2026 Checklist for Legally Required HR Policies in British Columbia
Written by: The H2R Team
As a business owner in British Columbia, you have a responsibility to implement legally required HR policies that comply with provincial legislation. However, compliance is very difficult for businesses with little HR experience, which is often the case for small and medium-sized businesses.
This checklist is designed to provide clarity to business owners about what’s required for compliance in BC, particularly when it comes to policy development. BC employers can review all the policies required and ensure they are implemented according to provincial requirements.
Don’t guess if you’re compliant — download our FREE 2026 HR Compliance Checklist for British Columbia employers and make sure you have all the required policies in place.
The cost of non-compliance makes failure not an option. Without these policies in place, you could face fines ranging between $25,000-$600,000. But don’t worry, you’ve come to the right place.
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Every Legally Required HR Policy in British Columbia
Are you an Ontario Business? — Read About Legally Required HR Policies in Ontario Here!
The following are HR policies legally required for all employers in British Columbia:
Health and Safety Program
Under British Columbia’s Occupational Health and Safety Regulation, employers are required to establish a formal Health and Safety Program if they have 20 or more workers and operate at least one workplace with a moderate or high risk of injury, or if they employ 50 or more workers in total.
Health and Safety programs are designed to prevent workplace illness/injury and demonstrate commitment to employee health and safety. It gives the employee the right to know about workplace hazards and refuse unsafe work.
Employers are mandated to not just supervise, but also provide written instructions when applicable demonstrating how to safely perform job duties in the workplace.
Employers that don’t comply with British Columbia’s Occupational Health and Safety Regulation could face fines up to $600,000+
Let us help you get the tools and guidance you need to stay fully compliant with BC’s Health and Safety Program regulations — Contact us for a Compliance Assessment!
Health and Safety Program FAQ's
Will I be held liable if someone is injured in the workplace?
Yes, you can be held liable for a workplace injury if WorkSafeBC determines you were negligent and/or non-compliant with Occupational Health and Safety Regulations.
Employers should make practical efforts to create a safe workplace, report and investigate any injuries or incidents as soon as they happen, and cooperate with the affected employees to ensure they can return to work.
Your business could be fined or penalized if you fail to maintain a safe working environment.
How do I know if my workplace has a risk of injury?
In B.C., a workplace’s “risk of injury” is based on the type of work being done and the likelihood workers could get hurt. For example, physical labour, machinery, driving, construction, healthcare, and manufacturing are higher risk.
Employers should also account for any workplace hazards and previous incidents of workplace injury.
We recommend completing a workplace injury risk assessment to confirm what risks are present in your workplace. If you aren’t able to conduct one yourself, you can reach out to our fractional HR team for assistance.
What if I have less than 20 employees?
WorkSafeBC still requires smaller employers to:
- Have clear procedures to identify and manage workplace risks
- Provide instruction and supervision to keep workers safe
- Address bullying and harassment with a policy, reporting process, and response plan
- Correct unsafe or harmful situations when they arise
The main difference is, with less than 20 employees, you may not need a formal health and safety program. It’s best to confirm with one of our HR experts whether this applies to you.
Workplace Bullying and Harassment Policy
The Workers Compensation Act requires BC employers to have a written Workplace Bullying and Harassment policy. In addition to a written policy, it is also legally required to have clear procedures in place for dealing with bullying and harassment at work.
These procedures need to ensure that all reports and/or incidents are taken seriously and investigated, with steps in place for prevention.
Records of any and all workplace bullying and/or harassment investigations must be kept by the employer, and provided to WorkSafeBC if and upon request.
Make sure your workplace meets BC’s legal requirements for bullying and harassment prevention—our team can help you create compliant policies, procedures, and documentation.
Book a Compliance Consultation!
Failure to comply with the Workers Compensation Act could result in fines up to $25,000+
Workplace Bullying and Harassment Policy FAQ's
Can I be held liable for bullying and harassment that I wasn't aware of?
Yes, B.C. employers can be held liable for workplace bullying and harassment if they failed to prevent or address it — even if they weren’t aware of the problem. Liability often depends on whether the employer had proper policies, training, and responded appropriately once issues were known or should reasonably have been known.
How do I identify signs of bullying and harassment as an employer?
Signs of bullying and harassment often start with changes in behaviour, communication, and team dynamics. Watch for repeated negative comments, exclusion, intimidation, gossip, or inappropriate jokes directed at a specific employee.
You may also notice drops in performance, increased absenteeism, withdrawal from team activities, or complaints about a hostile work environment. Employers should take these concerns seriously.
I need someone to conduct a workplace bullying/harassment investigation
We encourage you to reach out to H2R at: https://yourh2r.com/consultation/
An external HR investigator can help ensure the process is fair, impartial, and compliant with workplace laws and policies. Our fractional HR team has years of experience acting as a third-party in workplace conflicts and investigations.
Violence Prevention Program
If your workplace has any risk of workers being injured due to violence, BC’s Occupational Health and Safety Regulation requires you to have a Violence Prevention Program in place.
Employers must have a written Violence Prevention Policy, as well as a Domestic Violence in the Workplace Policy (if there’s a risk of domestic violence spilling into the workplace). Regular risk assessments are required to identify potential hazards and what policies are needed.
In the policy, clear prevention procedures must be in place to ensure both workers and supervisors receive proper training. Additionally, there must be procedures in place for reporting and investigating any incidents of workplace violence with steps for follow-up and ongoing improvement.
Are You Liable? How to Know if Your Business Has Violence Risks
WorkSafeBC recommends that all businesses verify whether there is a risk of violence using a risk assessment.
If, upon assessment, your workplace demonstrates any risk of violence, then you must comply with BC’s Violence Prevention Program Requirements.
If you’re unsure whether your business has violence risks, let us conduct a risk assessment!
Non-compliance with the Occupational Health and Safety Regulation could result in fines up to $600,000+
Violence Prevention Program Policy FAQ's
What does domestic violence in the workplace mean?
Domestic violence in the workplace refers to situations where a worker may be exposed to abuse from a partner or family member while at work. This can include threatening calls, stalking, harassment at the workplace, or violence that creates a risk to the employee or others on site.
How do I know if my workplace has violence risks?
Consider factors like public interaction, cash handling, and whether employees might need to work alone or late hours. Workplaces in healthcare, retail, customer service, and field work often carry higher violence risks.
These are just some examples, there are many other cases that could apply here. It’s best to consult with an HR expert if you’re unsure.
Should I get a third-party to do a violence risk assessment?
In many cases, yes. A third party, such as H2R, can provide an objective review, identify risks you may miss, and help ensure compliance with B.C. safety requirements. Our fractional HR firm specializes in workplace investigations and violence risk assessments.
Privacy Policy
A privacy policy is required for all British Columbia employers under the Personal Information Protection Act to protect individuals’ privacy and stay compliant with data protection laws.
The privacy policy must outline how your organization handles personal information and explain how personal information is collected, used, shared, stored, and disposed of. Additionally, it must impose internal guidelines and procedures for your team members to follow in protecting the personal information your business collects.
Protect your customers and your business—get expert help creating a Privacy Policy that meets BC’s Personal Information Protection Act requirements.
Privacy Policy FAQ's
Where should I post my privacy policy?
Your privacy policy should be easy for employees and customers to access. Post it on your website, include it in onboarding materials, and make it available internally in an employee handbook, shared drive, or shared workspace.
What does the Personal Information Protection Act (PIPA) require?
B.C.’s PIPA requires organizations to collect, use, and disclose personal information responsibly. This includes getting consent, only collecting what’s necessary, giving individuals access to their data, and taking practical steps to protect the information. Employers also need to establish a clear privacy policy and complaint process.
How do I train employees in data protection?
Employers should be providing consistent, practical training on how to handle personal information in day-to-day work.
Data protection training covers topics like recognizing sensitive data, secure storage and sharing, password and device security, phishing awareness, and reporting breaches.
Refresh training regularly and tailor it to each role so employees understand their responsibilities.
Equal Pay for Equal Work Policy
In 2023, British Columbia introduced the Pay Transparency Act. While there are several key aspects of this legislation that employers should be aware of, the principle of equal pay for equal work is what we’re focussing on here.
Equal pay for equal work means employers are prohibited from paying employees differently based on gender, race, and other characteristics protected in the Human Rights Code. It also requires employers to be transparent with employees about their pay. Employers must provide information about a position’s current salary range if an employee asks for it.
It is strongly recommended that employers in British Columbia implement an equal pay for equal work policy in the workplace. Having this policy helps demonstrate compliance across the organization, and ensures employees are aware of their rights when it comes to compensation.
Equal Pay for Equal Work FAQ's
What does B.C.’s Pay Transparency Act require?
B.C.’s Pay Transparency Act requires employers to be more open about compensation. This includes adding pay ranges in publicly posted job ads, not asking applicants about past pay, and protecting employees who discuss or ask about wages from retaliation.
What is a pay transparency report and is it required in B.C.?
A pay transparency report outlines wage differences within an organization to highlight potential pay gaps. In B.C., provincially regulated employers with more than 50 employees must prepare and publish a pay transparency report by November 1 each year, following the province’s phased rollout requirements.
You can learn more about how to create and submit a pay transparency report here.
Non-Retaliation/Reprisals Policy
A reprisal/retaliation happens when an employer takes action against an employee because the employee reported a concern, wrongdoing, or made a formal complaint.
Employers are encouraged to have a clear non-retaliation policy. This policy should explain employees’ rights, their obligation to report, and that managers and supervisors are not permitted to retaliate when complaints are made.
Under the Public Interest Disclosure Act (PIDA), retaliating against an employee is an offence and may result in penalties.
Non-Retaliation/Reprisals Policy FAQ's
What is considered retaliation or reprisal in B.C.?
Retaliation or reprisal happens when an employee faces negative consequences for raising concerns, reporting misconduct, or participating in an investigation.
Actions that fall under retaliation can include being fired, demoted, denied a promotion, treated unfairly in performance reviews, or excluded from training and development opportunities.
What is the Public Interest Disclosure Act?
B.C.’s Public Interest Disclosure Act (PIDA) protects public-sector employees who report serious wrongdoing, such as unlawful activity, misuse of public funds, or risks to public safety. It sets out processes for reporting and protects workers from retaliation for coming forward.
How should I avoid retaliation against employees?
Employers can take proper steps to avoid retaliation by training management on how to respond to complaints, separating performance management from complaint processes (if possible), and consistently communicating and enforcing a non-retaliation policy.
Maintaining fairness in reporting and investigation processes is an important factor as well. In some cases, the best move is to hire an external HR professional who can act as a third-party, ensuring there is a fair, unbiased investigation. Our fractional HR team is happy to help in these cases!
Need Help Making Sure Your BC Business is Compliant?
For many executives and business owners, non-compliance is an unnecessary risk that can potentially find your business levied with fines. At H2R, we know as business owners and operators, you simply have to wear all the hats, and may not have the time to conduct all things HR at all times – that’s where we come in. As a fractional HR partner, we help hundreds of Canadian businesses ensure compliance, improve their HR policies and practices, and reduce common HR headaches from payroll, training, and more. Download our free compliance guide or contact us using the buttons below to learn how H2R can help your business improve your HR – without the overhead.
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