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WorkSafeBC is committed to making our organization inclusive and accessible to all. Under the Accessible British Columbia Act , WorkSafeBC has developed an accessibility plan. The plan outlines the steps we are taking to make our organization more inclusive of individuals with disabilities. Public feedback will help us to identify, remove, and prevent barriers faced when accessing services or employment at WorkSafeBC.

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WorkSafe BC Policy and Guidelines for Remote Workers

Richard B. Johnson

The Worker’s Compensation Board of BC, better known as WorkSafe BC, oversees the health and safety requirements for all workplaces in the province. But with the nature of workplaces shifting to a more remote model, many employers are wondering how to implement health and safety policies that serve a more dispersed employee base.

It’s important to remember that your “workplace” is wherever you do your work. When you’re working from home, your home becomes your workplace. Every workplace is required to have a health and safety policy, and the onus is on employers to tailor those policies as workplaces change. The Workers’ Compensation Act and all provincial occupational health and safety regulations continue to apply whether you’re working in a traditional office, or from your kitchen table.

Creating a Safety Policy

Most employee’s homes aren’t particularly dangerous environments (hopefully), but there can still be potential hazards. This is especially true for former office workers who, due to the pandemic, are now working from home full-time. Many of these employees are still working in spaces that were never intended to be used for desk work 40 hours a week.

There are a handful of components that are universal to any workplace safety policy:

Training and education on workplace safety practices

Guidelines for conducting an environmental safety audit

Guidelines for reporting potential hazards or injuries

An outline of the safety responsibilities of employees, supervisors, and the organization

In many cases, safety policies for employees working from home will be very similar to those aimed at in-office employees. Regardless of the similarities, an employer is still obligated to have a separate, specific policy for remote workers, and that policy should also contain some literature about working alone or in isolation. 

Auditing a Space

Auditing an employee’s workspace is an important step in creating an effective health and safety policy, as it gives both the employer and the employee the opportunity to spot potential hazards.

An employer needs to be aware of potential hazards that an employee may face in their work environment, because it is the employer’s job to provide the safest possible environment for their employees. Understanding the risks an employee may be facing allows the employer to take the necessary steps to mitigate those potential issues. 

Specific Safety Concerns

When you think of WorkSafe, you might think of safety procedures for people working around heavy industrial equipment, such as in a machine shop or packaging plant. While heavy industry comes with more obvious and immediate hazards, the hazards found in an office environment need to be treated with the same care. 

Repetitive stress injuries are seen frequently in desk workers, and these injuries can cause significant pain and reduced ability, especially if left untreated for months or years. These types of injuries usually arise from poor posture, improper computer techniques, and general inactivity. A good safety policy for a remote desk worker should include some guidelines on proper posture and ergonomics, as well as for taking regular breaks to stretch or rest one’s eyes — by going for a walk outside, for example.  

Outside of ergonomics, employees working from home may face environmental hazards such as secondhand smoke or exposure to mold or asbestos. The employer also needs to be made aware of these types of concerns. 

Giving Workers the Equipment to Uphold the Safety Policy

A well-developed safety policy is all well and good, but if employees aren’t able to follow the guidelines therein, then it’s really just a waste of paper. The health and safety policy should detail what steps an employee needs to take to mitigate their risk, and in cases where the employee requires certain equipment (for example, a proper desk chair or a fan to improve ventilation) the employer is obligated to provide that equipment. 

When employees are working in an office, the employer is already providing this equipment, so it’s not too much of a stretch to provide it for them for long-term remote work. In many cases, bringing home some office furniture is a simple and acceptable option, especially if the office space is not going to be used for a period of time or the foreseeable future. 

The key here is that the onus is on the employer to make sure that the employee has the tools that they need to succeed. If an employer has allowed an employee to bring home equipment, then those tools still belong to the employer. If that employee resigns, the employer is well within their rights to take back that furniture or equipment.

Reporting and Communicating Potential Issues

An environmental audit to identify existing issues is one part of the puzzle, but what if an employee notices a new issue that arises after they’ve been working in a space for a while? There needs to be an open line of communication between the employee and the employer or a supervisor. 

Where in a shared office an employee and employer may become aware of a hazard at the same time, in a remote work scenario the employer can’t see what’s going on in an employee’s home. Therefore, it becomes the employee’s obligation to report any new issues so that the employer can take steps to mitigate risk.

Regular Check-Ins

Communicating specific hazards is important, but an employer should also have a general picture of the health and safety of an employee on a day-to-day basis. 

In certain jobs, it’s common for employees to work independently for hours or days at a time, without much direct communication with coworkers or supervisors. This is fine if an employee is visibly present at an office, but when an employee is working remotely it becomes necessary to have some method of checking in on them every few hours, or once per day. Starting the day with a 15-minute all-hands meeting, sending a quick text or Slack message during the day, or requiring employees to sign on to a project-management platform when they begin work are all valid ways to do this.

If your employees tend to chat and exchange emails throughout the day anyway, then it might not be necessary to make any adjustments in this regard. But particularly with regards to employees who live alone, it is very important for employers to have a reliable way of confirming that the employee is not only engaged in their work, but that they haven’t fallen ill or suffered an injury. 

Work-from-Home Injury Claims

If you are an employee and you have suffered an injury while working from home, you may be able to claim it through WorkSafe BC. 

The difficulty with repetitive stress injuries, and especially those that occur in remote work scenarios, is that it’s often a challenge to separate what is work-related and what isn’t. 

A repetitive stress injury like carpal tunnel is compensable, but you need to be able to effectively prove that it is work-related and not a result of you playing video games for hours each night.  You may need to ask your employer to provide documentation from an environmental audit, showing what type of space you were working in and the ergonomics of that space. You may also need to provide records that you had previously reported a potential issue, for example that you were experiencing increased pain or discomfort while typing. 

Regardless of whether they happen at work, it’s often difficult to narrow down the exact cause of long-term injuries like this. In many cases you may also need to seek out the opinion of a physician, or ask your employer to corroborate the story. 

If it is plausible that your injury was caused by work, then you may be compensated for lost wages if you need to take time off, or for the cost of medical equipment or treatments (for example, a wrist brace or physiotherapy sessions). All workplace injury compensation is paid out by WorkSafe BC. 

We expect that remote work arrangements are here to stay for many businesses. Call us to discuss how you can make your workplace arrangements better and legally sound!

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Working in B.C.

Last updated:  January 15, 2024

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• Know your rights as a worker in B.C .

Discrimination and harassment

Employment standards, workplace information, know your rights as a worker in b.c..

While living and working in B.C. as a temporary resident, you have many of the same rights as British Columbians.     If you are in B.C. under the federal Temporary Foreign Worker Program, there are  rules that your employer needs to follow . If your employer is not following the terms of your employment agreement or if you suspect that your employer is abusing or misusing the Temporary Foreign Worker Program, you can contact Employment and Social Development Canada. They have a confidential tip line, 1-866-602-9448, and an  Online Fraud Reporting Tool . If you have questions or concerns but don’t know who to contact, call the WorkBC Contact Centre at 1-877-952-6914. Staff will listen to your situation and give you the contact details for the right organization. If you feel that you are being abused or you are at risk of being abused in relation to your job in Canada, you can report the issue to an appropriate enforcement agency, such as the police, WorkSafeBC , or the Employment Standards Branch, listed below.  You may also be eligible for an open work permit for vulnerable foreign workers who are victims of abuse. This work permit helps protect your rights as a worker by helping you leave an abusive situation to find a new job. More information can be found on IRCC’s website. 

The B.C. Human Rights Code is a law that protects workers from unfair treatment. Employers cannot refuse to hire people for reasons that are not related to the work. This includes skin colour, race, marital status, family background, religion, sex, sexual orientation, age, or a disability.   All people have the right to feel safe at work. If an employer or colleague makes unwelcome sexual advances (for example, always asking you for a date, telling unwelcome jokes, or touching you), this is called sexual harassment. It is also harassment if people criticize or joke about your home country, ethnicity, or religion. The Human Rights Code protects you against these behaviours.

learn about human rights protection  

learn about your human rights and duties

learn more about the B.C. Human Rights Code

If you experience discrimination for any reason included in the Human Rights Code, you can make a complaint to the B.C. Human Rights Tribunal .   There are other kinds of harassment that are not included in the Human Rights Code. They include things that make someone feel embarrassed or afraid. Some examples include spreading gossip or bad stories, criticizing a lot, name calling, staring, yelling, ignoring or excluding a person, and blocking a person’s path. Your employer is required to provide a harassment-free workplace. If someone is harassing or bullying you, you can report it. Write down what happened. If anyone witnessed (saw) the other person harassing you, ask them to write what they saw. If you belong to a union, talk to them. You can also tell the person’s boss or your boss. Although these things may not be part of the Human Rights Code, you may be protected by WorkSafeBC .   The actions people think of as harassment can be different, depending on their country or culture. Talk with your union representative, or a settlement worker. They will help you understand if the behaviour is harassment. You can also contact your settlement agency.   Find a settlement agency near you.

• Permanent residents, including refugees
• Temporary residents, including refugee claimants, temporary foreign workers, and post-secondary international students

The Employment Standards Act is a law to protect workers in British Columbia. The Employment Standards Act applies to full-time, part-time, and casual workers. Employers must follow this law. For example, the law says employers must allow workers to take a 30-minute unpaid meal break within 5 hours of starting work. The law also says that if you quit your job, your employer must pay you within 6 days for all the hours you worked. Other laws protect workers’ rights for other things, such as overtime pay (higher pay for extra work) and leave (time off work with pay). If your employer is not obeying these laws, talk to them about the problem. If the problem is not resolved, contact your union or the Employment Standards Branch . Toll-free: 1 833 236-3700   You are protected if you make a complaint to the Employment Standards Branch. Your employer cannot fire (dismiss) you because you made a complaint. They cannot say they will fire you or refuse to pay you. For more information, visit the website.   Some workers are not protected by the Employment Standards Act. This includes workers in self-regulated professions – for example, doctors, lawyers, and accountants. It also includes people who have their own business. Workers can be hired as a company employee or as an independent contractor. Independent contractors are self-employed – they work for themselves. Sometimes, it is not clear if the worker is a company employee or an independent contractor (self-employed). This relationship affects the employee’s rights. The company and the worker may disagree about this relationship. If this happens to you, contact the Employment Standards Branch.   If you belong to a union, the Employment Standards Branch cannot help you. If you have a problem, you must talk to someone in your union. See the Joining a Union section below.

Hours of work and overtime

The usual working time in British Columbia is 8 hours a day and 40 hours a week. If an employer asks you to work more than 8 hours in a day, or more than 40 hours in a week, they must pay you a higher rate. This is called overtime pay. Overtime pay is one-and-a-half times (1.5 times) your regular hourly pay. For example, if your regular wage is $16 per hour, your overtime wage will be $24 per hour.   Part-time or casual workers should get overtime pay if they work more than 8 hours in a day. The employer cannot pay you for less than 2 hours of work, even if the working time is less than 2 hours. If an employer asks you to come in to work and you report for work, they must pay you for at least 2 hours.   Some jobs do not have to follow the rules for hours of work and overtime. Contact the Employment Standards Branch if you have questions about the rules for your job.

After you have worked for 5 hours, your employer has to give you a 30-minute break. The employer does not have to pay you for the time of your break. If your employer asks you to be ready to work during your break, or if they ask you to return to work before the 30 minutes are over, they must pay you for the time. You may work a split shift. This is a shift with a long unpaid break in the middle. For example, many restaurant employees work 4 hours in the morning and 4 hours in the evening. The time between starting your first shift and finishing your last shift must be less than 12 hours. If you work a split shift, the employer must pay you for at least 2 hours of work for the whole day, not for each part of your shift.   In every work week, you should have 1 break that lasts at least 32 hours. This means that if your employer asks you to work 7 days in a row during a week, you must receive one-and-a-half times your hourly pay for the hours you work on your shortest day.

Safety Standards

The law says employers must make sure workplaces are safe and healthy. They must make sure you have the safety equipment you need. They must give you training and information to stay safe. You must follow the employer’s safety instructions. If you see something unsafe, you must tell the employer right away.   WorkSafeBC helps prevent injuries at work. They train employees and workers. They also help people who get hurt at work. People with a work-related illness or injury may not be able to work. If this happens to you, WorkSafeBC may give you compensation (money for lost wages) and cover medical care costs. Employers pay for WorkSafeBC coverage.

Read  information from WorkSafeBC  on workplace safety.

You have the right to  refuse to do unsafe work .

If you are injured on the job, you have the right to be compensated for damages such as lost income. Visit WorkSafe BC to learn about  Workers’ Compensation .

Bullying and harassment in the workplace are prohibited. Read about  preventing bullying .

When you work in B.C., you have the right to a safe work environment. This right is protected by the B.C. Workers Compensation Act. Back to top  

For more information on the sections below, see the Employment Standards Branch website .

Your contract

Your contract is the agreement between you and your employer. It should state terms such as the rate of pay, hours of work, and overtime. Always keep a copy of your contract. It will help if there is a dispute between you and your employer. The contract cannot conflict with any laws that apply.

Getting paid

Most workers get paid every 2 weeks or twice a month. Your employer may pay you with a cheque. Some employers may pay you by direct deposit (putting money straight into your bank account). You must agree in writing to receive a direct deposit. Your employer must pay you within 8 days after the end of each pay period. They must give you a pay stub (record) with every cheque. The pay stub should show how many hours you worked, your pay rate, and overtime hours. It will also show the total amount of pay you earned, deductions (taxes and fees), and your net pay (the money you receive after all the deductions are made).

The law says that an employer must deduct (take off) money from your paycheque to pay for certain taxes and programs. These may include:

Income tax: The Canadian government collects taxes from workers to pay for public services.

Canada Pension Plan: The Canada Pension Plan (CPP) is a Canadian government program. The pension replaces part of your income when you retire and stop working. If you qualify, you will receive monthly payments for the rest of your life. If you have an employer, they will deduct half of your CPP contribution from every paycheque. The employer will pay the other half of your contribution. If you are self-employed, you pay the whole contribution. The government also gives money to the program. You are eligible to receive CPP payments after you retire (permanently stop working). The amount you get will depend on how much you worked. If a CPP contributor dies, their husband or wife may be eligible to get their CPP payments. These are called survivor benefits.

Employment Insurance (EI): Employment Insurance is a Canadian government program. It helps workers who lose their jobs. EI payments (premiums) are deducted from your monthly paycheque. Employers also pay. If you lose your job and you have paid into EI, you may qualify for EI benefits (payments). See the Losing Your Job section below for more information.

Taxable benefits: Some employers give employees free benefits – for example, a parking space, a bus pass, or dental care. Free benefits are treated like part of your income. You will pay tax for them.

Union dues: Unions collect dues (fees) from members. If you are in a union and the union has an agreement with your employer, union dues will be deducted from your pay.

Voluntary deductions: You can ask to pay for extra insurance plans or donations to charities through deductions on your paycheque. These deductions are voluntary – you do not have to do it. You must give your employer written permission to make these deductions. You can also ask your employer to deduct money for other things, including:

pay advances (wages paid before you worked)

things you bought from the employer (for example, if you work at a tire store and buy tires on credit)

personal use of the employer’s property (for example, if you rent a vehicle or apartment from the employer)

Your employer cannot deduct money from your pay to cover business costs. For example, an employer cannot deduct money to pay for breakage, property damage, or theft. Your employer is also not allowed to ask you to pay for these types of expenses.

Minimum wage

The minimum wage is the lowest amount a worker can be paid per hour. As of June 2023, the minimum wage in B.C. is $16.75 per hour. Employers must pay all workers at least the minimum wage. This wage is the same for full-time, part-time, and casual workers. For more information about the minimum wage, see the Employment Standards Branch website .   Some workers are paid at a “piece rate”. This means they are paid for the amount of work they do, not the number of hours. For example, if you work picking fruit on a farm, you may be paid for every pound of fruit you pick. If you are a writer, you may earn a certain amount of money for each word. Regardless of how you are paid, you must be paid at least the minimum wage. Some workers, such as those picking fruit or vegetables, may have different minimum wages. Ask how you will be paid before you start work.

Children and work

Canadian law says children under 15 years old cannot work during school hours. Children under 12 years old are usually not allowed to work. For more information about hiring young people, visit the Employment Standards Branch website .

All workers must get at least 2 weeks of paid vacation after working for 1 full year. If you leave your job before you take your vacation, your employer must give you some extra money for vacation pay. Vacation pay should be at least 4% of your earnings. After staying in a job for 5 years, you should get 3 weeks of vacation and 6% vacation pay. For more information on vacations, see the Employment Standards website .

Taking time off work

Employees can take a leave (time off work) for certain reasons. If you need to take leave for one of these reasons, your employer does not have to pay you, but the Canadian government may give you some money.

Maternity and parental leave

Maternity leave is a break from work for women who are pregnant. Pregnant women may take up to 17 weeks of maternity leave. It must start on or before the day the baby is born. If you need maternity leave, you should apply as soon as possible. You need to ask at least 4 weeks before you want to go. If a woman cannot return to work because of the birth or termination (ending) of the pregnancy, she may take another 6 weeks off.   Parental leave is a break from work for parents with a new baby. Women who took maternity leave may take up to 61 weeks of parental leave. Other parents may take up to 62 weeks of parental leave. Parents who adopt a child can also take parental leave. Parents may apply for Employment Insurance benefits during maternity and parental leave. This means the government will give you some money while you are not working. Parental benefits may be shared between eligible parents.   Parents need to apply to receive EI maternity or parental benefits. They are not paid automatically.  

For more information:

• B.C. Employment Standards Act website
• EI Maternity and Parental Benefits Overview

Compassionate care leave

If you need to care for a someone in your family who is sick or dying, your employer must let you take time off work. This is called compassionate care leave. Get more information about compassionate care leave , and find out if you are eligible.

EI Caregiving benefits and leave

Some people need to take time away from work to care for or support someone who is critically ill, injured, or dying. You may be able to receive up to 55% of your earnings through EI. As a caregiver, you do not have to be related to or live with the person you care for or support, but they must consider you to be like family.

There are 3 types of benefits:

• family caregiver benefit for children
• family caregiver benefit for adults
• compassionate care benefits

For more information and to see if you are eligible, visit the Government of Canada website .

Bereavement Leave

A person may take time off from work after a family member dies. This is called bereavement leave . Employees may take up to 3 days of bereavement leave. Bereavement leave is not paid. The family member must be immediate family.

Sickness Benefits

When people are sick, they may take time off from work to recover. A person who can’t work due to personal illness or injury may take up to 3 days of unpaid, job-protected leave each year. This leave applies to employees who have worked for their employer for at least 90 days. If asked, employees need to provide enough information to satisfy their employer that they are ill or injured and therefore entitled to the leave. If you cannot work because you are sick, injured, or in quarantine, you can apply for Employment Insurance sickness benefits .

Family Responsibility Leave

Some workers have to take time off work to care for a sick family member. They may need to attend their child’s school activity. This is called family responsibility leave. Employers must give workers up to 5 days’ general family responsibility leave every year. The law does not require employers to pay employees during family responsibility leave.

Critical Illness and Injury Leave

An illnesses or injury is “critical” if it is possible that the person could die. Employees can take time off from work to care for family members who are critically ill or injured. Critical illness and injury leave is not paid. Workers may take up to 16 weeks of leave to care for a critically ill or injured adult family member. For a child, they may take up to 36 weeks of leave.

Domestic or sexual violence

Employees experiencing domestic or sexual violence can take time off from work. They can take up to 5 days off with pay, and up to 5 days of leave without pay. Up to 15 weeks of additional unpaid leave is available.

Most holidays in Canada are set by the government. They are called statutory holidays. On statutory holidays, you get a day off work, but you still get paid. There are some requirements for these rules to apply. For example, you must have worked for your employer for 30 days or more. You must have worked at least 15 of the 30 days before the holiday. If you do work on a statutory holiday, your employer should give you time-and-a-half pay for all the hours you work as well as an average day’s pay. Time-and-a-half pay is your regular hourly salary, plus half. For example, if you earn $16 per hour, time-and-a-half would be $24 per hour. An average day’s pay is what you normally earn in a day of work. If you do not work on a statutory holiday, you are still entitled to be paid an average day’s pay.

There are 10 statutory holidays in British Columbia:

• New Year’s Day (January 1) • Family Day (third Monday in February) • Good Friday (Friday before Easter Sunday, in March or April) • Victoria Day (Monday before May 24) • Canada Day (July 1. If July 1 is a Sunday, the statutory holiday is on July 2) • B.C. Day (first Monday in August) • Labour Day (first Monday in September) • National Day for Truth and Reconciliation (September 30)  • Thanksgiving (second Monday in October) • Remembrance Day (November 11) • Christmas Day (December 25)   See the Employment Standards website for more information on Statutory Holidays in British Columbia .

Labour unions

If your job is covered by a labour union, the  B.C. Labour Relations Code  defines the rights and obligations that apply. The  Guide to the Labour Relations Code  describes how it works.

Joining a union

A union is a group of employees who work together to talk to the employer. Unions may ask for better wages, benefits, working conditions, and more. Unions help workers solve problems with employers. They also help when the employer breaks the law or breaks a contract. Unions must be certified to operate in a workplace. That means all the workers have voted to support the union. Workers pay dues (money) to be part of the union. Union dues are automatically deducted (taken from) your pay cheques.   All employees have the legal right to join a union. In some jobs, you must join the union to get hired. If you are in a union and you have a problem with your employer, talk to your union. A person from the union will work with you and speak to the employer about your situation.   For more information about unions, contact the BC Federation of Labour . 

If you get hurt at work

If you have an accident at work, get help right away. Some companies have a first aid attendant. Call them or go to see them. Report the accident to your supervisor or employer as soon as possible. If anyone witnessed (saw) the accident, you should ask them to report what they saw.   Fill out a report form. Your company may have accident report forms. If they don’t, you can call the Teleclaim phone line. If you need to see a doctor, let your doctor know that you were injured at work. If you miss work because of your injury or illness, call WorkSafeBC toll-free: 1 888 967-5377. For more information, contact WorkSafeBC .

Losing your job

Being fired.

An employer cannot fire (dismiss) a worker for no reason. Employers must give the worker written notice (letter or email) before the job ends. If the employer does not give written notice, they need to give compensation (extra pay). The employer may also have to give both written notice and compensation. There are rules about compensation and written notice.

If a person has worked for an employer for less than 3 months, the employer does not need to give written notice or compensation. The first 3 months of work are often called the “probationary period”.

If the person has been at the job for more than 3 months, the employer must give 1 week’s notice or 1 week’s pay.

If the person has been at the job for a year, the employer must give 2 weeks’ notice or 2 weeks’ pay.

After 3 years, the employer must give 3 weeks’ notice or 3 weeks’ pay.

The amount of written notice or pay increases with each year a worker stays in the job. The maximum is 8 weeks’ notice or pay after 8 years of work.

A worker may not do their job well. A worker may also not behave well (for example, being late for work). The employer cannot fire the worker the first time the problem happens. They must warn the worker that the behaviour is unacceptable. They must explain how to fix the problem. They must give the worker time to change. The employer must give a final warning that the worker will be fired if they do not change. If the problem happens again, the employer may fire the worker without notice or pay. In some cases, an employer may fire a worker without notice or pay after just one problem. This must be a serious problem – for example, if the worker steals from the employer or hurts or threatens someone. These reasons are called “just cause”. If your employer says they have just cause to fire you without notice or pay, and you disagree, contact the Employment Standards Branch.   When you leave a job, your employer must give you a record of employment. You need this paper to apply for Employment Insurance (EI).

Being laid off

If an employer doesn’t have any work available, they may need to fire a worker. This may happen even if the worker did nothing wrong. A worker who is fired because the company has no work is “laid off”. Employers laying off workers must follow the same rules. They must give written notice and/or compensation. Sometimes there can be a “temporary layoff”. The employer must show:

the worker was told about the temporary layoff when they were hired, or

the layoff is part of the industry the worker’s industry (for example, seasonal work like logging or fruit picking), or

the worker agrees to the temporary layoff

If the employer lays the worker off for any of these reasons, they must bring the worker back to work within 13 weeks. If the employer does not bring the worker back, they must give compensation as though they had dismissed the worker. Some employers use different words to describe ending a job. These words include “dismiss”, “fire”, “terminate”, or “layoff”. Check with your employer to make sure you understand what they mean.

Workers may decide to quit (leave) a job. There is no law saying workers have to give early notice. But it is still better to tell the employer early. Most people tell their employers 2 weeks before they finish. The employer does not have to pay any compensation if you quit.

Employment Insurance (EI)

Employment Insurance (EI) provides money to workers who lose their jobs through reasons they can’t control – there isn’t enough work to do, the work happens in summer or in winter, or the company lays everyone off. To receive EI, you must be ready, willing, and able to work. You must also be actively looking for a new job. Always apply for EI benefits as soon as you stop working. You can apply for benefits even if you have not yet received your Record of Employment (ROE). If you delay filing your claim for benefits for more than 4 weeks after your last day of work, you may lose benefits.   People who quit their jobs are not eligible for EI. Self-employed people are also not eligible for EI. Not all jobs are insured. Learn more about EI and find out if you are eligible.   If you lose your job, visit your local WorkBC Centre . They have free services to help you find a job.

Income assistance

You can only collect EI for a few months. Your EI may stop before you find a job. If this happens, you may qualify for help from the provincial government. This is called British Columbia Employment and Assistance Program. It is also called income assistance, or welfare. For information, visit the Employment and Assistance Program website .  Back to top  

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Tips for improving claim outcomes.

• For Workers and Dependants
• For Workers' Representatives
• For Health Care Professionals
• Translated Information
• Contact Information and Locations
• WAO Worker Portal

Being injured or disabled from work can be very stressful, and navigating the claims process at the same time you’re coping with your medical problems can be a challenge. Here are some tips that may help you avoid or deal with common claim issues.

At the start of a claim

• Report your injury or occupational disease to your employer as soon as possible. Failure to do so may result in your claim being denied.
• Seek medical treatment as soon as possible, and tell your doctor that it was a workplace accident. Give your doctor a complete description of all your injuries and symptoms.
• File a claim to WorkSafeBC as soon as possible. You can file your written application online, fax or mail. The form is available on WorkSafeBC’s website.  You can also make your claim by phone by calling 1-800-WORKERS .
• When reporting to WorkSafeBC, be sure to
• Provide a complete description of when and how you were injured, what injuries you suffered, and all body parts affected.
• Tell WorkSafeBC who else you reported the injury to, i.e. employer, first aid, or doctor.
• Provide WorkSafeBC with contact information for your physician or other health care providers.

 During a claim

Help WorkSafeBC help you:

• Be sure to provide all of the information and complete all of the forms.
• Arrive on time for appointments, return calls, and keep in touch with whoever is handling your claim.
• Co-operate as best you can in the medical assessment and vocational rehabilitation processes.
• Follow up with your doctor on a regular basis, and report on all of your injuries and symptoms. This will enable him or her to report to WorkSafeBC on your progress, and your needs for diagnostic assessment, treatment and medications.
• If your injury or symptoms worsen, see your health care provider immediately and follow up with contacting WorkSafeBC. Ensure this information is well documented.
• If you suffer another injury while in therapy or vocational rehabilitation, report it right away, and make sure that it is clearly documented by whoever is supervising. Also report the injury to your family doctor as soon as possible.
• If you find yourself in the position of not earning wages and not receiving benefits from WorkSafeBC, you should consider other sources of income, such as E.I., welfare, CPP Disability, and any short term or long term disability insurance coverage that you may have from your employer.

Delays and communication problems

Try to stay calm. While dealing with delays and problems can be very frustrating, emotional outbursts only make things worse.

Your phone calls should be returned within two business days. If this isn’t happening, you should contact the person’s Client Services Manager. If the manager doesn’t resolve your concern, you can contact the WorkSafeBC Issue Resolution Office or the B.C. Ombudsperson .

If you run into difficulties dealing with WorkSafeBC, you should document your communications in writing, and keep copies for your records. This will serve as evidence later, if you need it.

WorkSafeBC decisions

Read all letters from WorkSafeBC very carefully, even though they may be long. Pay special attention to long term wage rate decisions. If these are set too low, all of your financial benefits will also be too low, potentially for the whole life of the claim.

You can appeal any decision regarding benefits on your claim. If you think that there may have been a simple misunderstanding, you can ask WorkSafeBC to reconsider the decision. If they agree, they can change the decision so long as they do so within 75 days. Otherwise, you will have to file a request for review with the Review Division with 90 days of the original decision. Do not miss this deadline as doing so can have serious consequence for your claim and benefits .

Concerns with WorkSafeBC other than benefits decisions

Sometimes workers have concerns about the way WorkSafeBC has handled their claims that cannot be addressed through reviews. They may feel that WorkSafeBC staff have treated them rudely, acted too slowly, or acted without reasonable competence. In such cases, WorkSafeBC’s Issue Resolution Office may be able to help. You may also wish to contact the office of the B.C. Ombudsperson . The contact information for each is as follows:

WorkSafeBC Issue Resolution Office Phone: 604-276-3053 Fax: 604-276-3103 Toll Free: 1-800-335-9330

B.C. Ombudsperson Office Phone: 1-800-567-3247 Fax: 1-250-387-0198

Getting Updates on Your Claim

• For updates on your claim you need to contact WorkSafeBC  
• For updates on your review you need to contact the Review Division  
• For updates on your appeal you need to contact the Workers' Compensation Appeal Tribunal  

Join us for our Workers' Compensation Advocacy Training  where we discuss specific workers compensation topics, including strategies and alternatives to appeals.   

Read our Factsheets:

• Reviews of WorkSafeBC Decisions
• Appeals to the Workers' Compensation Appeal Tribunal

The B.C. Public Service acknowledges the territories of First Nations around B.C. and is grateful to carry out our work on these lands. We acknowledge the rights, interests, priorities, and concerns of all Indigenous Peoples - First Nations, Métis, and Inuit - respecting and acknowledging their distinct cultures, histories, rights, laws, and governments.

• Departments & services

Claims & Rehabilitation Services

Prioritizing COVID-19 claims for workers who have lost income

Workers may have an acceptable claim if they are at significantly greater risk of contracting COVID-19 than the general public and there is evidence of COVID-related illness. Having test results available may speed up claim adjudication. Due to increased volumes, we are prioritizing COVID-19 claims for workers experiencing a loss of income. For other COVID-related claims there may be a delay.

If you’re sick, please follow public health guidance . For more information on testing, refer to the BC Centre for Disease Control .

If you've been injured at work, we're here to help you with the claims process.

Claims Call Centre

We answer your questions about the claims process and your claim status.

Phone : 604.231.8888 (Lower Mainland) Toll-free : 1.888.967.5377 (Canada)

Fax : 604.233.9777 (Lower Mainland) Toll-free : 1.888.922.8807 (Canada)

Hours of operation : Monday to Friday, 8 a.m. to 6 p.m.

Mail : PO Box 4700 Stn Terminal, Vancouver BC  V6B 1J1

Teleclaim Contact Centre

Contact us to report a work-related injury or illness.

Phone : 1.888.967.5377

When you call our Claims Call Centre or Teleclaim, your call will be recorded for quality and security purposes. Generally, we’ll hold onto those recordings for 30 days but they may be kept for longer if necessary. If you’d prefer not to have your call recorded, you can reach us by email , fax or mail us your information, use our online services , or visit us in person at one of our regional offices .

If you have any questions or concerns about call recording, please contact our Issue Resolution Office .

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