Bargaining updates list

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. 

We are pleased to share that the University and CUPE 2950 have reached a tentative agreement on July 14, 2026. This four-year agreement covers the period April 1, 2025 to March 31, 2029.  

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.

We thank the bargaining teams for their hard work, patience and commitment to reaching an agreement through negotiations.

Further to our joint announcement with the UBC Faculty Association on June 15, 2026:

We are pleased to share that a four-year renewal of the Collective Agreement between the University and the UBC Faculty Association was fully ratified on June 15, 2026, and is now in effect. 

This agreement covers the period July 1, 2025 to June 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 Faculty Association and the University in our many strategic plans and operational initiatives, and includes the following:

1. Recognizing and supporting the importance of teaching and educational leadership through several labour market adjustment salary increases
2. Supporting the health and wellbeing of our faculty through:
   - Increasing the Health Spending Account to $800 per year through the life of the agreement
   - Introducing a compassionate care leave top-up, as well as a funeral leave
   - Introducing a Personal Spending Account 
3. Supporting professional development by more than doubling the current available funds for regular faculty to $4000 through the life of the agreement

Details, along with other changes and improvements, will be updated on the Collective Agreements page. Further details about information sessions on the changes will be provided in the coming days and weeks to each unit through the Dean’s Offices.

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 BCGEU on the Okanagan campus has been ratified by all parties and is now in full effect effective June 11, 2026. 

This agreement covers the period July 1, 2025 to June 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 Union and the University in our many strategic plans and operational initiatives, and includes the following: 

1. Operational and administrative improvements through improved language and reporting methods
2. Supporting the health and wellbeing of our employees through:
   • Increasing the Health Spending Account rising to $750 per year through the life of the agreement
   • Introducing a Personal Spending Account rising to $300 per year through the life of the agreement
   • Addition of graduate tuition waivers for members 
3. Supporting our lowest paid employees by providing increases to classification or qualifications-based premiums

BCGEU represents approximately 1,200 trades, administrative support, facilities workers, technicians, library clerks, teaching assistants, residence student staff, childcare workers, technician/research assistants, and food service workers at the Okanagan campus.  

The memorandum of settlement provides the detailed changes and can be found on the Collective Agreements page.  

We are currently holding information sessions to update the campus community on the changes. Please contact your HR Advisor if you have further questions.  

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

We are pleased to share the University and BCGEU have reached a tentative agreement for Child Care Services in Vancouver. This four-year agreement covers the period May 1, 2025 to April 30, 2029.  

Details about the tentative agreement and ratification process will be shared in the coming weeks.  

BCGEU on the Vancouver campus represents approximately 220 employees in Child Care Services. 

We thank the bargaining teams for their hard work, patience and commitment to reaching an agreement through negotiations. 

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

The following message is a joint announcement on collective bargaining from the University of British Columbia and the UBC Faculty Association, sent on behalf of Dory Nason, President, UBC Faculty Association, and Benoit-Antoine Bacon, President and Vice-Chancellor of the University of British Columbia. This message was sent to the UBC Executive, Provosts, Vice-Provosts, Deans, and Senior HR Leaders.   

We are pleased to announce that the Collective Agreement between the UBC Faculty Association and UBC, July 1, 2025 – June 30, 2029, has been ratified by both parties with a ratification date of June 15, 2026. A copy of the Agreement will be posted to our respective websites once finalized. 

The parties worked hard to achieve this Agreement and we believe it that contains many improvements that will benefit both the Faculty Association membership and the University. We would like to thank both negotiating committees for all their hard work and leadership. We look forward to continuing our work together. 

Dr. Dory Nason  
President, UBC Faculty Association  

Dr. Benoit-Antoine Bacon 
President and Vice-Chancellor, UBC

The 2025 round of collective bargaining is underway and is grounded in the spirit and intent of the vision and principles of Shaping UBC’s Next Century: UBC’s Strategic Plan and UBC’s Strategic Directions 2025-2030. UBC is committed to reaching negotiated collective agreements that support our academic mission and operational priorities while advancing commitments to Indigeneity, equity, and wellbeing.

Staff and faculty bargaining is underway in various stages with our nine bargaining units. 

We are pleased to share that the four-year renewal of the Collective Agreements with both CUPE 116 and the Association of Administrative and Professional Staff (AAPS) have been ratified by all parties are in full effect. The agreements reflect the mutual interests of the unions and the university, including measures that support our lowest-paid employees and promote employee health and wellbeing. 

Additionally, tentative agreements have been reached with the Faculty Association, BCGEU (Okanagan), and IUOE 115, subject to ratification by their respective members. Further updates will be shared following completion of the ratification processes. 

The tentative and ratified agreements reached reflect the hard work and diligence of all of the bargaining teams involved.