FAQs: 2025-2029 NBA Tentative Agreement

Going into this round of negotiations, the objective was to build on the wins of the last negotiations despite the provincial government’s significant and growing fiscal constraints. Specifically, members directed the union to seek improvements in Wages, Overtime, Premiums, Benefits, Violence, and Retention. These priorities were set in the fall of 2024.

All members will see a 3% general wage increase each year of the four-year agreement:

• Year 1: 3% general wage increase (GWI) effective the first pay period after April 1, 2025 
• Year 2: 3% GWI effective the first pay period after April 1, 2026 
• Year 3: 3% GWI effective the first pay period after April 1, 2027 
• Year 4: 3% GWI effective the first pay period after April 1, 2028

Compounded over the term of the agreement, this is an increase of approximately 12.55%. 

The 2025 wage increase is effective the first pay period after April 1, 2025 and the 2026 wage increase is effective the first pay period after April 1, 2026.  Both will be paid retroactively.

Yes, the first pay raise of this proposed agreement is dated the first pay period after April 1, 2025 and the second pay increase is effective April 1, 2026. 

While this is under the control of the employer, and there were significant delays in the last round of bargaining, employers must issue any retroactive payments within 120 days of the ratification of the collective agreement and, upon request, provide an explanation and statement of wages consistent with Article 56.04. 

The regular premium paid to all regular employees will be increased incrementally effective the first pay period after April 1 throughout the term of the agreement as follows: 

• April 1, 2026 – increases from $2.15 per hour to $3.00 per hour
• April 1, 2027 – increases from $2.15 per hour to $3.20 per hour
• April 1, 2028 – increases from $3.20 per hour to $3.60 per hour

The evening premium will be increased incrementally effective the first pay period after April 1
throughout the term of the agreement as follows: 

• April 1, 2026 – increases from $1.40 per hour to $1.90 per hour
• April 1, 2027 – increases from $1.90 per hour to $2.15 per hour
• April 1, 2028 – increases from $2.15 per hour to $2.23 per hour

Both the evening and regular premiums are retroactive to the first pay period after April 1, 2026. 

Other bargaining associations who bargained before the NBA were able to achieve additional funding outside the General Wage Increase mandate of 3% per year for four years.  Many of these other bargaining associations had to take strike votes to receive that additional funding. You’re your NBA bargaining committee returned to the bargaining table after the strike vote, the employer and government were aware of the strong strike mandate and so made this money available to nurses. 
 

This additional funding puts us on even playing field with other public sector unions in BC who have reached agreement with their employer. These funds will be used for monetary improvements under the tentative agreement such as premiums, improvements to leaves, and 2x overtime.
 

The NBA and employer have entered into an Employer Funded Nurses Benefit Trust (EFNBT) effective April 1, 2027. Effective April 1, 2029, the NBA appointees will have the exclusive right to make amendments to all benefit plans provided by the EFNBT, excluding LTD. 

Many improvements were made to the benefit plan: 

• Removal of the $25 deductible
• All other benefits remain the same, such as unlimited physiotherapy and basic dental 100% reimbursement
• Members also still have access to the Mental Health Support Fund of up to $5000 over the lifetime of this fund towards the services of a registered psychologist, registered clinical counsellor, registered social worker, and registered dietitian as well as internet-based cognitive behavioural therapy (iCBT).

Yes. Effective April 1, 2027, members can use one day of special leave to attend their citizenship ceremony. 

The application of compassionate leave was expanded to current and former foster children or wards and children in laws. Members can now use some of their compassionate leave for any family member undergoing MAID or where death is expected within 3 months. One additional 7.5 hour day of leave has also been added, bringing the total to 6 days of leave available.

This agreement introduces a new Shift Select Position (SSP) scheduling model designed to improve flexibility while maintaining regular employee status and benefits under Article 17. 

SSPs allow nurses to select shifts during designated booking periods to meet their regular FTE requirements rather than being tied to a fixed master rotation. Once shifts are selected, the employer is responsible for building the schedule.

This model is intended to improve work-life balance, scheduling flexibility and job satisfaction while helping employers proactively fill baseline vacancies and relief needs.

This agreement includes additional protections intended to reduce reliance on private agency staffing and prioritize available work opportunities for bargaining unit nurses.

The language confirms that all available shifts must first be offered to bargaining unit employees before agency nurses are utilized. The parties also agreed that agency nurses and nursing contractors cannot supervise or direct the work of NBA members.

These changes are intended to support retention within the public health-care system while helping reduce dependence on private agency staffing across British Columbia.

While not part of collective agreement bargaining, the NBA was able to negotiate a separate Memorandum of Agreement with the Ministry of Health to continue the implementation of Minimum Nurse to Patient Ratios. There is a 600 million dollar commitment of funding to ensure that ratios are implemented. Funding includes $100 million dollars in Year 1, $200 million dollars in Year 2, and  $300 million dollars in Year 3 (and ongoing). This is in addition to the funding previously negotiated in the 2023 MOA. The combined total of the 2023 agreement and this new agreement will result in $600 million dollars in ongoing funding for minimum nurse-to-patient ratios.  This is an important step towards full implementation for all nurses. 

Please reach out to us at @email from your personal (not work) email address with your full name and worksite.

The vote will take place from June 15 to June 19. Exact beginning and end times will be provided soon. 

All members will be sent voting credentials via email when voting opens. The email with your voting credentials will come from Simply Voting, not HSA, and will be sent to your personal email address. Your voting credentials email will include your member ID and a link to access your ballot directly.

If you do not receive your credential, please email @email from your personal email as soon as possible with your full name and worksite. 

You can update your contact information in advance by completing the member contact form at Health Sciences Association | Member Contact Update Form.

The significant gains in this tentative agreement, gains achieved despite the government’s restrictive mandates, could be lost if members reject this agreement. 

The fiscal challenges overtaking this government means any subsequent deal would certainly be no better, and might be worse. 

The bargaining committee and your Board of Directors believe the proposed agreement is the best deal possible and is recommending that members vote yes to accept the tentative agreement. The bargaining committee worked very hard to achieve increases and changes to the agreement based on the priorities set by the membership in accordance within the terms of the bargaining under which we secured the additional funding for improved working conditions and service improvements. 

Violence: The bargaining committee also recognized that HSA RPNs/RNs can be exposed to violence at work. We sought to make improvements that will contribute to a safer workplace.  We did so by adding language to the collective agreement to require a risk assessment, a site- specific exposure control plan, and site-specific education and training. 

Critical Incident Support: Improvements were made to Critical Incident support in that employers can release a member for the remainder of their shift after experience a work-related traumatic critical incident.  In addition, the employer can provide transportation where a member is unsafe to travel. 

Violence Risk Mitigation: This new provides clear employer obligations and responsibility to ensure that where the employer is aware of a patient/resident/client/visitor with a history of violent behaviour, including violent conduct, weapon use, or threatening statements and behaviours, the employer will make this information available upon admission or transfer, reassessment, changes in presentation and care transitions between departments, facilities or employers.

Psychological Health and Safety: New collective agreement language requires the employer to make information available about workplace factors affecting psychological health and safety including how to reduce hazards and risks that cause psychological harm.

Sexual and Domestic Violence: New collective agreement language requires the employer to develop a policy to address sexual and domestic issues in the workplace and make it available to the union and members.  There will be no adverse action taken against an employee for reporting sexual or domestic violence in good faith. 

The employer has also made a commitment to take appropriate action when it occurs in the workplace creating a risk to staff, which includes creating an individualized and employee-centered safety plan for impacted employees.