2025 Workplace Trends, Forecasts and Precautionary Cases
Each quarter, Spraggs Law publishes a curated selection of articles about trending HR and employment-related topics. This quarter, we cover four 2025 workplace trends and forecasts before wrapping up with HR and employment law concerns and precautions, including workplace ageism, gender disparity, whistleblower protections and employees’ versus employers’ rights over online conduct inside and outside the workplace.
2025 Workplace Trends and Forecasts
Are you ready for the rise of “new collar work”?
This recent article by Spraggs explores the emergence of “new collar work” in British Columbia, highlighting its forecasted significance for both employers and employees by 2025. The article illustrates various examples of new collar work and how embracing the 2025 workplace trend can accelerate hiring processes and create new opportunities for workers in BC.
Make note of these important workplace safety trends
As workplace safety regulations evolve, British Columbia employers must stay informed about significant legal trends impacting their operations. Key developments include a rise in criminal charges linked to workplace fatalities, growing scrutiny of regulatory bodies, and the recognition of harassment as a tort.
Salary increases forecasted to exceed inflation
A recent survey by Eckler Ltd. reveals that Canadian workers can anticipate salary increases exceeding inflation in 2025, with an average base salary rise of 3.6%. While this figure slightly lags behind the 3.8% increase observed in 2024, it signifies a steady return to pre-pandemic compensation trends as inflationary pressures ease. This positive outlook highlights an improving economic landscape for employees across Canada, suggesting a gradual recovery in wage growth.
Economic pressures stymie salary increases for many
Recent reports indicate that over one-third of Canadian managers are struggling to provide salary increases amidst rising economic pressures. Many cite budget constraints and inflation as significant barriers, leaving employees feeling undervalued. This dilemma poses challenges for retention and motivation, particularly in a competitive job market. Employers in British Columbia should be aware of these trends as they navigate workforce management and creative employee engagement strategies.
HR + Employment Law Concerns and Precautions
Gender disparity in workplace accommodations
A recent study reveals that women with disabilities in British Columbia face significant barriers in receiving workplace accommodations. The research highlights a disparity in support compared to their male counterparts, exacerbating challenges in achieving equity and inclusivity. These findings underscore the urgent need for BC employers to reassess their accommodation policies and practices to ensure fair treatment and support for all employees, protect their company’s reputation and avoid legal repercussions.
Can employers in BC restrict what employees say online and outside of work?
Spraggs published an article in December that explores the complex interplay between employees’ rights to online expression and employers’ interests in maintaining workplace integrity in British Columbia. It examines recent legal developments, notably the Northern Health case, highlighting the delicate balance between free speech and professional responsibilities.
Ageism in the workplace: subtle and overt examples
This article delves into the pervasive issue of ageism in the workplace, highlighting both subtle and overt forms of discrimination faced by older employees in British Columbia. It outlines legal protections under the Human Rights Code, employer responsibilities to foster inclusivity, and employee rights to seek recourse.
BC court denies access to employer’s investigative report
A recent British Columbia Supreme Court ruling highlights the delicate balance between transparency and privacy in workplace investigations. The court denied a fired employee access to a confidential investigative report, citing significant safety and privacy concerns for third-party witnesses who had cooperated under guarantees of anonymity. While the report was deemed outside solicitor-client privilege, the judge emphasized the importance of protecting whistleblower identities, ultimately prioritizing their well-being over the employee’s access to potentially pivotal evidence.
Do You Have HR or Employment Law Related Questions?
What do you think of these 2025 workplace trends and forecasts?
If you have questions about human resources and employment law for our team at Spraggs Law, we’d love to hear from you. Give us a call at (604) 359 1613 or contact us online today.
Please note: This article does not contain legal advice. If you would like advice on your specific situation, please contact Spraggs Law.
