BC Pay Transparency Act – What You Need to Know
 
Pay transparency is no longer just a buzzword, it’s the law in BC, and it’s changing the way
employers approach compensation. The BC Pay Transparency Act is being rolled out in phases,
with new requirements each year until 2027. While some obligations already apply to all
employers, others like publishing annual pay transparency reports will be phased in based on
company size.
 
For Ridge Meadows Chamber members, understanding what’s required, when it applies, and how
to prepare will make the difference between scrambling for compliance and turning this into an
opportunity to showcase fairness, trust, and strong workplace culture.
 
This update is your straightforward guide to the BC Pay Transparency Act; what it is, why it exists,
who needs to follow it, and when each requirement kicks in. We’ll walk you through the current
rules (including the ones that already apply to all employers), the timeline for future reporting
obligations, and how the reporting process works in practice.
 
You’ll also see real examples of how we’ve helped businesses prepare, plus smart strategies to
turn pay transparency from a compliance headache into a valuable part of your workplace culture
and employer brand.
 
What is it?
The BC Pay Transparency Act is a provincial law designed to address pay gaps and
promote fairness in workplaces by increasing openness around pay practices. It sets
out requirements for employers to disclose pay information in certain contexts and
prohibits actions that punish employees for discussing pay.
 
Who benefits?
Employees benefit from more transparency, which can reduce inequities and
support career decisions. Employers benefit through improved reputation, talent
attraction, and stronger employee engagement.
 
Who is affected?
All BC employers must already follow the rules when it comes to prohibiting pay
secrecy and including pay ranges in job postings. Large employers will have
phased-in requirements to create and post annual Pay Transparency Reports:

• Nov 1, 2023: BC Government & 6 largest Crown corporations;
• Nov 1, 2024: Employers with 1,000+ BC employees;
• Nov 1, 2025: Employers with 300+ BC employees;
• Nov 1, 2026: Employers with 50+ BC employees.

Employee counts are based on January 1 of the reporting year, and include all BC-
based employees, whether on-site or remote.
 
Why was it created?
The BC government’s goal is to close gender and diversity-based pay gaps. By
making pay practices more visible, they aim to encourage equity, attract talent, and
build trust between employers and employees.
 
When and where are we now?
Right now, all BC employers must include pay ranges in publicly advertised job
postings and cannot prevent employees from discussing their pay. The
requirement to publish annual pay transparency reports is being phased in based
on employer size, starting with the BC Government and the largest Crown
corporations.
 
Employee counts are determined as of January 1 each year and include all BC-
based employees, whether they work on-site or remotely. While only the largest
employers are currently reporting, all others should begin preparing now to
ensure they can meet the requirements when their turn comes.
 
How to comply when reporting is required?
When it’s your turn to report, you’ll need to collect gender information from
employees (following BC’s Gender and Sex Data Standard). Gather required pay
and hours data for all employees paid during the reporting year (including salary,
overtime, and bonuses).
 
Use BC’s online Pay Transparency Reporting Tool (optional,
but useful) to prepare the report. And, post the report on a publicly accessible
website, or, if you don’t have one, display it in a visible workplace location.
 
How We’ve Been Helping Our Clients
 
We’re here to help, At SuperHR, we’ve been rolling up our sleeves and working alongside our clients
to make pay transparency simple, strategic, and stress-free. We start by reviewing job postings to ensure they meet every requirement of the Act, so there are no compliance surprises down the road. From there, we develop market-based pay ranges that not only align with the law but also fit seamlessly with each business’s overall strategy.
 
For small businesses, pay transparency can feel overwhelming, but it doesn’t have to be. This is about being open with your team and showing you care about fairness, values that matter to all of us.
 
We’ll be by your side every step of the way, helping you make sense of the rules, avoid surprises, and turn this into something good for your workplace. We are here to cooperate in creating a process that fits any business to their roots, keeping things simple, and building even more trust within your team.
 
We’ve also been helping organizations stay ahead of the curve by conducting internal pay equity audits, identifying and fixing any gaps well before public reporting is on the horizon. Just as importantly, we create clear, thoughtful communication plans so employees understand the process and feel confident
that the approach is fair.
 
Smart Advice to Stay Ahead
The truth is, pay transparency doesn’t need to be a last-minute scramble. We always recommend starting early, well before the legal deadline. That means auditing your pay practices now to spot any gender-based gaps, making sure your HR and payroll systems can capture the data you’ll need, and training your managers so they can confidently and consistently answer employee questions.
 
And don’t forget; sharing your commitment to fairness can be a powerful part of your brand, helping you attract and retain the right talent.
 
About the Author: As an experienced Human Resources Consultant, I’ve spent more than two decades helping businesses simplify HR, foster positive workplaces, and stay on top of changing compliance needs.
Through SuperHR, our specialized team partners with small businesses across British Columbia, Alberta, and Ontario, making HR support friendly, practical, and accessible. We’re proud sponsors of the Ridge Meadows Chamber of Commerce and enthusiastic supporters of the incredible work they do to strengthen our local business community.