BC Public Service hiring freeze: Frequently asked questions

External hiring, including auxiliary appointments, requires approval from the Hiring Review Board before proceeding. Internal hiring decisions require approval from the ministry deputy minister, executive financial officer and chief human resources officer to proceed.

Internship programs supporting reconciliation, equity, diversity and inclusion (Indigenous Youth Internship Program, Work-Able Accessible Employment Program, Co-op Employment Program, Equity Internship Program, Public Service Internship Program and Student Employment Program) are exempt from this process.

Below are answers to some common questions about the hiring freeze direction. If you have questions that are not addressed here, we kindly ask you to refrain from contacting AskMyHR and instead contact your executive or HR lead.

Frequently asked questions

1. What criteria must hiring requests meet to be approved by the deputy minister, and if applicable, the Hiring Review Board?

• The position is necessary to maintain public safety or emergency response, required to meet statutory or legal obligations or prevent a material disruption to essential services relied upon by people in British Columbia. Note: Roles that primarily enhance service levels, manage workload pressures, or support internal operations do not meet this requirement
• The work cannot be met using existing resources, including internal redeployment, workload reprioritization or redistribution of work
• The position cannot stay vacant without significant impact to meeting the above deliverables
• The position must be classified and/or excluded, have confirmed funding by the executive financial officer and be approved by the deputy minister and chief human resource officer as critical for the ministry to deliver government priorities.

​2. What is the Hiring Review Board?

The Hiring Review Board is the corporate decision‑making body responsible for approving hiring across the BC Public Service. Its role is to ensure hiring decisions align with government priorities and fiscal direction.

The Hiring Review Board comprises:

• The Head of the BC Public Service and Deputy Minister to the Premier
• The Deputy Minister of the BC Public Service Agency
• The Deputy Minister of Finance

3. Why has the BC Public Service made these updates to the corporate hiring direction?

The BC Public Service has revised its corporate hiring direction to provide greater flexibility in recruitment while maintaining responsible workforce management. Where previously hiring managers were required to fill positions through lateral opportunities first, positions can now be posted without the lateral requirement, providing they have all other required approvals and positions meet the criteria for posting. The current hiring direction is intended to:

• Ensure hiring remains focused on positions that support public safety, essential services, legislated mandates, and government‑wide priorities;
• Respond to fiscal pressures and reinforce fiscal discipline across government
• Support effective workforce planning and stable staffing levels across government

4. When does this hiring direction take effect?

The updated corporate direction is effective August 20, 2026.

5. Is the Management Classification and Compensation Framework (MCCF) changing as part of this update?

No, the MCCF is not changing. This update to the hiring direction doesn't affect the compensation rules for excluded management positions.

6. How long is this hiring direction expected to remain in place?

This hiring direction will remain in effect until the Hiring Review Board lifts or adjusts the requirements.

7. Who does this hiring direction apply to?

This direction applies to the core BC Public Service but it does not apply to the Liquor Distribution Branch. This also does not apply to agencies, boards, commissions, Crown corporations, or other public sector organizations.

Internship programs supporting reconciliation, equity, diversity and inclusion (Indigenous Youth Internship Program, Work-Able Accessible Employment Program, Co-op Employment Program, Equity Internship Program, Public Service Internship Program and Student Employment Program) are exempt from this process.

8. Can I still fill a vacancy laterally?

Yes, vacancies can still be filled laterally.

9. How are hiring requests submitted to the Hiring Review Board?

A corporate submission process has been established. Hiring managers should work with their supervisor and chief human resources officer for guidance.

10. Can deputy ministers approve temporary or auxiliary staffing extensions?

Deputy ministers may approve auxiliary and temporary appointment extensions, up to March 31, 2027, following the temporary appointment guidelines. Temporary appointments extending beyond seven months require a meritorious process.

11. What happens if I have a laterally restricted competition currently underway?

Hiring managers may continue with the recruitment process as planning or repost as a promotional opportunity. Hiring managers with a lateral-first competition posted on the corporate Job Opportunities career page will be contacted by the BC Public Service Agency to confirm available options.

12. What happens if a hiring competition is already underway or an offer has been made?

Ministries should confirm next steps with their ministry human resources team. Previously approved competitions and offers made prior to the effective date may proceed, subject to guidance.

13. Should ministries continue to use existing eligibility lists?

Requirements related to the use of eligibility lists have not changed. Hiring approval is required to fill vacancies, including those from an established eligibility list.

14. Can a supervisor pull an employee back from a temporary appointment if they are required to support critical work?

Per the temporary appointment guidelines, temporary appointments, or any extension of temporary appointments, may be ended at any time for operational or budget requirements by the hiring ministry and are conditional on the basis of satisfactory performance. Decisions to end a temporary appointment would be at the hiring ministry’s discretion; however, the base and hiring ministry are expected to have ongoing conversations about the operational requirements.

For base ministries, if there is a significant adverse impact to either the delivery of critical services for the public or a critical project, reach out to your ministry HR team for advice and options. Ministries should consider alternatives to support the ongoing work of the business unit.

15. Can included staff be provided additional compensation, such as substitution pay, while acting in a higher position?

During the hiring freeze the terms within collective agreements still apply. Supervisors are encouraged to seek their ministry executive approval prior to any reorganization of work that would require substitution pay.

16. Can I submit a hiring request to the BC Public Service Agency to post while I wait for approval?

No. Only requests that have received approval can be submitted to the BC Public Service Agency.

17. How do we continue to prioritize service delivery if we cannot fill vacancies?

To protect key services that people in British Columbia rely on, work is underway within ministries to review existing programs and initiatives for strategic alignment, relevance, economic growth and cost effectiveness. Through these reviews, the BC Public Service can find opportunities to optimize resources and streamline services.  

18. If a position is already funded or within budget, is approval still required?

Yes. All hiring decisions must follow the corporate hiring direction and receive the required approvals, regardless of funding status.

19. Who should I contact if I have questions about hiring?

Employees with questions about hiring should speak with their executive or ministry HR team.