You may need to take a leave to attend to business related to your work at the University or to the union to which you belong.

Some of these leaves are paid and others are unpaid. Your eligibility for these leaves depends on your employee group.

Leaves related to university matters include:

• administrative leaves
• university committee leaves
• leaves at the request of the university
• exchange leaves

Leaves related to union matters include:

• union business
• negotiations and grievance pay provisions
• full-time union or public duties

Administrative leave

If you are a member of the Academic Executive, you may be granted paid administrative leave in accordance with Policy AP5 – Deans/Principals Appointment (formerly Policy #21).

University committee leave

If you are a member of BCGEU Okanagan, you can take a paid leave to attend meetings of a University committee to which you have been elected or appointed.

Leave at the request of the university

If you are a member of the Academic Executive, BCGEU Okanagan or Faculty employee groups, you may be granted a paid leave as described below:

• Academic Executive: If you are a full-time Academic Executive, you may be granted a paid leave if requested by the University to pursue special studies or research.
• BCGEU Okanagan: You may be granted a paid leave to attend a course in connection with your employment.
• Faculty: If you are a full-time faculty member, you may requested to take a paid leave of absence to carry on special studies or research (for eligible members of the Faculty Association, please refer to Collective Agreement for details).

Exchange leave

If you are a member of BCGEU Okanagan on a regular full-time appointment with three or more years of service, you can exchange positions with an individual of comparable qualifications and experience for one year, with full salary and benefits during the exchange period. You are responsible for initiating the negotiation with your counterpart.

Leaves for union business

You may need to take a leave for union business. This includes time off for:

• union conventions, annual meetings, steward seminars, steward activity or perform other functions on behalf of the union,
• negotiations, grievances, arbitration, joint University/union committees, and
• full-time union or public duties.

The employee groups that are eligible for these types of leave are:

• BCGEU Child Care Vancouver
• BCGEU Okanagan
• CUPE 116
• CUPE 2278
• CUPE 2950

The leave may be paid or unpaid, depending on the type of leave. Refer to your collective agreement for more details.

You may need to take a leave to attend to various personal matters – from attending jury duty to running for political office. Some of these leaves are paid and others are unpaid.

Jury or court witness duty leave

You are eligible for a paid leave of absence if you are required by law to serve as a juror or witness in any court. You must remit any payment from the Crown to your departmental office.

If you are appearing as a plaintiff or defendant in a civil or criminal action, you will be granted a leave of absence without pay.

If you are faculty and you have been called for jury selection, please contact Faculty Relations for assistance.

Special leave

For BCGEU Okanagan auxiliary employees only, you are entitled to three days of paid leave in a calendar year for any or all of the circumstances listed below:

• birth or adoption of your child,
• serious household or domestic emergency,
• attendance at your citizenship hearing,
• court appearance for your child,
• wedding of your child, and
• moving your household furniture and effects (maximum of one day for each move).

Personal emergency leave

For CUPE 2950 and Management & Professional employees only, you are eligible for up to one day of paid leave per year to deal with a personal emergency, provided you immediately notify your department head.

Citizenship leave

For CUPE 2950 and CUPE 116 employees only, you are eligible for time off with pay to process your Canadian citizenship application. BCGEU Okanagan auxiliary employees are eligible for paid time off as part of their Special Leave (see above). This does not apply to permanent staff of the UBC Aquatic Centre.

Military leave

For CUPE 2950 employees required to attend military training courses, you may take half of the time as a paid leave of absence and half as a deduction from your holidays.

Leave to take political office

You can take an unpaid leave if you are running for political office if you are a member of faculty, an academic executive, a member of BCGEU Okanagan or a member of CUPE 2950.

If you are a faculty member or academic executive, you can take an unpaid leave if you are running for election to public office, provided this does not create serious difficulties for your colleagues or students. See Policy HR2 – Political Leave for information on the conditions of your leave if you are elected to office.

If you are a member of BCGEU Okanagan and you have been nominated as a candidate for election at the federal, provincial or municipal level, you may be granted an unpaid leave to run in the election campaign. If you are elected to full-time office, you will be granted an unpaid leave of up to one year.

Public Duties

You can take an unpaid leave if you are elected or selected for a position within a First Nations Band Council or Indigenous Political organization if you are a member of CUPE 116.

Religious and Cultural Observance

As a Sessional Lecturer, you are eligible to maintain your current benefits (for up to eight months) and pension between appointments, if:

• You previously held an appointment eligible for pension and benefits, or
• You held an appointment eligible for pension and benefits, within the previous 24 months and have been making continuous benefit contributions.

Maintaining your benefits between appointments is optional.

Keeping your benefits

At the end of your sessional appointment, you may have the option to maintain some or all your current benefits at your own cost.  This means that you will be responsible for both the employee and employer portions of the premiums.  You may not sign up for additional benefits while you are in between appointments. If you are teaching during the summer, UBC will pay the employer portion of the benefits and pension you wish to maintain for any months in which you hold an appointment.

You will receive a Benefits Task in your Workday inbox to make your elections for On Leave benefit plans if you are on Sessional Benefit Eligible Leave.  You can choose to continue all, some or none of your benefits. You are responsible for paying the full cost (employee plus employer share) for any benefits you choose to continue. Once you submit your benefit elections, a Benefits Partner from Payroll will check that your benefits elections are correct and notify you of the monthly cost and next steps. 

Pension

Pension enrolment between appointments is not mandatory. If you do not maintain your pension while on Sessional Benefit Eligible Leave, you will be able to re-enroll at the start of your new appointment.

If you elect to maintain your pension between appointments, you will pay the employee contributions and (if you choose) the employer contributions for each month (or portion of a month). Contributions are calculated based on your appointment immediately prior to the leave. A Leave of Absence representative will contact you to confirm the amount you elect to pay.  You may elect to contribute any amount up to the maximum.  However, if you hold a sessional appointment during the summer, you must contribute the full employee portion in order to receive the employer portion. 

Other benefits

The Benefits Cost Calculator can tell you what it will cost you to maintain your benefits.

Cancelling your benefits

You may cancel all of your benefits at the end of your active sessional appointment.  If you choose this option, some of your benefits will be automatically reinstated upon your return to your sessional position, while you will have to reapply for others. Re-enrolment in cancelled benefits will be based on the appointment to which you return.

Sessional Benefit Eligible Leave

If you previously held an appointment eligible for pension and benefits and are reappointed to a position below 50% FTE, you are eligible for pension and benefits as though your appointment is at least 50% FTE for up to 24 months.

Sessional Recall Leave

If you previously held an appointment eligible for a modified benefits package (Extended health, Dental and Employee and Family Assistance Plan), you are not eligible to maintain your current benefits in between appointments. 

These appointments include:

• full-time or part-time sessional lecturer with an appointment of less than four months (regardless of % FTE) and hired before age 71, or
• part-time sessional lecturer with an appointment of less than 50% (regardless of length) and hired before age 71.

If you hold another appointment while on Sessional Recall Leave, you may be eligible for benefits based on the other position.

For more information about benefits packages and your eligibility, visit Faculty: Benefit Eligibility, Start Dates and Cost page.

Reapplying for benefits

Optional Life Insurance, Optional Accidental Death & Dismemberment

If you decide to not maintain your optional life insurance or your optional accidental death & dismemberment benefits,  and then later re-enroll when you start a new term, you will need to re-apply for coverage by submitting a health questionnaire. A medical examination may be necessary at your own expense.

Automatic reinstatement and re-enrolment

If you decide not to maintain some or all of your benefits, your Basic Life Insurance, Disability and Employee and Family Assistance Plan are automatically reinstated the day you return to work, as long as you meet the eligibility requirements. You will receive a notification in Workday to re-enrol in the Extended Health, Dental and Faculty Pension plans (if eligible). You can complete your re-enrolment for these plans directly in Workday.

Login to Workday

For Workday resources and help visit the Integrated Service Centre.

You may need to take time off work to care for a family member who is terminally or critically ill or for the death of a family member.

The first two types of leave are called a compassionate care leave or family caregiving leave, and the third type of leave is known as bereavement leave.

What is a compassionate care leave?

There are provincial and federal government programs in place that allow you to take a compassionate care leave to care for a terminally ill family member.

There are two parts of a compassionate care leave. You need to apply for both of them:

• an unpaid leave from UBC of up to 27 weeks that you are entitled to under the BC Employment Standards Act, and
• a compassionate care benefit where you receive Employment Insurance (EI) benefits for 26 weeks if you meet eligibility requirements.

A compassionate care leave provides up to 27 weeks of job-protected unpaid leave for you to care for or support a family member if a medical practitioner issues a certificate stating that your family member has a serious medical condition with a significant risk of death within 26 weeks.

You may also be eligible for up to 26 weeks of EI compassionate care benefits from Employment & Social Development Canada (ESDC). These benefits are administered by Service Canada.

If you wish to take additional leave beyond what is stipulated under the BC Employment Standards Act, you must request this in writing from your supervisor and any approved additional leave will be considered a general unpaid leave and you will be responsible for paying the full cost of the benefits and pension you choose to maintain.

Who is considered a family member?

You may receive EI compassionate care benefits to care for a terminally ill eligible family member, as defined by ESDC.

You may also receive EI compassionate care benefits to care for a terminally ill person if that person considers you a family member, such as a close friend or neighbour. You must submit a signed Compassionate Care Benefits Attestation form from the terminally ill person or their legal representative.

What are the EI compassionate care benefits?

You can receive up to 26 weeks of EI compassionate care benefits from Service Canada within a 52-week period if you:

• meet Employment Insurance (EI) eligibility rules (600 insurable hours in the 12-month period before the start of the leave) and
• serve a one-week waiting period.

The payment is generally around 55% of your pre-leave earnings up to a specific maximum amount. For 2026, the maximum is $729/week.

You may share the 26 weeks of EI compassionate care benefits with another family member who is also providing care. Only one person is required to serve the one-week unpaid waiting period. Each family member can claim the benefits at any time during the 52-week period, either at the same time or at different times.

How and when do I apply for an unpaid compassionate care leave and EI benefits?

You should apply for a leave of absence from your department in writing, notifying them of the dates you expect to leave and return to work.

You will also need to include a copy of the medical certificate from a doctor or medical practitioner stating that your family member has a serious medical condition with a significant risk of death within 26 weeks and requires the care or support of one or more family members. Save the original for your EI compassionate care benefits application. The personal information provided in the medical certificate is collected under section 26(c) of the Freedom of Information and Protection of Privacy Act, RSBC 1996, c. 165 and will be used for the purposes of leave administration.

You or your department can submit the leave through Workday. 

For Workday resources and help visit the Integrated Service Centre.

To coincide with EI payment weeks and avoid any possible loss of EI benefits begin your leave on a Sunday and end it on a Saturday (return from the leave on a Sunday).

You should apply for EI compassionate care benefits through Service Canada  as soon as possible after you stop working. If you delay applying for benefits later than four weeks after your last day of work, you risk losing these benefits.

A Record of Employment (ROE) is required for your EI application. Your Payroll Representative will automatically send your ROE electronically to Service Canada after your last paycheque. You do not need to request a ROE from UBC.

If you would like to speak with someone at UBC regarding your Record of Employment:

• Contact Payroll through the UBC Self-Service Portal

When can I start my compassionate care leave and EI compassionate care benefits?

You may start your unpaid compassionate care leave and EI compassionate care benefits on the earlier of the following weeks, and within 52 weeks of that week:

• the week the doctor signs the medical certificate, or
• the week the doctor examines the terminally ill family member, or
• the week the family member became terminally ill, if the doctor can determine that date (for example, the date of the test results).

You do not need to take your leave all at once. You can take the leave in units of one or more weeks.

When does my EI compassionate care benefits end?

Your EI compassionate care benefits will end:

• when 26 weeks of compassionate care benefits have been paid to you or other caregivers; or
• after the terminally ill family member dies or no longer requires care or support (benefits are paid to the end of the week); or
• the 52-week period has expired.

The maximum number of EI compassionate care benefits that is payable is 26 weeks. However, you may also take EI compassionate care benefits consecutively with EI family caregiver benefits (see next section).

What is a family caregiving leave?

There are also provincial and federal government programs in place that allow you to take a family caregiving leave to care for a critically ill or injured family member or person that considers you a family member.

There are two parts of a family caregiving leave. You need to apply for both of them:

• an unpaid leave from UBC of up to 16 weeks to care for an adult over age 18 or up to 36 weeks to care for a child aged 18 and under which you are entitled to under the BC Employment Standards Act. If you plan to apply for EI family caregiving benefits you will need to apply for Family Caregiver Leave from your department in writing, notifying them of the dates you expect to leave and return to work.
• You may also be eligible for EI family caregiving benefits to care for a critically ill or injured family member or person that considers you a family member (up to 15 weeks to care for an adult over age 18 or up to 35 weeks to care for a child aged 18 and under) from Employment & Social Development Canada (ESDC). You will apply for the EI family caregiving benefits for adults or children through Service Canada.

If you wish to take additional leave beyond what is stipulated under the BC Employment Standards Act, you must request this in writing from your supervisor and any approved additional leave will be considered a general unpaid leave and you will be responsible for paying the full cost of the benefits and pension you choose to maintain.

You may take EI compassionate care benefits consecutively with EI family caregiving benefits (you can receive EI family caregiving benefits after your EI compassionate care benefits come to an end; or you can receive EI compassionate care benefits after your EI family caregiving benefits in the unfortunate event that the critically ill or injured person’s health deteriorates. In this case, you must meet the eligibility criteria for both benefits).

Who is considered a family member?

You may receive EI family caregiving benefits to care for a critically ill or injured eligible family member, as defined by ESDC.

You may also receive EI family caregiving benefits to care for a critically ill or injured person if that person considers you a family member, such as a close friend or neighbour. You must submit a signed Family Caregiving Benefits Attestation form from the critically ill or injured person or their legal representative.

What are the EI family caregiving benefits?

You can receive up to 15 weeks of EI family caregiving benefits from Service Canada for an adult and up to 35 weeks of EI family caregiving benefits from Service Canada for a child (age 18 or under) within a 52-week period if you:

• meet Employment Insurance (EI) eligibility rules (600 insurable hours in the 12-month period before the start of the leave) and
• serve a one-week waiting period.

The payment is generally around 55% of your pre-leave earnings up to a specific maximum amount. For 2026, the maximum is $729/week.

You may share the 26 weeks of EI family caregiving benefits with another family member who is also providing care. Only one person is required to serve the one-week unpaid waiting period. Each family member can claim the benefits at any time during the 52-week period, either at the same time or at different times.

How and when do I apply for an unpaid family caregiving leave and EI benefits?

The BC Employment Standards Act  includes family caregiver leave under Sec 52.11 Critical illness or injury leave; if you plan to apply for EI family caregiving benefits you will need to apply for Family Caregiver Leave from your department in writing, notifying them of the dates you expect to leave and return to work. 

You will also need to include a copy of the medical certificate from a doctor or medical practitioner stating that the life of your family member is at risk as a result of an illness or injury and requires the care or support of one or more family members. Save the original for your EI family caregiving benefits application. The personal information provided in the medical certificate is collected under section 26(c) of the Freedom of Information and Protection of Privacy Act, RSBC 1996, c. 165 and will be used for the purposes of leave administration.

You or your department can submit the leave through Workday. 

Login to Workday

For Workday resources and help visit the Integrated Service Centre.

To coincide with EI payment weeks and avoid any possible loss of EI benefits begin your leave on a Sunday and end it on a Saturday (return from the leave on a Sunday).

You should apply for EI family caregiving benefits through Service Canada as soon as possible after you stop working. If you delay applying for benefits later than four weeks after your last day of work, you risk losing these benefits.

A Record of Employment (ROE) is required for your EI application. Your Payroll Representative will automatically send your ROE electronically to Service Canada after your last paycheque. You do not need to request a ROE from UBC.

If you would like to speak with someone at UBC regarding your Record of Employment:

• Contact Payroll through the UBC Self-Service Portal

When can I start my family caregiving leave and EI family caregiving benefits?

You may start your unpaid family caregiving leave and EI family caregiving benefits on the earlier of the following weeks, and within 52 weeks of that week:

• the week the doctor signs the medical certificate, or
• the week the family member became critically ill or injured, if the doctor can determine that date (for example, the date of the test results).

You do not need to take your leave all at once. You can take the leave in units of one or more weeks.

When does my EI family caregiving benefits end?

Your EI family caregiving benefits will end:

• when the maximum 35 or 15 weeks of family caregiving benefits have been paid to you or other caregivers; or
• after the critically ill or injured family member no longer requires care or support (benefits are paid to the end of the week); or
• the 52-week period has expired.

The maximum number of EI family caregiving benefits that is payable is 15 weeks for an adult or 35 weeks for a child (age 18 or under). However, you may also take EI family caregiving benefits consecutively with EI compassionate care benefits (see section above).

Will I still receive my benefits when I’m on compassionate care or family caregiving leave?

See the section Benefits Coverage while on a Leave for more information.

Bereavement leaves

Under the BC Employment Standards Act, employees are eligible for up to 3 days of unpaid bereavement leave if an immediate family member dies. You may be eligible for paid compassionate or bereavement leave from UBC depending on your Employee Group.

Becoming a parent is a major event. Under the BC Employment Standards Act, the following unpaid leaves are available:

• Pregnant Employee: an unpaid maternity leave of up to 17 weeks, which can be combined with an unpaid parental leave of up to 61 weeks to extend your total time off work,
• Birth Parent: an unpaid parental leave of up to 62 weeks (includes one week waiting period if not served during maternity leave),
• Adopting Parents: an unpaid adoption leave of up to 62 weeks, and from UBC a pre-placement adoption paid leave of up to 20 days, if you are an Administrative Executive, CUPE 116, CUPE 2278, CUPE 2950 or Management & Professional employee.

Maternity, parental and adoption leaves are unpaid. If you wish to take additional leave beyond what is stipulated under the BC Employment Standards Act, you must request this in writing from your supervisor and any additional approved leave will be considered a general unpaid leave.

When you apply for a maternity, parental or adoption leave, you can also apply for Employment Insurance (EI) maternity or parental benefits from Employment and Social Development Canada (ESDC). EI benefits are administered by Service Canada.

If you meet EI’s eligibility rules for benefits, you will receive EI benefits if you are a pregnant employee, birth parent or adopting parent.

Pregnant Employee:

• during maternity leave, the EI maternity payment is 55% of your pre-leave earnings up to a specific maximum amount for 15 weeks after a one week unpaid waiting period is served;
• during parental leave, birth parents have a choice of standard EI parental benefits (55% of your pre-leave earnings up to a specific maximum amount for 35 weeks) OR extended EI parental benefits (33% of your pre-leave earnings up to a specific maximum amount for 61 weeks) after a one week waiting period is served (this is not required if the pregnant employee has already served the waiting period). Two parents may share the EI parental benefits and both parents are required to choose the same option, either standard or extended. You cannot change between options once parental benefits have been paid.

Birth Parents:

• during parental leave, birth parents have a choice of standard EI parental benefits (55% of your pre-leave earnings up to a specific maximum amount for 35 weeks) OR extended EI parental benefits (33% of your pre-leave earnings up to a specific maximum amount for 61 weeks) after a one week waiting period is served (this is not required if the pregnant employee has already served the waiting period). Two parents may share the EI parental benefits and both parents are required to choose the same option, either standard or extended. You cannot change between options once parental benefits have been paid.

Adopting Parents:

• during adoption leave, adopting parents have a choice of standard EI parental benefits (55% of your pre-leave earnings up to a specific maximum amount for 35 weeks) OR extended EI parental benefits (33% of your pre-leave earnings up to a specific maximum amount for 61 weeks) after a one week waiting period is served (only one parent is required to serve the waiting period). Two parents may share the EI parental benefits and both parents are required to choose the same option, either standard or extended. You cannot change between options once parental benefits have been paid.

If you have a child born or placed with you for the purpose of adoption, and share EI parental benefits with another parent, you may be eligible for sharing parental benefits. With the sharing benefit, you can take up to:

• 40 weeks of parental benefits when choosing the standard option, or
• 69 weeks of parental benefits when choosing the extended option.

One parent cannot receive more than 35 weeks of standard or 61 weeks of extended parental benefits.

Some employee groups are also eligible for Supplementary Employment Benefits that can be used to top up your EI benefit payments to 75% or 95% of your pre-leave salary for a specified period of time.

If you are planning to take a maternity, parental or adoption leave, you will need to:

• notify your supervisor of the start and end dates of your leave (please review the section below that applies specifically to your group for the number of weeks advance notice you are required to give),
• apply for the EI maternity or parental benefit through Service Canada,
• apply for Supplementary Employment Benefits if this benefit is available to your employee group, and
• decide whether to maintain your benefit coverage and pension contributions. See Benefits Coverage while on a Leave for more information.

Learn more about maternity, parental and adoption leave and paid benefits during your leave

There are some differences between the plans for each of UBC’s employee groups, so please review the section that applies specifically to your group.

• CUPE 116, CUPE 2278, CUPE 2950 and IUOE 115
• Administrative Executives and Management & Professional
• BCGEU Vancouver (Child Care)
• BCGEU Okanagan
• Other employees: includes Executive Administrative, Farm Workers and Non-Union Technicians & Research Assistants
• Faculty: includes Faculty groups, Academic Executive and Postdoctoral Fellows (Employee)
• Postdoctoral Fellows (Award Recipients)

You may wish to take a general leave without pay.

You must apply to your supervisor or department head for a general leave. The length of time you are allowed to take off from work depends on your employee group.

If you wish to take additional maternity, parental, adoption or compassionate care and/or the family caregiving leave beyond what is stipulated under the BC Employment Standards Act, you must request this in writing from your supervisor and any approved additional leave will be considered a general unpaid leave.

If your leave is approved, you can choose whether you want to maintain your current UBC benefits or cancel your UBC benefits. If you want to maintain your UBC benefits, you are responsible for paying both the employee and employer portion of the cost.

How do I apply for general leave?

You must apply for a general leave of absence from your department head or manager. Let them know:

• the reasons for your leave,
• when you would like to start your leave, and
• when you intend to return to work.

For Staff appointments, if your request is approved, your department head or manager will update your employment status through Workday.  For Faculty appointments, all leave requests will be routed to Faculty Relations.

What happens to my benefits when I’m on a general leave?

When you are on leave, you can choose to keep your benefits or cancel your benefits. See Benefits Coverage while on a Leave for more information.

How long am I allowed to be on a general leave?

The length of time you are allowed to take depends on your employee group. The table below shows the time you are allowed to be on leave without pay or benefits.

Questions about your benefits while on leave?

• For resources and help visit the Integrated Service Centre.

UBC offers opportunities for its staff and faculty to take time away from work to improve their professional qualifications, embark on a course of study or go on a sabbatical.

These types of leaves may be fully or partially paid, and only some employee groups are eligible to take these leaves. You must apply to your supervisor or department head for a leave. The length of time you are allowed to take depends on your employee group.

If you are approved for an unpaid leave, you can choose whether you want to maintain your current UBC benefits or cancel your UBC benefits. If you want to maintain your UBC benefits, you are responsible for paying both the employee and employer portion of the cost.

If you are approved for a paid leave, your current UBC benefits will continue as normal. If you are on a partially paid leave, your current benefits will continue as normal provided you continue to meet the eligibility rules for benefits.

How do I apply for a leave?

You must apply for a leave of absence from your department head or manager. Let them know the reasons for your leave, when you would like to start your leave and when you intend to return to work. After discussing your leave with your department head or manager, you or your department head or manager can submit your leave request through Workday. 

Login to Workday

For Workday resources and help visit the Integrated Service Centre.

What happens to my benefits when I’m on a general leave?

When you are on leave, you can choose to keep your benefits or cancel your benefits. See Benefits Coverage while on a Leave for more information.

What types of leave can I take?

The type of study leave that you can take depends on your employee group.

UBC is committed to fostering a safe, healthy and respectful environment for everyone in the campus community. We have programs and services in place to minimize risks and help you stay safe.

If you feel unsafe at any time, please contact Campus Security either using one of the blue emergency phones around campus or by calling 604-822-2222 at UBC’s Vancouver campus or 250-807-8111 at UBC’s Okanagan campus.

Staying safe on campus

If you are uncomfortable walking alone on campus, please make use of the following services.

UBC’s Vancouver campus

If you would like an escort across campus or feel unsafe at any time, please contact Campus Security. Call 604-822-2222 or contact them using a Campus Blue Phone. These phones can be found across the Vancouver campus. Simply push the button and you will be connected to the Campus Security Dispatcher.

Consider taking the #68 TransLink around UBC. 

UBC’s Okanagan campus

If you would like an escort across campus, trained students or Campus Security will happily assist you. Call Safewalk at 250-807-8076, 24 hours a day, to access this service.

If you feel unsafe at any time, please contact Campus Security. Call 250-807-8111 or use a blue emergency security phone, located around campus.

Accidents and incidents at UBC

If there is an accident or incident at your UBC workplace, immediately call 911 or 2-4444 (Vancouver) or 7-8111 (Okanagan) for serious accidents that:

• result in serious injury or death,
• involve an explosion or major structural failure,
• involve the major release of a hazardous substance, or
• involve a diving accident.

Offer immediate assistance to anyone who is injured. Try not to disturb the location of the accident beyond what is required to provide assistance or prevent harm to other individuals or the environment.

To report an accident or incident at UBC, visit the Safety & Risk Services website to fill out the UBC Central Accident Incident Report within 24 hours of the occurrence.

Staying safe at work

The following guidelines can help you stay safe at work:

Your location

• Know the locations of the nearest telephone and exits.
• Be familiar with your building’s fire escape/evacuation plan, and the location of the muster point.
• If you work in an office or building that contains hazardous or restricted materials, know what to do in case of an incident.

Your colleagues

• Know your office’s safety warden(s) and their roles in the event of an emergency.
• Know who in your office is first aid certified.
• If possible, know who usually works in your office and their hours. If you encounter someone unfamiliar in your space and it is making you uncomfortable, contact Campus Security. If you fear for your safety or the safety of others, call 911.
• If you are working alone, be familiar with UBC’s Working Alone Procedures: Vancouver | Okanagan.

Prevent bullying and harassment

At UBC, we strive to provide a safe, respectful and productive work environment for our faculty, staff and student employees. Bullying or harassment are not acceptable and will not be tolerated at UBC.

Visit the Bullying and Harassment Prevention at UBC website for information on preventing bullying and harassment in the workplace; how to handle and report bullying and harassment; and how to support a respectful environment in the workplace.

Prevent and respond to sexualized violence

UBC is responsible for maintaining a respectful environment where everyone can study, work, and live free from sexual misconduct and sexualized violence.

Visit the Sexual Violence Prevention and Response Office website to find support, resources, and education, including prohibited relationships.

To learn about reporting, visit the Investigations Office website.

UBC Thrive is a mindset and a month-long series of events focused on helping everyone at UBC explore their path to mental health.

UBC Thrive runs November 1-30. 

Mental health literacy is a key component to building the mental health and resilience of UBC’s people and communities. It involves understanding how to obtain and maintain positive mental health, understanding mental disorders and their treatments, decreasing stigma related to mental disorders, and understanding how to seek help effectively ¹.

Thrive promotes mental health literacy for all at UBC by:

• Promoting knowledge of mental health and how to foster and maintain it
• Reflecting and celebrating the diversity of experiences related to mental health at UBC
• Ensuring our actions and communications are informed by evidence in the field of mental health

Learn more

• Visit thrive.ubc.ca for information about the events that are held annually, during the month of  November.
• Access the Thrive calender here
• Check out our mental health resources to equip you with a wide range of tools and strategies in support of mental health for UBC staff, faculty and postdocs.

¹ Kutcher et al., 2016, p.155; Whitley, Smith, & Vaillancourt, 2012; Whitley & Gooderham, 2016

The Workplace Wellbeing Ambassador (WWA) program plays a key strategic role at UBC, supporting the Human Resources – Health, Wellbeing & Benefits team in their effort to embed wellbeing and wellbeing practices within UBC workplaces.

About the program

The Workplace Wellbeing Ambassador Program (WWA) is designed to promote and enhance a culture of health and wellbeing within UBC. Every year, faculty and staff at UBC Vancouver and UBC Okanagan are encouraged to take on the volunteer role of Workplace Wellbeing Ambassador for a term of one year. As WWAs, faculty and staff are empowered to embed wellbeing into their teams with tailored guidance and resources delivered by our workplace wellbeing specialists.  

The WWA program aims to empower staff and faculty to support and promote wellbeing activities within UBC departments. The program provides opportunities for ambassadors to build their knowledge around workplace wellbeing, apply their learnings in the workplace, and support their colleagues in creating a supportive workplace environment. Through this program, ambassadors will contribute to fostering a healthy, inclusive, and supportive work environment across UBC.

What does a Workplace Wellbeing Ambassador do? 

Role of an Ambassador:

• Champion wellbeing practices and activities: Engage your unit or department in wellbeing activities and encourage participation in workplace wellbeing workshops, programs, and initiatives.
• Share wellbeing resources and learning opportunities with faculty and staff in your department/unit.
• Stay informed about relevant priorities and initiatives at the unit/department level by maintaining communication with the Workplace Wellbeing team.
• Provide feedback to the Workplace Wellbeing team regarding the emerging needs of employees within your faculty or department.
• Show commitment to personal and collective wellbeing through professional development and by role modelling promising practices in the workplace.
• Participate in bi-monthly WWA Community of Practice meetings to share experiences and learn from fellow ambassadors.

Time commitment and length of term

• Ambassadors are asked to commit to this role for a minimum of one year, with the option to recommit to the role annually
• Time commitment is 1-2 hours per month (this may vary depending on individual capacity and actions)

Training and Support:

Ambassadors will receive training to equip them with the knowledge and skills needed to effectively promote wellbeing within the workplace. Training will include:

• Building health literacy around wellbeing related topics and concepts with a focus on psychological health and safety in the workplace
• How to navigate and utilize the available UBC wellbeing resources, programs and support.
• Support in rolling out wellbeing programs and initiatives
• Learning about diversity, equity, and inclusion in the context of wellbeing.

Being a WWA has its rewards!

• Opportunity to be directly involved in fostering a culture of wellbeing and making a difference in your workplace
• Connect with colleagues across different departments and levels and learn how to
• Personal and professional development: opportunities to learn and role model promising practices in the workplace.
• Play a key role in fostering a positive and supportive workplace culture.

Examples of what Ambassadors have been involved in this past year:

• Promoted staff and faculty wellbeing events and initiatives in their departments/units
• Applied for funding for wellbeing initiatives such as the Healthy Workplace Initiatives Fund Program, Move UBC
• Partnered with the HR Health and Wellbeing team to promote or host events during the year such as Thrive, Not Myself Today
• Organized teams and signed up for Staff and Faculty Sports Week and the Pick Your Peak Stair Challenge. 

Here are our current WWAs 2025-2026

List of the Vancouver Workplace Wellbeing Ambassadors 

List of Okanagan Workplace Wellbeing Ambassadors

For more information, please contact:

• Okanagan: Amanda Swoboda, Wellbeing Specialist: amanda.swoboda@ubc.ca
• Vancouver: Lauren Lee, Workplace Wellbeing Programs Coordinator: lauren.lee@ubc.ca