My signed BC salary is now called a mistake: should I agree to a lower figure?

Clarify what the employer is actually claiming

When an employer says a signed salary was a mistake, identify the precise claim. Is it alleging an error in the original offer or proposing lower pay for future work? Ask which term was supposedly wrong, what record supports that and which pay periods are affected. BC hiring guidance addresses agreed wages and misleading offers; substantial changes are a separate issue. An HR statement and the document’s title do not decide the contract, wage or termination consequences.

Preserve all versions of the agreement and communications

Keep the original offer letter, the signed acceptance, any recruiter emails or messages, the amendment or new document, and your actual pay stubs. Record the date when the lower figure was first proposed and whether the employer described it as a correction of an error or as a new condition for continued employment. Ask for a written explanation of which term is said to be wrong and what documents support that explanation. Do not discard or overwrite the old signed version when a new document arrives; you may need to compare them later to show what was originally accepted.

Separate a proposed change from a claimed overpayment

Ask the employer to provide the proposed new rate, the effective date, and any claimed overpayment calculated by pay period. Compare gross amounts and deductions separately, because a change in salary may affect both. Keep the request to sign a new agreement or repay an alleged overpayment distinct from the wage calculation itself. If the employer says continued work is only possible under the new terms, record that condition accurately. Do not assume that every response from the employer has the same legal effect; a request to correct a payroll error is different from a proposal to change your contract for the future.

Hypothetical illustration: past payment and future change

An employee’s accepted offer states one fixed salary, but a later amendment proposes a lower figure and calls the difference an “overpayment”. The employee keeps both versions and asks whether the employer is seeking repayment for past work, changing future pay, or both. Request the claimed error and each affected pay period. Before signing a disputed amendment, acknowledging a debt or resigning, seek advice on the specific contract and wage consequences. The illustration does not assume the employee must accept the change or is automatically owed severance.

Ask targeted questions to the employer

To move the discussion forward, ask the employer in writing: "Please specify the exact term in the signed offer that you claim was an error, and provide the evidence for that claim. Does the proposed lower rate apply to work already performed or only to future pay periods? If I do not agree to the new rate, what is the effect on my continued employment?" These questions ask the employer to clarify the basis of its position and help you decide whether the issue is a genuine payroll error, a contract dispute, or a proposed change to your employment terms.

Seek BC-specific advice with your complete record

Before signing a new agreement, refusing to sign, or resigning, consult a lawyer or employment standards advisor in British Columbia. Bring the complete record: the original offer, the signed acceptance, all communications about the alleged error, the proposed amendment, and your pay stubs. Ask specifically about contract interpretation, wage recovery for past work, and the consequences of a substantial change. This guide does not tell you to sign, refuse, or quit, and it cannot guarantee a specific compensation amount from the signed figure alone. A professional can assess the strength of the employer's claim and the options available to you.

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