As we move further into 2025, BC’s Pay Transparency Act continues to reshape how employers manage compensation, providing a stronger foundation for fairness, transparency, and equity in the workplace. While many businesses have already made strides in these areas, the ongoing requirements under the Act challenge organizations to further enhance inclusivity and continue closing pay gaps.
It’s crucial to not only meet compliance but also build a culture of trust and fairness. BC’s updated pay transparency rules offer a significant opportunity for employers to demonstrate leadership in workplace equality while driving positive outcomes for your team and your organization.
Key Updates Based on BC's Pay Transparency Act
1. Annual Pay Reporting
Starting November 1, 2025, employers with 300 or more employees will need to submit annual pay reports to the provincial government. These reports will track gender-based pay gaps and outline steps your company is taking to address them. Employers with 50 or more employees will need to comply by November 1, 2026.
What you can do:
- Start gathering your pay data now and focus on gender-based pay gaps.
- Conduct regular audits to ensure that your compensation practices align with the new transparency standards.
2. Pay Transparency During Hiring and Promotions
As part of the new transparency obligations, employers must provide salary information during the hiring and promotion process. By making compensation upfront and transparent, we help ensure that decisions around pay are based on qualifications and performance rather than hidden biases.
What you can do:
- Be clear about salary expectations with candidates during the hiring process, and with employees when discussing promotions.
- Foster a culture of openness and fairness where pay transparency is part of your organizational values.
3. Audit Your Pay Practices
As BC’s new Pay Transparency Act emphasizes transparency and fairness, it’s crucial to take a closer look at your pay practices. Are there disparities in compensation? Are your pay practices based on objective criteria like skills, experience, and performance? Identifying any gaps now will help ensure your organization is ahead of the game.
What you can do:
- Conduct regular audits to ensure fair compensation practices across all roles.
- Create clear criteria for pay increases and promotions that are based on merit and performance.
4. Reminder for Employers
Since 2023, BC’s Pay Transparency Act requires employers with 300 or more employees to include salary ranges in all job postings, both external and internal. This provision helps set clear expectations for job seekers and ensures salary discussions are transparent from the start.
What you can do:
- Ensure salary ranges are included in all job postings and internal promotion opportunities.
- Make sure the salary range reflects actual compensation for the role and isn’t just a placeholder.
Moving Forward: A Commitment to Fairness and Equity
The BC Pay Transparency Act offers a chance to rethink how we approach pay and compensation in the workplace. Employers have the opportunity to lead by example, creating an environment where transparency, fairness, and equity are prioritized.
Additional Resources
- BC Pay Transparency Act Summary
- BC Government: Pay Transparency in BC
- 4 Tips to Communicate Pay Transparency Changes with Your Team
- Framework for Leading Compensation Conversations: BC Pay Transparency Act
Not sure where to begin to meet this year’s Nov 1st deadline?
We make pay transparency compliance simple. Contact us today for expert guidance on meeting your 2025 obligations with confidence.