Top 5 Takeaways from BC Living Wage Employers in 2025

Being a certified Living Wage Employer in British Columbia is more than a label, it’s a long-term commitment to values, fairness, and the wellbeing of workers.

As part of our engagement with certified employers across the province, we gathered feedback to better understand their experiences, challenges, and ideas for the future.
Here are the top five lessons from what we heard.

1. Paying a Living Wage is the right thing to do

Employers consistently described paying a living wage as an expression of their core values. It’s about doing what’s right, particularly in regions like Metro Vancouver where the cost of living is extremely high. For many organizations, including Indigenous-led and non-profit employers, being a Living Wage Employer is part of a broader mission of equity, dignity, and social responsibility.

One employer put it simply,
“We chose to pay a living wage six years ago. It was the right decision, and it still is.”

2. Rising Costs Are a Real Concern

With inflation, cost spikes, and a changing economic landscape, many employers, especially in construction and the non-profit sector, say it’s becoming harder to absorb wage increases. They’re committed, but clear-eyed about the financial strain.

As one business owner explained,
“We’re big supporters, but the math is real.”

Despite these pressures, most employers emphasized that they plan to remain Living Wage certified unless faced with a severe economic downturn.

3. Living Wage Supports Recruitment and Retention

In an increasingly competitive labour market, paying a living wage helps employers attract and retain talent. This is especially true in niche industries, where experience and specialized skills are hard to find.

“Most candidates ask for above the living wage,” one employer noted. “It’s become a baseline in our sector.”

For these organizations, the living wage is more than a cost, it’s a strategic advantage.

4. Trade Tariffs and Economic Uncertainty Pose New Risks

We were surprised to see that employers are less worried about the impact of tariffs than we thought they would be.

Even if the tariffs and trade disputes aren’t impacting an organization directly, they may still be feeling the impact in terms of increasing costs and drops in revenue, along with a wider insecurity in the economy.

“The uncertainty and continually changing nature of the tariffs have made it challenging to do business and plan ahead,” said one respondent.

Employers need economic stability and predictability to continue offering fair wages and long-term employment.

5. Employers trust us in the work we do

Many employers also expressed strong trust in the work and calculations provided by Living Wage BC, which strengthens their ability to plan and advocate internally. 

“I love the data it provides to ensure we are taking care of our team members.”

Although generally supportive of the resources we provide, there's still clearly more we can do. Employers offered thoughtful and actionable ideas on how Living Wage BC and government can help more businesses stay certified and encourage others to join. Suggestions included greater media exposure, more marketing tools to distinguish Living Wage Employers, and government-backed funding or wage subsidies, especially for non-profits and seasonal employers.

We are a very small team, but are hoping to increase our internal capacity to provide better resources and support for Living Wage Employers.

In Summary

In challenging economic times, BC employers continue to demonstrate leadership and values-driven decision-making by maintaining their Living Wage commitments. But they also need practical support, from us, government partners, and each other.

Living Wage isn’t just a number, it’s a movement. And when employers are equipped with the tools, recognition, and flexibility they need, it’s a movement that will only grow stronger.