“B.C.’s new pay transparency legislation is an important first step in reducing the persistent gender pay gap in our society by requiring employers to publicly disclose average pay for male and female employees. The legislation will address systemic discrimination in the workplace that holds women back from achieving their true potential and will help ensure fairer compensation across our province, so we remain a competitive and attractive place for citizens and newcomers to settle.”
New pay transparency legislation was introduced March 7, 2023, to help close the gender pay gap in B.C. – the next step on the path to pay equity.
Once the legislation is passed, as of Nov. 1, 2023, all government employers will be required to include wage or salary ranges on all publicly advertised jobs. In addition, as soon as the legislation is in force, B.C. employers will not be able to ask prospective employees for pay history information or punish employees who disclose their pay to co-workers or potential job applicants – actions known to contribute to the gender pay gap.
When the legislation is passed, starting in November 2023, B.C. employers will gradually be required to publicly post reports on their gender pay gap. This requirement is being introduced in stages – by number of employees – to give employers time to prepare, as follows:
Nov. 1, 2023: BC Public Service Agency and Crown corporations with more than 1,000 employees (ICBC, BC Hydro, WorkSafeBC, BC Housing, BC Lottery Corporation and BC Transit).
Nov. 1, 2024: all employers with 1,000 employees or more
Nov. 1, 2025: all employers with 300 employees or more
Nov. 1, 2026: all employers with 50 employees or more
