Can an employer fire an employee because of their political beliefs or opinions expressed on social media? A recent decision from the BC Human Rights Tribunal highlights the importance of understanding human rights protections in the workplace.
In Açar v. Lester B. Pearson College, the Tribunal found that a Vancouver Island school discriminated against a former instructor based on his political beliefs. The decision resulted in an award of $115,000 in lost wages and compensation.
What Happened?
Nazim Açar worked at Lester B. Pearson College for approximately 10 years as a mathematics teacher and houseparent. In January 2020, the school terminated his employment following concerns about his conduct and social media activity, including Facebook posts criticizing Israel.
The matter initially came to the school’s attention after a student complained about a comment Açar allegedly made regarding the student’s potential military service in Israel. An investigation found that the comment violated the school’s respectful community policy. The investigation also raised concerns about Açar’s social media posts.
Although the investigator recommended a further suspension and concluded that Açar could safely return to work, the school ultimately dismissed him.
Açar subsequently filed a human rights complaint.
What Did the Tribunal Decide?
In its October 21, 2026 decision, the BC Human Rights Tribunal found that the school had discriminated against Açar based on his political beliefs.
The Tribunal noted that the school had not established a standard governing teachers’ social media activity and had not attempted to accommodate Açar’s political beliefs before terminating his employment.
The Tribunal awarded Açar:
The Tribunal did not order the school to reinstate Açar, concluding that restoring the employment relationship was not viable.
What Does This Mean for BC Employers?
This decision highlights the importance of carefully considering human rights obligations when making employment decisions involving an employee’s political beliefs or social media activity.
Under Section 13 of the BC Human Rights Code, discrimination in employment is prohibited on specified grounds, including political belief. Employers should consider whether a decision to discipline or dismiss an employee could engage human rights protections.
Employers must also consider the circumstances of each case, including workplace policies, the employees’ conduct, and whether reasonable alternatives to termination are available.
This does not mean that employees are free from workplace rules or that every expression of a political opinion is protected in every circumstance. Rather, employers should avoid making significant employment decisions without carefully considering their legal obligations and the specific facts involved.
Need Advice About a Workplace Dispute?
Employment decisions can have significant consequences for both employers and employees. If you believe you have experienced discrimination at work, or you are an employer facing a workplace dispute involving human rights concerns, understanding your legal options is an important first step.
Contact Davie & Associates to discuss your circumstances and learn more about your legal options.
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