Latest updates

Team,

In August, we shared an update about the BC Labour Relations Board’s (BCLRB) decision to certify Unifor as the union at YVR2—without counting employee votes from the 2024 election. As we shared then, we strongly disagree with that decision and have asked the BC Supreme Court to review it. We believe every employee deserves the right to vote—and to have that vote counted—when it comes to union representation.

Since that update, we believe the union has continued to share misleading information about both the certification process and Amazon’s response. While this situation is currently specific to YVR2, we know there’s been some confusion and questions at surrounding sites, so we want to ensure you have the facts.

Legal Process and Why We're Appealing
The union continues to claim that “Amazon has a habit of breaking the law.” That’s not true. Amazon complies with labour laws, and we’re appealing the Board’s decision precisely because we believe YVR2 employees’ voices were not heard. The union was certified without votes being counted or the election outcome announced—something we, and many YVR2 employees, believe is fundamentally unfair.

Union’s ULPs
We also want to update you on our position on the unfair labour practice charges (ULPs) that the union filed related to YVR2. We strongly disagree with the union’s allegations in the ULPs and denied them by filing these briefs with the Board to defend our position and prove we have not acted unlawfully. Specifically, as evidence, we presented various posts by our YVR2 associates expressing their thoughts on the recent certification, which may be viewed here.

Wage Review at YVR2
The union also claimed that YVR2's exclusion from the wage review was intended to punish employees. That’s false. The law generally restricts employers from changing wages or other employment terms for a certain period of time after a union is certified—as they now become subject to the bargaining process. Any future wage changes for YVR2 will now be handled through the bargaining process, which is standard practice under labour law. The union acknowledged this in its own letter, dated July 17, 2025, which stated that Amazon “cannot change the terms and conditions of employment” for the YVR2 associates in the union. We provided the union’s letter to the Board as supportive evidence to our position. For updates regarding YVR2 visit YVR2Facts.ca.

Negotiation vs. Guarantees
It’s important to remember that while unions often make promises—they can’t guarantee outcomes. Only a few terms may be required without negotiations, for example your mandatory payment of union dues, a grievance and arbitration procedure, and a no strike/lockout provision. Most other items are left to negotiate.

Accuracy of Information
The union has accused Amazon of spreading misinformation. We deny this accusation. Our goal is to provide factual, transparent information—not only about what’s happening at YVR2, but also about what it could mean for other sites. If you ever have questions, we encourage you to check official sources like the BC Labour Relations Board website (lrb.bc.ca) or talk to your site leadership or HR (PXT) team.

Our Commitment to You
We remain committed to our direct relationship with you—where we can move fast to address concerns, make improvements, and help you grow your career. Amazon is proud to provide competitive pay, comprehensive benefits, and advancement opportunities from day one.

We’ll continue to keep you informed of developments at our BC sites. In the meantime, if you hear anything that doesn’t sound right—or if you simply want to understand more—we encourage you to speak with your manager, PXT, or any leader.

Thank you for continuing to deliver for our customers and support one another every day.