The British Columbia Human Rights Code Explained
The British Columbia Human Rights Code is the cornerstone of equality rights in the province. It protects individuals from discrimination and harassment in key areas of daily life and sets out the responsibilities of employers, landlords, service providers, and others.
For both employees and employers, understanding the Code is essential to creating and maintaining fair and inclusive workplaces.
📍 Not in BC?
If you’re an employee or employer in Ontario, the law works differently. See our Ontario-specific article about the Human Rights Code.
What the BC Human Rights Code Does
The Human Rights Code prohibits discrimination based on protected grounds in specific areas of public life, including:
- Employment
- Housing and tenancy
- Services customarily available to the public (such as education, healthcare, retail, restaurants, etc.)
- Membership in unions, associations, or professional bodies
- Publications and advertisements
The Code also establishes the BC Human Rights Tribunal, which hears complaints and can order remedies for individuals who experience discrimination.
Protected Grounds Under the Code
The Code makes it illegal to discriminate against someone based on these personal characteristics:
- Indigenous identity
- Race
- Colour
- Ancestry
- Place of origin
- Religion
- Marital status
- Family status
- Physical or mental disability
- Sex (including pregnancy, breastfeeding, and sexual harassment)
- Sexual orientation
- Gender identity or expression
- Age (19 and over)
- Political belief (employment-related only)
- Criminal or summary conviction (employment-related, if unrelated to the job)
- Lawful source of income (in tenancy matters)
Not every ground applies in every situation. For example, “lawful source of income” is only protected when it comes to rental housing
As Christopher Achkar, employment lawyer and founder of Achkar Law, explains:
“The Human Rights Code in British Columbia protects both employees and employers, but navigating its obligations and rights can be complex.
Speaking to a lawyer before acting helps ensure compliance, fairness, and protection from costly disputes.”
Human Rights in Employment
For employers, the most important application of the Code is in the workplace. Discrimination in hiring, promotions, termination, or workplace policies based on a protected ground is prohibited.
Employers also have a duty to accommodate employees to the point of undue hardship. This often arises with:
- Disabilities and medical conditions
- Family status (such as childcare obligations)
- Religious practices
Failing to accommodate can lead to successful human rights complaints, financial liability, and reputational damage.
Remedies and Complaints
If someone believes they have been discriminated against, they can file a complaint with the BC Human Rights Tribunal. Possible remedies include:
- Compensation for lost wages
- Compensation for injury to dignity, feelings, and self-respect
- Orders requiring policy or practice changes by the employer or organization
Key Takeaways
- The Human Rights Code protects individuals from discrimination based on specific personal characteristics.
- The Code applies in employment, housing, services, publications, and associations.
- Employers have a legal duty to accommodate employees to the point of undue hardship.
- Violations can result in significant financial and reputational consequences.
Protect Human Rights in Your Workplace
For Employers
Clear policies and processes are key to preventing disputes and meeting your duty to accommodate under the BC Human Rights Code. If you’re unsure whether your policies are compliant or you’re facing a human rights claim, proactive legal guidance can protect your workplace and reduce risk.
For Employees
If you’ve experienced discrimination or are involved in a human rights complaint, you don’t have to manage it alone.
Understanding your rights early can help resolve issues before they escalate.
Contact us for clear, practical guidance.
Call toll-free: 1-800-771-7882 | Email: [email protected]
The article in this client update provides general information and should not be relied on as legal advice or opinion. This publication is copyrighted by Achkar Law Professional Corporation and may not be photocopied or reproduced in any form, in whole or in part, without the express permission of Achkar Law Professional Corporation. ©