British Columbia’s Pay Transparency Act (S.B.C. 2023, c. 17) (the “Act”) aims to reduce workplace barriers and promote pay equity. A key requirement is the preparation and public release of annual pay transparency reports by certain employers.

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The Act defines reporting employers in two ways: certain public-sector organizations were automatically included when the legislation came into force, while private-sector employers are phased in based on workforce size. The threshold has dropped significantly—from 1,000+ employees in 2024, to 300+ in 2025, and now to 50+ employees in 2026. This expansion means many more BC employers must now comply.

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Reports must be published annually by November 1 and made publicly accessible (typically via a company website). The report generally must disclose gender-based pay differences, including comparisons of mean and median hourly pay, overtime, and bonus compensation across gender categories. The Pay Transparency Regulation, BC Reg 225/2023 includes a detailed overview of everything to be included in the report and the calculation guidance, and the province offers a reporting tool to assist employers through their Business BCeID accounts.

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While there are no direct financial penalties for non-compliance, the government may publicly identify employers who fail to report.

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If your organization may be affected, now is the time to prepare. Contact Jaime Sarophim at KSW Lawyers for guidance on compliance and reporting obligations.