The Rise of "New Collar Work": What BC Employers Need to Know

The workplace is evolving, and one forecasted trend for 2025 is the rise of “new collar work.” But what exactly does new collar work mean, and what makes it a potentially valuable trend for employers and workers in British Columbia?

What Is New Collar Work?

New collar work is a term used to describe a focus on demonstrated skills and abilities versus a requirement for formal degrees and credentials. The term also relates to the merging of blue collar and white collar skills, primarily due to technology’s pervasiveness across industries. What makes the new collar work trend primed for popularity is how it serves the needs of employers as well as employees.

New collar roles are particularly common in tech-driven industries such as cybersecurity, artificial intelligence and data analytics, where the requirement for fresh skills is vital and hard to find. Employers that embrace new collar work increasingly prioritize hands-on training and practical experience over formal academic qualifications, reflecting the demands of a rapidly changing workforce.

What Are Examples of New Collar Work?

New collar work appeals to workers transitioning from a different role or embarking on a new career that utilizes their upgraded skills and experience. What new collar workers have in common is that they have honed their skills in specific areas of expertise without the time and financial requirements of traditional degree programs. In essence, new collar work is a move towards rewarding fortitude and aptitude over credentials.

Examples of new collar workers might include:

1. Cybersecurity Analyst

Background: A self-taught individual who completed an online cybersecurity boot camp and earned certifications such as CompTIA Security+ and Certified Ethical Hacker (CEH).

Path: They didn’t attend university but gained hands-on experience by working on open-source projects, participating in hackathons, and volunteering to secure small business networks.

Impact: They are now employed at a mid-sized BC company, helping protect sensitive data from cyber threats.

2. Data Analyst

Background: A former retail worker who transitioned into data analytics after completing a six-month course in Python, SQL, and Tableau through a community college program.

Path: With no formal degree, they showcased their skills by building a data visualization portfolio using publicly available datasets.

Impact: Being hired by a Vancouver-based marketing firm, analyzing customer trends and providing actionable insights to improve sales strategies.

3. Electric Vehicle (EV) Technician

Background: A tradesperson who completed a specialized program in EV technology at a local technical institute.

Path: After working as a traditional automotive mechanic, they upgraded their skills to service and repair EVs, keeping pace with the shift to green technology.

Impact: Working for a BC dealership, servicing the latest EV models and training junior technicians.

4. UX/UI Designer

Background: A career changer from the hospitality industry who learned user experience (UX) design through an online course.

Path: Without a formal design degree, they built a portfolio by redesigning apps and websites for local non-profits and small businesses.

Impact: Being hired by a Vancouver startup, designing intuitive, user-friendly interfaces that improve customer engagement.

5. Medical Coding Specialist

Background: A parent returning to the workforce who completed a medical coding certification program through WorkBC’s training initiative.

Path: With no prior experience in healthcare, they gained expertise in coding software and healthcare regulations.

Impact: Working remotely for a healthcare provider, ensuring accurate billing and compliance with regulatory requirements.

These examples illustrate how individuals from varied backgrounds, with non-traditional education paths, can excel in new collar roles by focusing on skills development and hands-on experience. It’s a win-win for workers and employers alike!

How Does the New Collar Work Trend Affect BC Employers?

Fill roles faster

For employers, new collar work presents an opportunity to rethink hiring practices. Companies can expand their talent pool by focusing on skills rather than degrees, filling roles that might otherwise go unoccupied due to labour shortages or niche requirements. This approach is especially relevant in industries where technology is advancing quickly and the demand for skilled workers outpaces the supply of degree-holding candidates.

Increase workforce diversity and inclusivity

Employers that open roles to skilled workers without traditionally required formal degree requirements expand the number of potential candidates who can apply for positions. New collar work can also increase inclusivity by granting opportunities to underrepresented groups, including talented candidates who could not afford tuition for expensive training and degree programs.

Example Scenario: Hiring for Tech Roles Without Degree Requirements

An IT company in British Columbia struggles to fill key positions in cybersecurity. Instead of limiting job postings to candidates with a four-year computer science degree, the employer expands eligibility to applicants with industry certifications (e.g., CompTIA Security+ or CISSP) or proven skills gained through boot camps, community colleges, or self-study. This approach creates opportunities for individuals from diverse backgrounds:

Economic Inclusivity: Candidates from lower-income backgrounds who couldn’t afford a traditional university education can compete based on skills gained through alternative, more affordable pathways.
Career Changers: Individuals transitioning from other industries—such as hospitality or trades—can enter tech roles after retraining, bringing fresh perspectives to the workplace.
Underrepresented Groups: Groups historically underrepresented in tech, such as women, Indigenous people, and immigrants, can access meaningful employment by leveraging community programs or skills-based training initiatives.

By focusing on what employees can do rather than their educational pedigree, the company builds a diverse, innovative team while addressing labour shortages. Additionally, this approach aligns with BC’s Human Rights Code, ensuring hiring practices are equitable and merit-based.

Such strategies not only enhance inclusivity but also reflect a forward-thinking mindset that sets the tone for organizational culture and community impact.

How Does the New Collar Work Trend Create Opportunities for BC Workers?

For workers, new collar roles can open doors that may have seemed closed without a formal degree. These jobs reward aptitude and the ability to perform, whether the worker acquired skills through a boot camp, certification program, or hands-on experience. Even so, when it comes to new collar work, continuous learning is essential for staying competitive and standing out amongst other applicants. Workers should consider investing in certifications from online courses or workshops relevant to their field. By demonstrating up-to-date skills, workers can position themselves as strong candidates for high-demand roles.

Why Does It Matter in British Columbia?

British Columbia’s growing economy and diverse workforce make it an ideal place for new collar work to flourish. Employers benefit from a larger pool of skilled talent, while workers have more accessible pathways to meaningful employment. This shift also aligns with broader goals of inclusivity and equity. By prioritizing skills over degrees, employers can create opportunities for individuals from diverse educational and socioeconomic backgrounds, fostering a more dynamic and representative workforce.

Do You Have Questions? We Can Help

If you’re an employer in British Columbia and have questions about employment law, your obligations as an employer or a specific human resources situation, our HR Consultants and Employment Law Specialists at Spraggs Law are here to help. Please don’t hesitate to contact us at 604 359 1618 or online today.

Please note: This article does not contain legal advice. If you would like advice on your specific situation, please contact Spraggs Law.

The Rise of “New Collar Work” in 2025: What BC Employers and Workers Need to Know