Bargaining updates list

We are pleased to share that the University has concluded its 2025-26 round of collective bargaining, with nine ratified collective agreements representing faculty and staff across both the Vancouver and Okanagan campuses.

While each agreement reflects the priorities of a particular employee group, together they support affordability, employee wellbeing, professional growth, and UBC's ability to attract and retain talented faculty and staff.

Within BC Government’s 2025 Balanced Measures Mandate, UBC and its bargaining agents reached agreements that enhance employee benefits, support families, expand professional development opportunities, improve workplace practices and strengthen compensation, particularly for some of our lower paid employees. 

Key enhancements include:

• Improved health and wellbeing benefits, including new or expanded Health Spending Accounts and Personal Spending Accounts.
• Enhanced support for parents and caregivers, including new parental leave and compassionate care leave top-ups.
• Increased access to professional development funding and graduate tuition waivers.
• Targeted measures to support affordability, recruitment and retention, including sustainable transportation funding and wage adjustments for lower-paid and hard-to-recruit employee groups.
• Improvements to workplace practices and administrative processes, including hiring, scheduling, and vacation management.

Together, these changes help UBC to continue to attract and retain talent and meet the evolving needs of our students, faculty, staff and broader communities.

Reaching these agreements required constructive dialogue and a shared commitment to finding fair and sustainable solutions for employees and the university.

We thank our union and association partners for their engagement throughout the bargaining process, as well as the members of bargaining committees from both sides, and the many employees who contributed their time and expertise throughout these processes.

With signed collective agreements in place until 2029, we will continue to partner with our unions and associations to implement these agreements and other priorities, while continuing to position UBC as one of the best universities in the world.

Adam Charania
Vice-President, Human Resources

This UBC Bulletin was sent to executive, deans and other senior academic leaders, academic heads, directors and managers, and senior professional leaders in Vancouver and the Okanagan.

Learn more about UBC's 2025-26 round of collective bargaining.

We are pleased to share that a four-year renewal of the Collective Agreement between the University and CUPE 2278 has been ratified by all parties and is now in full effect.

This four-year agreement covers the period September 1, 2025 to August 31, 2029.

The agreement reached is consistent with the BC Government’s 2025 Balanced Measures Mandate and reflects the interests of both the Union and the University in supporting our strategic plans and operational initiatives. Key updates include: 

• Wage increases consistent with the BC Government's Balanced Measures Mandate.
• Additional targeted wage increases for Undergraduate Teaching Assistants (TAs) and Exam Invigilators.
• A new minimum salary for Graduate Academic Assistants (GAAs).
• A level of protection for TAs and GAAs against offsetting wage increases through other funding sources.
• Clear language regarding TA appointment preferences when budgetary constraints results in fewer available appointments.
• Integration of Graduate Academic Assistants into the bargaining unit.
• Access to a Supplement Health and Dental Plan for eligible Component 1 members.

Under this agreement, CUPE 2278 represents approximately 4,000 Teaching Assistants, Graduate Academic Assistants and Centre for Accessibility Exam Invigilators, and approximately 30 Instructors at the English Language Institute at UBC Vancouver. 

We wish to thank the bargaining teams for their hard work in reaching this agreement through negotiations.

For updates on all bargaining units, please visit the UBC Collective Bargaining page.

We are pleased to share that a four-year renewal of the Collective Agreement between the University and CUPE 116 Aquatic Centre has been ratified by all parties and is now in full effect.

This four-year agreement covers the period January 1, 2026 to December 31, 2029.

The agreement reached is consistent with the BC Government’s 2025 Balanced Measures Mandate and reflects the interests of both the Union and the University in supporting our strategic plans and operational initiatives. Key updates include: 
 

1. Operational and administrative improvements:

• Increase the probationary period for student employees from 80 days to 90 days.
• Provide the ability to schedule shifts outside of seniority order for Adapted or Specialty Swim Lessons to help serve participants who may benefit from being matched with instructors based on the particular experience, knowledge, skills, or other characteristics relevant to the participants’ needs and the objectives of the swim program (i.e. the Snow Rhinos Foundation, Indigenous Swimming Lessons, and Women’s Only programs).
• Provide the ability to schedule casual employees based on the accumulated number of hours worked in their particular classification rather than tenure.
• Provide the department with discretion to deny a second term of academic leave.
• Create greater opportunities for lifeguards to recertify at no cost through additional sessions made available within existing courses and the introduction of a new course.

2. Increase rates of pay through 3% general wage increases per year.

3. Additional monetary improvements:

• Staggered increases to shift and weekend premiums beginning in 2027, with further increases in 2028.
• Increase the annual clothing allowance for permanent staff from $150 to $200.
• Introduce a minimum wage Letter of Agreement ensuring that employees are compensated at least 2.5% above the applicable minimum wage.

Under this agreement, CUPE 116 represents 149 employees at the UBC Vancouver Aquatic Centre. 

We wish to thank the bargaining teams for their hard work in reaching this agreement through negotiations.

For updates on all bargaining units, please visit the UBC Collective Bargaining page. 

We are pleased to share that the University and CUPE 2278 have reached a tentative agreement.

This four-year agreement covers the period September 1, 2025 to August 31, 2029.

The tentative agreement is consistent with the BC Government’s 2025 Balanced Measures Mandate and reflects the interests of both the Union and the University in supporting our strategic plans and operational initiatives. Details about the tentative agreement will be shared in the coming weeks.

Under this agreement, CUPE 2278 represents approximately 4,000 students employed as teaching assistants, graduate academic assistants, and exam invigilators (Component 1) and 25 non-credit instructors in the English Language Institute (Component 2) at UBC Vancouver. 

We wish to thank the bargaining teams for their hard work in reaching this agreement through negotiations.

For updates on all bargaining units, please visit the UBC Collective Bargaining page. 

We are pleased to share that the University and CUPE 116 have reached a tentative agreement for Aquatic Centre employees on Monday, October 5.

This four-year agreement covers the period January 1, 2026 to December 31, 2029.

The tentative agreement is consistent with the BC Government’s 2025 Balanced Measures Mandate and reflects the interests of both the Union and the University in supporting our strategic plans and operational initiatives. Details about the tentative agreement and ratification process will be shared in the coming weeks.

Under this agreement, CUPE 116 represents 149 employees at the UBC Vancouver Aquatic Centre. 

We wish to thank the bargaining teams for their hard work in reaching this agreement through negotiations.

For updates on all bargaining units, please visit the UBC Collective Bargaining page. 

On September 29, UBC shared a Bulletin with leaders outlining the latest developments in bargaining, including with CUPE 2278.

To date in this bargaining round, UBC has successfully reached agreements with seven of our Unions and Associations, covering more than 16,500 employees. While negotiations continue, we understand that CUPE 2278 members voted in favour of a strike; however, a favourable vote does not have to lead to strike action. For now, university operations are expected to continue as usual. 

UBC has tabled a comprehensive proposal and remains committed to meeting with the Union and the mediator in the coming weeks, as agreed, to reach an agreement. 

Read the UBC Bulletin

UBC has successfully concluded and fully ratified collective agreements at seven of the nine bargaining tables, covering more than 16,500 employees.

Collective bargaining is a regular and important part of university operations that helps ensure fair, competitive, and sustainable working conditions for UBC employees. UBC has nine collective agreements with eight unions and associations. Following the expiry of all agreements in 2025, the University has been working collaboratively with unions and associations to renew agreements that support our people while advancing UBC’s long‑term priorities.

Across the broader provincial public sector, parties have fully concluded 64 collective agreements with another 10 tentative agreements in place covering a total of 426,094 employees, representing over 93% of the public sector workforce.

UBC has successfully negotiated fully ratified agreements with the following groups, all of which were ratified with strong majorities by the membership:

• AAPS
• CUPE 116
• Faculty Association
• BCGEU (UBC Okanagan)
• BCGEU (Child Care Services)
• CUPE 2950
• IUOE 115

All of these agreements follow the provincial Balanced Measures Mandate, which was finalized by PSEC in February 2026, and include:

• Term: 4 years (2025–2029)
• General Wage Increases (or equivalent): 3% per year

In addition to general economic terms, each agreement includes enhancements that support employee wellbeing, recruitment, and retention. These include:  

• Health Spending Accounts
• Personal Spending Accounts
• Targeted wage increases for employees in lower salary ranges 
• Additional increases for skilled trades or other positions with recruitment and retention challenges
• Employment Insurance top-ups for Parental Leave and/or compassionate care leave

The bargaining process was marked by a constructive and respectful approach from unions, associations and their leadership teams. While differences emerged, discussions remained collaborative and focused on finding solutions.

Bargaining with CUPE 116 for the Aquatic Centre agreement is anticipated to begin this month.

Bargaining with CUPE 2278 is also continuing. CUPE 2278 represents Teaching Assistants, Graduate Academic Assistants, Tutors, and English as Additional Language Instructors at the English Language Institute. The Union and the University have worked hard in resolving many issues, and have reached agreement on over 40 changes to the Collective Agreement through 20 days of bargaining.

The University has presented CUPE 2278 with proposals that align with the Balanced Measures Mandate and reflect the agreements successfully reached with UBC’s other bargaining groups. 

The University and CUPE 2278 will continue bargaining efforts to resolve the outstanding collective agreement. 

More information about CUPE 2278 bargaining may be found on our Collective Bargaining page. Updates will also continue to be shared on this page. 

We are pleased to share that a four-year renewal of the Collective Agreement between the University and IUOE 115 has been ratified by all parties and is now in full effect. 

This agreement covers the period April 1, 2025 to March 31, 2029. 

The agreement reached is consistent with the BC Government’s 2025 Balanced Measures Mandate and reflects the interests of both the Union and the University in supporting our strategic plans and operational initiatives. Key updates include: 
 

1. Operational and administrative improvements:

• Updated vacation language to help manage excess vacation carryover.
• Modifications to the labour management committee process to support resolving issues related to minimum staffing levels.
   

2. Supporting our lowest paid employees: 

• A $1.00/hour wage lift for the Maintenance employees involved in the air quality management program
   

3. Supporting the health and wellbeing of our employees:

• Introducing a Personal Spending Account of $200 per year in 2027, moving to $300 per year in 2028 (note this group is already entitled to a Health Spending Account of $1,000 per year)
• Introducing Parental Leave EI top-up for 10 weeks.
• Introducing Compassionate Care EI top-up for 10 weeks.

IUOE 115 represents approximately 65 employees in the operation the University’s District Energy System and in the maintenance and operation of heating, cooling, and ventilation systems at UBC Vancouver.  

These details will be updated on the Collective Agreements page. 

We wish to thank the bargaining teams for their hard work in securing this agreement. 

We are pleased to share that a four-year renewal of the Collective Agreement between the University and CUPE 2950 has been ratified by all parties and is now in full effect. 

This agreement covers the period April 1, 2025 to March 31, 2029. 

The agreement reached is consistent with the BC Government’s 2025 Balanced Measures Mandate. The renewed agreement also reflects the mutual interests of both the Union and the University in our many strategic plans and operational initiatives, and includes the following:

1. Operational and administrative efficiencies:

• Probationary period for all employees streamlined to six months.
• Hiring Solutions employees clearly defined with clear processes for offer of assignments as well as refusal of shifts. Hiring Solutions staff will also receive vacation pay in lieu starting January 1, 2027.

2. Supporting our lowest paid employees through increased funding for the Sustainable Transportation Program, effective September 1, 2026, and targeted wage adjustments for employees in pay grades 1-5 as well as Chan Centre employees.

3. Supporting the health and wellbeing of our employees through:

• Increasing the Health Spending Account to $650 per year effective January 1, 2027, and then to $750 per year effective January 1, 2028.
• Introducing a Personal Spending Account rising to $400 per year effective January 1, 2027.
• Introducing a Supplemental Employment Benefit for the first 10 weeks of parental leave.

CUPE 2950 represents over 1,700 clerical, secretarial, clinical and library support staff at the Vancouver campus, as well as front-of-house and back-of-house staff working at the Chan Centre for Performing Arts.

These details, along with other elements, improvements, and materials, including a summary of key changes and updated language can be found on the Collective Agreements page. 

Further details about information sessions on the changes will be provided in the coming days and weeks. 

We are pleased to share that a four-year renewal of the Collective Agreement between the University and the BC General Employees’ Union (BCGEU) was fully ratified on July 21, 2026, and is now in effect. 

This agreement covers the period May 1, 2025 to April 30, 2029. 

The agreement reached is consistent with the BC Government’s 2025 Balanced Measures Mandate. The renewed agreement also reflects the mutual interests of both the BC General Employees’ Union (BCGEU) and the University and includes the following:

1. Operational and administrative improvements including:
   • Improved call-in process for Auxiliaries to fill short notice shifts.
   • Introduction of a six-month probationary period for Auxiliary employees including an automatic extension to the probationary period for any leaves of absence exceeding five consecutive work days.
   • Defined timeline to assess and advance the feasibility of transitioning Child Care employees to the UBC Pension Plan. 
   • Protected seniority for auxiliary employees who successfully complete a practicum placement within Child Care.
   • Increase flexibility of education leave for regular employees.
      
2. Supporting the health and wellbeing of our employees through:
   • Increasing the Health Spending Account to $600 per year in 2027 over the term of the agreement.
   • Introducing a Personal Spending Account of $200 per year in 2027 over the term of the agreement.
   • Introducing Maternity and Parental Leave EI top up.
   • Increase to minimum hours available for staff meetings and administrative time per month.

These details, along with other changes and improvements, are updated on the Collective Agreements page. 

We wish to thank the bargaining teams for their hard work in securing this agreement.