A recent global survey revealed an interesting fact: only 38% of employees strongly agree that their workplace provides a great experience. This statistic points to what many are calling a “workplace reset,” a shift in employee expectations toward purposeful, flexible, and human-centered work environments.
At Kent Employment Law, we see this shift playing out in real time. Employees are increasingly interested in learning about their legal rights relating to remote and flexible work arrangements, mental health accommodations, and workplace culture. The modern workplace is about so much more than where you sit, it’s about how you’re treated and supported in your role.
The New Definition of ‘Great Workplace’
The pandemic permanently altered how some employees think about work. For many, the old model — fixed desks, rigid schedules, and a “be grateful to be here” attitude, no longer is enough.
Today, employees increasingly talk about:
- Flexibility: The ability to choose when and where they work.
- Purpose: A sense that their work matters and aligns with their values.
- Support: Access to mental health resources, ergonomic spaces, and reasonable workloads.
The question becomes, whether employees are entitled to demand or expect these workplace “perks” as a legal right.
Flexibility and the Law
While B.C. employment laws do not guarantee remote or hybrid work as a fundamental right, there are situations when an employer is required to provide a flexible work arrangement to satisfy their legal obligations, for example:
- TheB.C. Human Rights Code may require flexible arrangements as part of accommodation for disability, family status, or other protected grounds.
- TheB.C. Workers Compensation Act requires employers to maintain a safe work environment, whether in the office or remotely.
If an employer forces a return to office without considering legitimate accommodation needs, they could be in breach of the law.
Purpose-Driven Culture: More Than Marketing
A mission statement on a wall is meaningless if the lived experience contradicts it. If a company claims to value employee well-being but allows excessive overtime, ignores harassment complaints, or punishes those who speak up, it risks not just disengagement, but legal claims.
A truly purpose-driven workplace is one where policies, management practices, and leadership behaviour align with stated values.
What Employers Should Take Away
The “workplace reset” is an opportunity to rethink, not resist. Employers who fail to adapt may see higher turnover, lower engagement, and are at greater risk of employment disputes. Those who embrace flexibility and purpose may not only attract top talent but also reduce legal exposure by proactively addressing workplace issues before they escalate.
What Employees Should Know
Communicating workplace needs clearly and respectfully to an employer is the first step in attempting to align an employee’s needs with that of the employer. Caring for people and profit can go hand in hand.
The bottom line: The workplace is changing. The law is evolving alongside it. Both employers and employees benefit when flexibility and purpose are built into the foundation of work.
If you have questions about your workplace rights or obligations in this new era, contact Kent Employment Law today to discuss your situation and next steps.
