BC Public Service hiring freeze: Frequently asked questions

Ministries must take a lateral-first approach when hiring for critical vacancies. Lateral-first means a lateral, merit-based competition at the same permanent maximum salary range. With deputy minister, executive financial officer and chief human resources officer approval, critical positions can be posted as laterally restricted competitions within the ministry, sector or on the BC Public Service recruitment system.

In rare cases where a critical position cannot be filled laterally, and once a ministry has exhausted all existing internal resource options, a request can be submitted to the newly formed Hiring Review Board for approval.

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?

• 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. 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, lateral movement from non-critical roles within the BC Public Service, 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 introduced this new hiring direction?

The BC Public Service has implemented a hiring freeze that focuses on a lateral-first approach to filling critical vacancies, as well as a centralized hiring review process 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
• Stabilize staffing levels

4. When does this hiring direction take effect?

The updated corporate direction is effective February 17, 2026.

5. 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.

6. 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.

7. What is meant by a ‘lateral‑first’ approach to hiring?

Before promotional hiring is considered, ministries are expected to first explore merit‑based lateral staffing options at the same maximum salary range. This approach helps address critical vacancies through internal employee movement.

8. How must lateral opportunities be posted?

Lateral opportunities can be posted across the BC Public Service, sector or ministry; however, BC Public Service-wide lateral posting is required before seeking Hiring Review Board approval for promotional hiring.

9. What are merit‑based, laterally restricted competitions?

Merit‑based, laterally restricted competitions are staffing processes limited to employees who hold a permanent base position at the same maximum salary range. Employees in auxiliary or temporary appointments do not meet eligibility requirements as it must be a lateral from a permanent base position. As these are merit-based competitions, the hiring documentation requirements remain unchanged.

When eligibility criteria are met, these competitions may proceed with deputy minister approval and without prior Hiring Review Board approval. All deputy minister‑approved lateral movements must still be reported to the Hiring Review Board to ensure government‑wide visibility.

10. 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.

11. Can deputy ministers still approve temporary or auxiliary staffing actions?

Deputy ministers may approve auxiliary and temporary appointment extensions, up to March 31, 2026, following the TA guidelines.

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?

Ministries must follow the corporate hiring process including securing approval from the Hiring Review Board and the deputy minister before filling a position. Requirements related to the use of eligibility lists have not changed.

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. What happens to jobs that are already posted or currently in progress?

All jobs that are already posted and in progress may continue through the staffing process and proceed to offer, including ministry expressions of interest (EOIs) and corporate postings.

18. What happens to positions that have been approved but not yet posted?

All positions that have currently received approval from the Head of the BC Public Service but not yet posted can proceed as approved.  

19. 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.  

20. 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.

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

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