Bulletin
BC Hydro & Powertech – Update on the Flexible Work Model
September 14, 2026
To: All MoveUP members at BCH & Powertech
BC Hydro has announced that, beginning in January 2027, employees in hybrid roles will be required to work in the office at least three days per week instead of the current standard of two.
This is an employer-initiated change.
MoveUP was provided notice of this decision prior to us meeting with your employer to discuss renewing the Flexible Work Model Letter of Understanding (LOU), which was set to expire on September 8, 2026.
What was the Flexible Work Model?
The Flexible Work Model was a separate, time-limited agreement outside the collective agreement. As mentioned, it was set to expire on September 8, 2026.
The LOU described hybrid employees as working from the office “at least” two days per week and being eligible to work from home “up to” three days per week. That language, unfortunately, does not guarantee three work-from-home days or limit office attendance to two days.
Did MoveUP support this change?
While we renewed the LOU to September 8, 2028, it was not because we agreed with their hybrid three-day attendance decision. However, after carefully considering the circumstances, we did so because we wanted to ensure we preserved the Flexible Work Model framework and secure two very important improvements for you that we did not want you to lose:
- At least two weeks notice before an ongoing arrangement is cancelled; and
- At least 72 hours notice before a home-workspace audit.
What would have happened if the LOU expired?
When we knew these changes would be happening, we reviewed our available legal and contractual options. Although there might have been some ability to challenge the blanket rule, had we done so BC Hydro could have allowed the LOU to expire and reverted back to MOU 78.
Under MOU 78, work from home for all employees would not exceed two days per week without mutual agreement and on a case-by-case basis.
Had we allowed the LOU to expire, it would not have preserved the three-day work-from-home model. Instead, it would have put other categories employees at risk of significant changes to their remote work schedules and concede all discretion on remote work to your employer.
This would have been a worst-case scenario for our members, and that’s why we worked to preserve the Flexible Work Model framework.
Why did BC Hydro make a change?
When we discussed the LOU with your employer shortly before renewing it, they even acknowledged they found the current model as working. They pointed out that productivity is up, absences are down, and that employees are engaged and generally satisfied.
However, they pointed the reason for the change as being alignment with other provincial Crown corporations.
We made it very clear to them that it made no sense to make changes to reduce flexibility when even they firmly believed the model was working.
Did we try to address the issue during bargaining?
Yes, we did. During negotiations, we proposed stronger contractual protections, including incorporating the Flexible Work Model LOU into the collective agreement. BC Hydro declined.
While your employer did not disclose this upcoming change at the time, we suspected as much given their unwillingness to discuss remote work protections in any meaningful way.
The timing of the Employer’s decision should come as no surprise considering their direction to “people leader’s” to report on-site 3 days a week last year.
What are we doing moving forward?
When we were discussing the renewal of the LOU, we attempted to negotiate additional parameters and protections that would require your employer to consider all flexible work arrangements reasonably and according to operational requirements.
We also brought up the quality-of-live improvements that our members reported since the remote work program was administrated. Unfortunately, most of what we asked for was declined.
We will continue raise your concerns and monitor the implementation of this change. If there is any other pathway to challenge the decision throughout the implementation of this decision, we will pursue it.
If you require accommodation connected to disability, family status, or another protected ground, please contact us and we will support you through that process.
In solidarity,
Mike Novak, Union Representative
Nathan Beausoleil, Senior Union Representative
Rysa Kronesbusch, Vice-President, Utilities