of your employment.

Remember that an employment contract may contain clauses that allow the employer to change key aspects of employment.

Should I Quit if My Employer Asks Me to Return to the Office?

No, you should not quit or resign in British Columbia if your employer asks you to stop working remotely and rejoin the workplace. You best first step is to call Samfiru Tumarkin LLP and have an employment lawyer at our firm review the request, your employment contract, and any other important details to determine the best course of action.

Responding to a ‘Return to Office’ Mandate

When faced with an employer’s mandate to return to work, responding strategically is crucial to safeguard your employment rights. Here’s a guide to help you navigate this situation:

• Don’t Rush to Resign: Avoid resigning or threatening to resign immediately. Resigning voluntarily, similar to job abandonment, means you may forfeit your right to severance pay.
• Seek Clarification: Request in writing that your employer address any issues preventing your return to work. It’s important that your employer is aware you’re contesting their demand and understands the reasons.
• Document Everything: Collect all relevant documents and written communications related to your employment and the return-to-work mandate.
• Consult an Employment Lawyer: Seek legal advice from an experienced employment lawyer at Samfiru Tumarkin LLP to understand your legal rights and the best course of action.

Lost your job? Talk to an employment lawyer

If you have been fired or let go for any reason, contact the experienced employment law team at Samfiru Tumarkin LLP.

Our lawyers in B.C., Alberta and Ontario have successfully represented tens of thousands of non-unionized individuals.

In addition to severance package negotiations, we can assist you on a broad range of employment matters, including:

If you are a non-unionized employee who needs help with a workplace issue, contact us or call 1-855-821-5900 to get the advice you need and the compensation you deserve.