What Does BC Law Say About Vacation Time?

People often ask:

“What are the vacation rules in British Columbia?”
“How much vacation do I get after one year in BC?”

Under the British Columbia Employment Standards Act, most employees are entitled to paid vacation time after 12 months of work with the same employer.

Here’s what the law says:

Vacation Entitlement in BC:

• After 12 consecutive months of employment, you are entitled to:
  • 2 weeks of paid vacation
• After 5 consecutive years with the same employer:
  • 3 weeks of paid vacation

Vacation pay is calculated as a percentage of your total wages:

• 4% for the first five years
• 6% after five years of continuous service

View the official BC Government guidelines here

Can Your Employer Choose When You Take It?

Yes—but there are important limits.

Your employer in BC can schedule your vacation time, even if you didn’t request it. However, they must:

• Provide reasonable notice
• Ensure you’re not being targeted or treated unfairly
• Schedule time off in a way that’s consistent and justifiable

In short: employers can assign vacation—but they can’t abuse that power.

Insight from Tim:

“As an employment lawyer with over 40 years of experience, I’ve seen too many employers misuse this policy to quietly push employees out or manipulate scheduling. Vacation should never feel like punishment.”
– Tim Louis, Vancouver Employment Lawyer

5 Red Flags That Your Vacation Rights Might Be Violated

“In BC, if your employer forces you to take time off without warning or fairness, it could violate your rights.”

Sometimes it’s not what your employer says—it’s how they do it.

If you’ve been told to take vacation and something feels off, trust that instinct. Below are five clear red flags that suggest your employer may be crossing the line.

1. No Notice Was Given

Legal Concern: May breach the “reasonable notice” expectation.
If your employer drops a last-minute vacation decision on you, it could violate employment standards—even if you’ve earned the time.

You should be given a fair heads-up so you can actually plan and benefit from your time off—not just disappear from the schedule.

2. Only You Were Singled Out

Legal Concern: Possible discrimination or retaliation.
Are other employees unaffected? Are you the only one being “forced” into time off during slow periods?

This could point to deeper issues—like targeting, unfair discipline, or subtle workplace punishment.

3. Vacation Is Scheduled Right After a Conflict

Legal Concern: Could signal a constructive dismissal pattern.
If you spoke up, raised a concern, or clashed with management—and suddenly your time off appears out of nowhere—this could be part of a bigger issue.

Forced vacation should never be used as a pressure tactic or punishment.

4. You’re Told to Use “Unpaid Time Off”

Legal Concern: Likely unlawful.
Vacation is supposed to be paid time off. If your employer says, “we can’t pay you but we’ll call it vacation,” it’s likely a breach of BC’s employment law.

Don’t let your legal entitlements be erased with vague terms.

5. HR Can’t Explain the Reason

Legal Concern: Lack of transparency = Risk Signal.
If your manager or HR team can’t clearly tell you why the time off was scheduled, or they give conflicting answers—take that as a warning sign.

This confusion is often used to discourage pushback—but clarity is your legal right.

Tim’s Advice:

“When forced vacation is used inconsistently or without reason, it’s not just bad management—it could be a violation of your rights under BC law.”

What You Can Do If It Feels Unfair

“What should I do if I’m being forced to take vacation in BC?”

If something about your forced vacation doesn’t sit right, trust your instincts.

Here’s what you can do—right now—to protect your rights and prepare for next steps:

1. Review Your Vacation Accrual

• Check your most recent pay stub or employment records.
• Make sure you’ve actually earned the vacation you’re being told to take.

If they’re assigning vacation time you haven’t accrued, that’s a red flag.

2. Ask for Written Confirmation and Reason

• Politely request an email or letter explaining why the vacation is being scheduled.
• Keep a record of the explanation—or the refusal to give one.

Clear communication forces accountability. Silence often signals trouble.

3. Track All Dates, Emails, and Conversations

• Write down what was said, when it was said, and who was present.
• Save emails or messages related to the time-off decision.

Tim’s Advice:
“I encourage every client to keep a paper trail. It strengthens your case if things escalate.”

4. Speak to an Employment Lawyer Before Reacting Emotionally

• Don’t quit on the spot. Don’t send a heated message.
• Instead, reach out for guidance. It may be a misunderstanding—or it may be something more serious.

You may have grounds for a constructive dismissal claim or a compensation case.
But the outcome depends on how you handle things in the moment.