General leave

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.

UBC Employee GroupAllowed Length of General Leave
Academic Executive2 years
Administrative Executive1 year
BCGEU Vancouver (Child Care)6 months
BCGEU Okanagan6 months with a possible extension to a maximum of 1 year
CUPE 1166 months
CUPE 22782 years
CUPE 29506 months
Executive Administrative6 months
Faculty2 years
Farm Workers6 months
IUOE 1156 months
Management & Professional1 year
Non-Union Technicians and Research Assistants6 months
Postdoctoral Fellows (Award Recipients)At discretion of supervisor
Postdoctoral Fellows (Employees)At discretion of supervisor

Questions about your benefits while on leave?

Learning & professional development leaves

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 Employee GroupGuidelines for the Type of Study Leave
Academic ExecutiveYou may take an unpaid leave for improving your basic qualifications, such as to pursue a PhD.
Administrative Executive

You are eligible for a professional development leave to maintain your currency in your area of expertise or to gain knowledge or professional competency. This may be paid, partially paid or unpaid, and at the discretion of your Supervisor.

 

You are eligible for a partially paid study leave if you have completed four years of continuous service and you wish to pursue a course of study that will directly benefit you in your position. Your planned studies must go beyond simply meeting the basic qualifications of the position. If approved, you are eligible for 50% of your salary for three months, plus one month for each year of full-time employment up to a maximum of one year.

BCGEU Vancouver (Child Care)You are eligible for a paid professional development leave of up to four days per year to observe other daycare centres, or preschool programs, or to attend seminars, workshops, training sessions or conferences that will be of benefit to your professional development.
BCGEU Okanagan

You may be requested to take a paid educational leave to attend a course connected to your employment.

You are eligible for a paid development leave to maintain or improve your knowledge and skills related to your responsibilities or to your career development at UBC.

CUPE 116You are eligible to take one UBC course per year during working hours, provided your department head approves your request for time off and you make arrangements to make up the lost time. If you are an hourly paid employee, you must complete 12 months of accumulated service and should be scheduled to work 20 hours or more per week. This benefit does not apply to permanent staff of the UBC Aquatics Centre.
CUPE 2278Not eligible.
CUPE 2950You are eligible to take one UBC course per year during working hours, provided your department head approves your request for time off and you make arrangements to make up the lost time.
Executive AdministrativeNot eligible.
Faculty

You may take an unpaid leave for improving your basic qualifications, such as to pursue a PhD. Please refer to your Collective Agreement for details.

You are eligible to apply for a partially paid study leave of up to 12 months to pursue a course of study or research that will directly benefit both you and UBC. You must have completed at least four full-time years of service in an appropriate rank before you can apply. Please refer to Part 3 of the Collective Agreement for details on study leaves. Download the Application for Study Leave form (Word). 

Administrative Leave: The years of service for determining eligibility for administrative leave are exclusive of years of service for determining eligibility for study leave.

Illness During Study Leave: Please contact Faculty Relations for assistance.

Leave Requests During a Retirement Option: Please be aware that restrictions on study leaves apply when a tenured faculty member is entering a “Retirement Option”, per the Letter of Understanding Re: Retirement Options.

Leave Requests in a Tenure Decision Year: UBC Policy Number 36 provides for further conditions on leave requests in a tenure decision year.

Reduced Appointments: If you are on a reduced appointment, please review the Agreement on Reduced Appointments for how your salary and qualifying periods are impacted.

Research Grants as Part Payment During Study Leave: You may wish to designate a portion of your study leave salary as a research grant as provided for in Policy LR3 – Grants During Leave (formerly Policy #37). Contact the Office of Research Services for assistance.

Farm WorkersNot eligible.
IUOE 115You are eligible for an unpaid professional development leave for training in
areas directly relevant/applicable to the duties of the employee’s current position or next immediate position.You are eligible to take one UBC course per year during working hours, provided your department head approves your request for time off and you make arrangements to make up the lost time.
LecturersPlease refer to Article 3, Professional Development Leave for Lecturers in the Collective Agreement and the Professional Development Leave for Lecturers Form.
Management and Professional

You are eligible for a professional development leave to maintain your currency in your area of expertise or to gain knowledge or professional competency. This may be paid, partially paid or unpaid, and at the discretion of your supervisor.

You are eligible for a partially paid study leave if you have completed four years of continuous service and you wish to pursue a course of study that will directly benefit you in your position. Your planned studies must go beyond simply meeting the basic qualifications of the position. If approved, you are eligible for 50% of your salary for three months, plus one month for each year of full-time employment up to a maximum of one year.

See the HR Study Leave Form for M&P staff. 

Non-Union Technicians and Research AssistantsNot eligible.
Postdoctoral Fellows (Award Recipients)Not eligible.
Post-doctoral Fellows (Employees)Not eligible.

Personal safety on campus

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

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

Workplace Wellbeing Ambassador program

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

WWAs at a meeting

List of the Vancouver Workplace Wellbeing Ambassadors 

UBCO WWAs at a meeting

List of Okanagan Workplace Wellbeing Ambassadors

For more information, please contact:

Breastfeeding-friendly spaces at UBC

As part of our commitment to providing an inclusive workplace for all who work, research and teach at UBC, we also recognize the importance of supporting faculty and staff in bringing their whole selves to work.

For breastfeeding mothers, UBC has established a number of spaces on campus where you can breastfeed your child, pump milk and tend to your child’s needs.

The ability to breastfeed in public without harassment or censure is a right protected under both Policy SC7 – Discrimination and the BC Human Rights Code. To learn more, please visit the UBC Equity & Inclusion website.

If you are a UBC faculty or staff member returning to work after parental leave or if you are interested in establishing a breastfeeding-friendly space in your work area, we encourage you to first talk to your department administrator or department head. The resources and information provided below for private and semi-private spaces may help inform your conversations.

UBC students who require support and/or accommodation should contact their faculty’s advising office for assistance.

This page provides information about breastfeeding-friendly spaces for faculty and staff at UBC’s Vancouver campus. To learn about spaces at UBC Okanagan, visit the Okanagan Baby Friendly Initiative.

Healthy Workplace Initiatives Fund Program

The Healthy Workplace Initiatives Program (HWIP) is an annual fund available to UBC departments and units to support grassroots wellbeing activities in the workplace.

The Healthy Workplace Initiatives Fund Program or HWIP is a funding source available to any Vancouver or Okanagan UBC department/unit or UBC-recognized operational committees that represent various departments/units that are eligible to apply for funding to support grassroots activities that promote wellbeing in the workplace.

HWIP applications are now closed

HWIP Funding   

The program provides up to $3000 of seed funding to support for health-related, sustainable initiatives. 

HWIP funds are intended to:  

  • Enable units and departments to create and maintain healthy work environments
  • Build capacity and knowledge within units 
  • Support the introduction of healthy initiatives intended to be adopted long-term by the department
  • Reduce individual health risks 

HWIP is based on a reimbursement model, and all applications must be signed off by a Senior Leader.  

All successful departments will need to cover the cost of the initiatives upfront and then submit receipts for reimbursement. Reimbursement will only be made to the UBC faculty/school/department account.  

Application process

  1. Review and select one of the funding categories below.
  2. Have a conversation with your senior leader about the application and let them know about the reimbursement model for HWIP.
  3. Complete the online application form.
  4. Submit the senior leader sign-off (you will receive a confirmation email containing instructions).

HWIP categories categories

Take a look at the HWIP categories to find your inspiration. Click on each category to see recent examples, and review the category-specific toolkits to learn more about each application category, including funding specifications and more.

Group of staff sitting at a table doing crafts

Review the toolkit

Person riding a bike share

Review the toolkit

Group yoga class outside on the grass in poses

Review the toolkit

A group of faculty and staff crafting a healthy meal together

Review the toolkit

Six people sitting around a table smiling and talking with each other

Review the toolkit

A group of people outside working on creating a community garden

Review the toolkit

Team of people in a longboat paddling in the waters in front of the backdrop of the city of Vancouver.

Review the toolkit

Individual in a large room presenting to a group of people and pointing to colourful sticky notes on a whiteboard.

Review the toolkit

Free Little Library at Central HR

Review the toolkit

Funding criteria 

Each department may submit one application per year and successful applications are selected on a lottery basis until the available funding is exhausted.  

Previous HWIP recipients are welcome to apply again, however, priority will be given to departments and units that have not received funding in previous rounds. 

The following criteria will be used to assess initiative proposals: 

  • Applications must demonstrate a clear link between the proposed activities and the promotion of the wellbeing of faculty, staff and postdoctoral fellows to promote health equity, reduce barriers, and increase opportunities for UBC faculty and staff to implement healthy behaviours.
  • Proposed initiatives should involve more than one-time workshops, events and team socials. They must encompass a multi-pronged approach to promote wellbeing, reduce barriers and increase opportunities for UBC staff and faculty to implement healthy behaviours.
  • Consider how the initiative will contribute toward building a healthy workplace culture and how initial efforts can be sustained for the long-term, with or without further funding. Applicants should outline how they expect this initiative to continue after the one-year HWIP funding period has finished.
  • Proposed initiatives should be accessible, inclusive of various abilities, culturally sensitive
  • Endorsement from the department head is required.

What to avoid

The following applications will not be funded: 

  • Operational expenses (hiring of faculty/staff as instructors or to coordinate the program)
  • One-time workshops, events, team socials
  • Use of funding to cover membership/admission/registration fees
  • Items or projects that fall within the responsibility of the department to provide
  • To conduct primarily research-oriented activities
  • Building renovations, furniture, or large-scale fitness equipment.
  • Expenses related to physical changes to your workspace. If adjustments to your workspace are required to remove barriers for faculty and staff with disabilities or ongoing medical conditions.  You may be eligible for the Workplace Accommodation Fund through the Center for Workplace Accessibility 

HWIP funding process 

Here is a quick rundown of the process you can expect if you apply for HWIP funding. We hope this helps to set the expectations as you consider applying for funding. 

  1. Conduct a needs assessment to determine what would interest and benefit your unit/department
  2. Discuss and seek approval from your senior manager to submit a grant application and authorization to cover up-front costs
  3. Apply by the deadline
  4. All eligible applications are entered into a lottery, and funding is allocated until the available funds are exhausted. If you are a successful HWIP applicant, you will receive confirmation
  5. Attend the HWIP orientation. Attendance at the orientation is mandatory
  6. Familiarize yourself with the important documents
  7. Carry out your HWIP initiative
  8. Take some photos! We love to see your initiatives come to life
  9. Reach out for help, for planning and for navigating the reimbursement process
  10. Keep all the receipts and other documentation around your HWIP initiative to ensure you have everything you need to seek reimbursement
  11. Submit your reimbursements when prompted in 2026.  

Information for successful applicants

If you are a successful applicant looking for information about your HWIP initiative, including running your initiative, important dates, the reimbursement process and required documents for submission after your initiative is complete, please visit Healthy Workplace Initiatives Program – successful applicants (CWL required).

We are here to help 

For more information, please email ubcempl-g-hwip@mail.ubc.ca 

Sign up for the monthly Healthy UBC e-Newsletter to stay informed about HWIP criteria and application deadlines. 

Nutrition

Eating well is as important to your overall health as taking the time to be physically active and engage in activities that support your wellbeing.

Eating the daily recommended amount and types of food will help you:

  • meet your needs for vitamins, minerals and other nutrients,
  • reduce your risk of developing obesity, type 2 diabetes, heart disease, certain types of cancer and osteoporosis, and
  • contribute to your overall health and vitality.

Start by exploring HealthLink BC to find nutritional information and resources. If you have questions about healthy eating, food, or nutrition, call 8-1-1 (or 7-1-1 for the deaf and hard of hearing) toll-free in BC or send a question by email.

UBC Resources

Assistance through EFAP

Access UBC’s Employee and Family Assistance Program to connect with trained professionals including nutritionists and coaches to help you achieve your goals. Learn more about the nutrition options by visiting Work, health, and life services. 

Assistance through your Extended Health Benefits

Did you know eligible faculty, staff and their dependents can use the UBC benefit plan to see a registered dietitian?

Many dietitians offer in-person or virtual appointments, and you and your family are covered for 80% of the costs for registered dietitians after you pay the deductible and up to a combined maximum of $600 (for CUPE 2950 members, the maximum is $500). For complete details about your Extended Health Plan, please refer to the Sun Life Benefits booklet for your employee group. And remember, you can use your extended health plan to help other members of the household. For example, you may be interested in exploring this service for a listed dependent, like your child, who needs support for an allergy or take on athletic pursuits. 

UBC Hiring Solutions

Your recruitment partner.

Welcome to Hiring Solutions. We're here to help you find the best talent to add to your dynamic team. Our mission is to offer a wide variety of recruitment services that fit your needs, making hiring easier. We specialize in recruitment for both temporary and permanent positions across different areas of the university. From finance and HR to administration, academics, and research, our team of talent acquisition experts will streamline the hiring process and connect you with great talent.

 

build your team

  • All-in-one: We source talent for various positions, both temporary and permanent.
  • Fast and accurate: Our extensive talent pool and network expedite your hiring process.
  • The perfect fit: We select candidates with tailored skills tests to match your team's needs precisely.
  • Save money: Your time is valuable. Entrusting recruitment to us frees up your time for other tasks.
  • Partners in hiring: We collaborate with you to fulfill your staffing requirements effectively.

 

our services

Talent on demand: Need temporary staff for a project or unexpected vacancy? We provide a full recruitment package to find skilled temporary staff for short-term needs.

Integrated recruitment support: Looking for support in recruiting for permanent positions and finding the best talent to join your team? We use recruitment tools and technology in order to help you hire the best candidates.

  • Long-list: We quickly review all resumes to create a long-list of candidates.
  • Short-list: We refine the long-list to identify top candidates for the role.
  • Video interviews: We conduct video interviews with prospective candidates for your review.
  • Skills testing: We hold skill testing in basket tests to assess hard skills and competencies.
  • Reference checks: We get in touch with references and manage the reference check process.

 

 

specialties

  • Office support:  Each year, we place hundreds of individuals in admin, clinical, and finance roles to support your team effectively.
  • Professional services:  We actively source top talent for management, professional, and executive positions.
  • Diversity & inclusion: We align with UBC's commitment to diversity and inclusion in recruitment efforts.

 

talent Communities of expertise

Be part of UBC's team of hiring experts with our Recruitment Best Practices Centre.

  • Tools and templates: Get our Recruitment Guide and Report - coming soon.
  • Learn more: Join our workshops covering essential topics and FAQs to get better at hiring - coming soon.
  • Stay connected: Sign up for news on workshops and more  - coming soon.

 

Success Stories

"UBC Hiring Solutions has always been of great support in providing qualified temp staff to fill my department’s personnel needs. I’ve collaborated with them for more than 10 yrs now and they are incredibly responsive and reliable. They thoroughly appraise the candidates in their manpower pool in order to match the skillsets and experience that the job order requires. In the last most recent years, I’ve interacted closely with Ratan and Anuja who have shown a level of professionalism, genuine care and competence. They kept me abreast of the progress of their search of candidates and were able to meet the deadline of the job request every time.

I would highly recommend UBC Hiring Solutions to anyone or department who might be in search for a temporary or permanent staff."

– Umberto Lombos, Manager, Pharmacists Clinic, Faculty of Pharmaceutical Sciences

Pricing models

We are a cost-recovery unit offering flexible pricing:

  • Sourcing:  Our no-risk option involves actively finding candidates for your job posting. You pay only if you hire a candidate we recommend.
  • Flat rate pricing option: Simple and transparent billing for integrated recruitment support.
  • Monthly billing option: Pay monthly for flexibility and scalability for talent on demand.

Get started today

Ready to simplify your recruitment process and find great talent? Contact Hiring Solutions now to schedule a consultation or get a quote. Let's work together to meet your recruitment goals.

Prospective temporary staff can learn more on our public Hiring Solutions page, including more information on the process and what they can expect from temporary work. Current temporary staff can access the Time Sheet Portal in order to track their hours.

Contact Hiring Solutions

Key Resources

Access the Client Portal.

Handbook_FAQ.pdf (408.59 KB)
Transfer Form.pdf (170.02 KB)

 

Not Myself Today

UBC is committed to building mentally healthy workplaces where all employees can thrive.

Since 2015, we have been an active participant in the Canadian Mental Health Association’s Not Myself Today® (NMT) initiative. NMT is an evidence-informed mental health initiative created by the Canadian Mental Health Association that helps employers like UBC support mental health and wellbeing at work.

NMT has three main goals:

  • build greater awareness of the importance of mental health in the workplace
  • reduce stigma 
  • foster a safe and supportive workplace culture.

NMT includes access to an online platform that provides guidance, downloadable resources, and support for UBC Ambassadors to take evidence-informed action. NMT is designed to keep things simple, with easy-to-use guides to facilitate action and activities including tips for embedding more mental health conversations in your workplace.

Register for Not Myself Today

If you are interested in becoming an NMT ambassador for your workplace at UBC, start by choosing which campus you work on. You will then be asked to share some basic details and we will be in touch with everything you need to register. 

UBC Vancouver - Clocktower aerial image - 2023

Sign-up for Not Myself Today: Vancouver

UBC Okanagan campus - aerial shot

Sign-up for Not Myself Today: Okanagan

All registered NMT ambassadors will be able to access digital and printable materials and activities provided through notmyselftoday.ca (Login details will be provided to those who register.) Physical materials are provided at cost ($200-300 is typically enough to cover the key materials).

If you have questions or would like to order materials, please contact Miranda Massie.

NMT and UBC Thrive

Every November, we come together as a UBC community to learn about, talk about, and explore ways to support our mental health through Thrive. NMT is a strategic way for UBC workplaces to engage with and contribute to Thrive.

Before you register (and to help with planning)

Key considerations include:

  • How your team works, where they are distributed at UBC, and how you engage with them (e.g. in person, hybrid, remote) 
  • How NMT can be integrated into day-to-day activities such as regular team meetings, communication channels, and already existing efforts to support workplace mental health
  • Identifying a champion, champions or committee to implement and or contribute to the initiative as capacity allow 
  • How workplace mental health is connected to identity, empathy and community

For more information

If you have any questions, or concerns, or need advice on how to be involved, please contact Miranda Massie at UBC Vancouver and Amanda Swoboda at UBC Okanagan.

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