Jury Duty & Work in BC Explained
Being called for jury duty can raise immediate concerns for both employees and employers in British Columbia. Employees often ask whether they will be paid and whether their job is protected. Employers, meanwhile, need to understand their legal obligations to avoid employment standards complaints or other liability.
This article explains how jury duty works in BC, whether jurors are paid, and how jury service is treated under British Columbia employment law.
📍 Not in BC?
If you’re an employee or employer in Ontario, the law works differently. See our Ontario-specific article about jury duty.
Are Jurors Paid in British Columbia?
In British Columbia, jurors are not paid for the first 10 days of jury service.
After that initial period, jurors may be entitled to limited daily compensation, as set out under provincial legislation and court policy.
Under the Jury Act (British Columbia):
- Days 1–10: No payment is provided by the province.
- Day 11 onward: Jurors may receive a modest daily allowance.
- Travel expenses: In some cases, jurors may be reimbursed for certain travel costs.
This system reflects the expectation that jury duty is a civic obligation rather than paid employment. That said, the lack of pay during the first 10 days can create real financial strain, particularly for hourly or lower-income workers.
🔹BC Jury Duty Pay At a Glance
• First 10 days: No juror pay
• Day 11 onward: Limited daily compensation
• Wages from employer: Not required by law
• Expense reimbursement: May apply in limited cases
Is Jury Duty a Job-Protected Leave in British Columbia?
Yes. Jury duty is a job-protected leave in British Columbia.
Under the British Columbia Employment Standards Act (ESA), employees are entitled to take unpaid leave to attend jury duty when they are summoned or selected.
This means:
- Employers must allow employees time off to attend jury selection and jury service.
- Employers cannot discipline, terminate, reduce hours, or otherwise penalize an employee because of jury duty.
- Once jury service ends, the employee must be reinstated to the same job or a comparable position, with no loss of seniority or benefits.
While the leave is protected, it is important to note that the ESA does not require employers to pay wages during jury duty, unless a contract, policy, or collective agreement provides otherwise.
🔹Jury Duty = Protected Leave (But Unpaid)
✔ Job-protected under the BC ESA
✖ No statutory requirement to pay wages
✔ Reinstatement required after service
✖ Retaliation is prohibited
Employer Obligations During Jury Duty Leave
Employers in BC should be aware of the following legal obligations:
- Time off must be granted when an employee is summoned.
- Employers may request reasonable proof, such as a jury summons.
- Employers must not interfere with the employee’s ability to serve.
- Any adverse action tied to jury duty may lead to an Employment Standards complaint or other legal exposure.
Best practice for employers is to have a clear written policy explaining how jury duty leave is handled, including whether wages will be continued voluntarily.
Employee Responsibilities
Employees also have responsibilities when serving on a jury. They should:
- Notify their employer as soon as possible after receiving a jury summons.
- Provide reasonable documentation if requested.
- Keep their employer informed of changes, such as early Employment Standards Act or extended service.
Employees are not required to use vacation time or unpaid personal leave in place of jury duty leave.
As Christopher Achkar, employment lawyer and founder of Achkar Law, explains:
“Whether you’re an employee worried about losing income during jury duty or an employer trying to manage business operations fairly, understanding your legal obligations is key.
Speaking with an employment lawyer before making any decision can help protect your rights and prevent costly misunderstandings.”
Can an Employer Require an Employee to Work Instead?
No. An employer cannot refuse jury duty leave or pressure an employee to avoid serving.
Attempting to interfere with jury service may also raise concerns beyond employment law, as jury participation is a civic obligation enforced by the courts.
Key Takeaways for Employers and Employees
- Jury duty in BC is a mandatory civic service, not optional.
- Jurors are generally unpaid for the first 10 days of service.
- Jury duty is a job-protected, unpaid leave under the BC ESA.
- Employers cannot retaliate against employees for serving.
- Employment contracts or workplace policies may offer greater benefits, but not fewer.
When Legal Advice May Be Helpful
Legal advice may be useful where:
- An employer refuses time off for jury duty.
- An employee is disciplined, terminated, or loses hours after serving.
- There is a dispute about reinstatement or job comparability.
- A workplace policy conflicts with statutory obligations.
Understanding jury duty obligations early can prevent disputes and ensure compliance with BC employment law.
Need Legal Advice About Jury Duty and Employment in BC?
Learn more about how jury duty may intersect with employment obligations and workplace rights in BC.
Our team can provide informed guidance to help you understand your situation.
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. ©