October 6th, 2026
Collective Agreements
We are happy to provide an update on the transition agreement for employers moving from the
Community Social Services Employers Association (CSSEA) to the Health Employers Association of
BC (HEABC). This transition will determine how the Healthcare collective agreements are
implemented in April 2027.
CUPE, along with the other unions in the Community Bargaining Association (CBA), has been
working with the Health Science Professionals (HSPBA) and Nurses Bargaining Associations (NBA)
to reach agreement with HEABC on the Transition to the Healthcare collective agreements. The
Working Groups have met weekly, often twice per week, negotiating the terms of the transition
with HEABC and pushing hard for members’ priorities.
Despite our best efforts and significant progress over the summer, we could not come to full and
final agreements before October 1, 2026. As a result, the Ministry of Labour will appoint a third-
party special officer to work with the parties to resolve outstanding issues and, if required, make
binding decisions on them.
Each bargaining association has unique issues but largely overlaps in priorities related to the
transition. Because most members will be transitioning to the CBA, the following focuses on their
issues.
We know this process has sparked unease and questions for many members. The terms of the
transition agreements are important, and the Working Groups remain committed to continuing to
fight for several key issues that the HEABC refused to agree to on the eve of October 1.
The special officer will have the ability to use several approaches to work with the parties to
finalize the terms of the transition agreement (mediation, written submissions, a hearing, etc.). Our
union stands firm on its positions related to these outstanding items:
• Wage Protections
Protections for members’ existing wages for the life of the agreement (i.e. no wage loss).
• Maintaining Full-Time status and Hours of Work
Preserving existing schedules, full-time status, regular hours, and making arrangements
that support work-life balance wherever possible.• Classifications
A fair classification system that dovetails with the existing health agreements and works for
members, by minimizing disruptions.
We’ve always set out to achieve what was achievable within the CBA’s framework, including
preserving key elements of the current working conditions while unlocking key improvements
contained in the CBA.
Next Steps
Details are still undecided, and the current early provincial election will affect the appointment of
a special officer.
We will provide additional information as soon as we have more details. Thank you for your
continued patience and your commitment to supporting each other in solidarity as we work
towards the transition in the spring.
