The latest information on public sector bargaining for our members who work at ICBC. Check back here for updates. Email icbcbarg@moveuptogether.ca for questions, comments, or feedback. Click here to subscribe to our mailing list if you’re not receiving our update bulletins.
Bargaining Timeline
Proposals
Frequently Asked Questions
Why do we start bargaining after the current agreement expires and why does bargaining take so long?
A key reason bargaining begins when it does is the public sector wage mandate. This mandate sets the general wage increases that all public sector unions receive. Larger public sector unions often lead the way, coordinating closely with others and sharing information.
In Fall 2025, the BC General Employees’ Union (BCGEU) entered job action after the government initially proposed wage increases of 1.5 percent in the first year and 2 percent in the second year. Through sustained pressure, the BCGEU secured a significantly stronger settlement. The final agreement provided general wage increases of 3 percent per year over four years, which was a major improvement over the original offer. Their job action was a key factor in achieving those gains.
When we begin bargaining, we want the mandate to be finalized or close to finalized. If we start too early, before monetary direction is set, the process slows down and makes it harder to move from non monetary issues to monetary ones. It can also lead to unnecessary disputes about which proposals should be considered monetary.
We understand the importance of timely wage increases. At the same time, bargaining involves many complex priorities that members have identified. Our goal is always to balance moving efficiently with doing the work needed to protect and improve your agreement.
Please note that the current collective agreement remains active and enforceable until a new agreement is ratified.
How are the committee and proposals decided?
Your bargaining committee is made up of the ICBC board members you elected in the Summer 2024 union elections.
The committee is supported and led at the table by a union representative, who works closely with the committee and provides guidance based on member priorities and past rounds of bargaining.
The committee spends several months reviewing priorities using your bargaining survey results as our main guide. This round saw a record response rate, which helped us understand clearly what matters most to members.
We also gather feedback from job stewards, direct member outreach, and from the day to day issues our union representatives see.
We post both our proposals and the employer’s proposals publicly so members can review them and provide feedback. This has been a long standing practice for the ICBC bargaining unit. It is not common at all bargaining tables, but we do it to support transparency and direct engagement.
Will we have job action like other unions?
Job action is always a last resort. It is a tool unions use when negotiations cannot reach a fair agreement that meets member needs. Any job action requires a vote of the membership, and members would receive clear information beforehand about the issues at stake and why the committee is recommending it.
If job action ever became necessary, it would be strategic, planned, and designed to gain the most leverage while minimizing disruption to members. Job action is never taken lightly. It would not happen suddenly or without notice.
Will I get retroactive pay once a new agreement is reached, and what happens if I quit or retire before then?
All retroactive pay is subject to negotiations, but it has typically been agreed to by the Parties in past rounds. If agreed to again, all ICBC bargaining unit members would receive retroactive pay back to July 1, 2025, up to the date when the new Collective Agreement is ratified.
In the last round, we secured retroactive pay for members who retired between the expiry of the previous Collective Agreement and the ratification of the new one. We are aiming to achieve this again, but it cannot be guaranteed. Historically, ICBC has not agreed to pay retro to retirees in that window, with the previous round being the exception.
Members who quit between the expiry of the current Collective Agreement and the ratification of the new one will not receive retroactive pay.
How can I stay up to date on the bargaining process?
Updates will be posted on this webpage throughout bargaining. We will also continue to send regular bulletins to members. Other engagement opportunities may arise during bargaining, so staying connected is important.
You can contact the committee anytime at: icbcbarg@moveuptogether.ca
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Bargaining Bulletins
- February 19, 2026: Zoom Webinar Townhall on February 24 at 6:00 p.m.
- January 19, 2026: Bargaining Update #3
- December 12, 2025: Bargaining Update #2
- December 8, 2025: Bargaining Update #1 – Proposals Exchanged
- October 22, 2025: Bargaining Preparation Update #3
- June 9, 2025: Bargaining 102 – Understanding Public Sector Bargaining
- March 26, 2025: Bargaining Preparation Update #2
- February 27, 2025: Bargaining Preparation Update #1
Contact Us
Questions, comments or feedback? Email icbcbarg@moveuptogether.ca
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