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Jury Duty in BC: Job Protection, Pay, and What Employers Must and Cannot Do
Receiving a jury summons in BC raises immediate questions for employees worried about their income and job security, and for employers trying to manage operations while meeting their legal obligations. Under BC's Employment Standards Act, jury duty is a job-protected leave employers must allow employees to attend, cannot discipline or terminate them for serving, and must reinstate them afterward. What employers are not required to do is pay wages during the leave. Understanding both sides of this clearly is the starting point for handling jury duty correctly in a BC workplace.
BC differs from Ontario here Ontario updated its juror fee to $120 per day from day one as of October 2025, while BC's Jury Act still provides no compensation for the first 10 days of jury service, with limited daily allowances beginning on day 11. Employers are not required by statute to pay wages during the leave, though contracts or policies may provide otherwise.
Were you disciplined, demoted, or had your hours reduced in BC after serving on jury duty?
Retaliating against an employee for fulfilling a legal civic obligation is prohibited under BC's Employment Standards Act. Get advice before responding to your employer or signing anything.
Call: 1-800-771-7882 Speak With an Employment LawyerKey facts about jury duty in BC
BC employer obligations during jury duty leave
| Obligation | What the law requires |
|---|---|
| Grant the leave | Employers must allow employees to take time off to attend jury selection and serve on a jury refusal is an ESA violation |
| No adverse action | Employers cannot discipline, terminate, reduce hours, cut pay, or penalize an employee in any way because of jury duty |
| Reinstatement | Employees must be returned to the same position or a comparable one with no loss of seniority or benefits when service ends |
| Wages during leave | Not required by statute but check any employment contract, collective agreement, or written workplace policy that may require continued pay |
| Documentation | Employers may request reasonable proof such as a copy of the jury summons but cannot use the request to pressure or discourage attendance |
What employees and employers should know
If you are a BC employee summoned for jury duty
- Notify your employer as soon as possible after receiving your summons and provide a copy if requested
- You are not required to use vacation time or personal leave instead of jury duty leave it is a separate protected leave under the BC ESA
- Check your employment contract, collective agreement, or any written workplace policy your employer may voluntarily pay wages during jury service even though they are not required to by law
- If you are disciplined, demoted, terminated, or have your hours cut after serving, that conduct is an ESA violation file a complaint with the Employment Standards Branch promptly
- You are entitled to reinstatement to your same or a comparable position when jury service ends
If you are a BC employer with an employee on jury duty
- Grant the leave when presented with a jury summons refusing or pressuring the employee to avoid serving creates ESA and potential contempt of court exposure
- Review your employment contracts and workplace policies to confirm whether you have any voluntary obligation to continue wages during jury service
- Do not treat jury duty as a performance issue or use the absence to trigger any adverse employment action the connection between the absence and any subsequent action will be scrutinized
- Reinstate the employee to their same or a comparable role with no loss of seniority or benefits when service ends
- Have a clear written jury duty policy it sets expectations for both sides and reduces the risk of disputes about what the employee is entitled to
Questions about jury duty rights or obligations in a BC workplace?
Whether you are an employee whose employer has not respected the leave, or an employer wanting to ensure your policies are compliant, our team can advise on your rights and obligations under BC's Employment Standards Act.
Employee Advice Employer Advice Or call us: 1-800-771-7882Frequently asked questions about jury duty in BC
Is jury duty a protected leave in BC?
Yes. Under BC's Employment Standards Act, jury duty is a job-protected leave. Employers must allow employees to attend jury selection and serve when summoned. Employees cannot be disciplined, terminated, have their hours reduced, or face any other adverse action because of jury service. They must be reinstated to the same or a comparable position with no loss of seniority or benefits when their service ends.
Do BC employers have to pay employees during jury duty?
No BC's Employment Standards Act does not require employers to pay wages during jury duty leave. The leave is protected but unpaid by statute. However, some employers voluntarily provide continued wages or a top-up under an employment contract, collective agreement, or written workplace policy. Employees should check their own agreements before assuming they will receive no pay during jury service.
Are BC jurors paid by the province?
Not for the first 10 days. Under BC's Jury Act, jurors receive no provincial compensation for the first 10 days of service. From day 11 onward, a limited daily allowance may apply. Travel expenses may be reimbursed in some cases. This contrasts with Ontario, which updated its juror compensation to $120 per day from day one as of October 2025.
Can a BC employer require an employee to use vacation time for jury duty?
No. Jury duty leave is a separate protected entitlement under BC's Employment Standards Act. An employer cannot require an employee to use accrued vacation time or personal leave in place of jury duty leave. The employee is entitled to the leave as a distinct protection regardless of how much vacation time they have available.
What can I do if my BC employer retaliates against me for jury duty?
Where an employer disciplines, terminates, reduces your hours, or takes any other adverse action connected to your jury service, that conduct is a violation of BC's Employment Standards Act. You can file a complaint with the Employment Standards Branch. The complaint process is free and the Branch can order reinstatement, compensation for lost wages, and other remedies. Get legal advice promptly after any retaliation to understand all available options.
Questions about jury duty rights or employer obligations in BC?
Our team advises both employees and employers across BC on employment standards obligations and workplace rights. Contact us for a confidential consultation.
Call us at 1-800-771-7882 or fill out the form below and we will be in touch.
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