BC’s Pay Transparency Act requires employers to disclose salary information in public job postings, prohibits most questions about an applicant’s previous pay and protects employees who discuss their wages.
The law applies to provincially regulated workplaces across British Columbia and is intended to improve pay transparency and reduce workplace pay gaps.
? BC Pay Transparency Rules: Employers must include pay information in public job postings, can’t ask about your previous salary except in limited circumstances, and can’t punish you for discussing your pay. Starting in 2026, employers with 50 or more BC employees must also prepare annual pay transparency reports.
On This Page
- What Does the Law Require?
- Salary in Job Postings
- Previous Salary Questions
- Discussing Your Pay
- 2026 Reporting Rules
- Employer Violations
- Frequently Asked Questions
What Does BC’s Pay Transparency Act Require?
The BC Pay Transparency Act became law on May 11, 2023. Its main protections include:
- Salary disclosure: Public job postings must include the expected wage, salary or pay range.
- Pay history: Employers can’t ask applicants about their previous wages, except where that information is publicly available.
- Pay discussions: Employees are protected from retaliation for discussing their wages.
- Employer reporting: Employers meeting the size threshold must prepare and publish annual reports on pay differences.
The salary disclosure, pay history and anti-retaliation rules apply regardless of company size. The annual reporting requirement applies to larger employers.
Do Job Postings in BC Have to Include a Salary?
Yes. Since November 1, 2023, provincially regulated employers must include the expected pay or pay range in publicly advertised job postings.
For example:
- Allowed: $25 per hour
- Allowed: $50,000–$65,000 per year
- Not sufficient: Up to $65,000 per year
- Not sufficient: Competitive salary
If an employer advertises a pay range, it must include both a minimum and maximum amount. The range should reflect the employer’s reasonable expectation of pay.
Employers aren’t required to list bonuses, commissions, benefits or overtime pay in the posting.
These rules also cover jobs advertised through third-party recruitment websites and remote positions open to BC residents. Positions that aren’t publicly advertised don’t require a published salary range.
Can an Employer Ask About Your Previous Salary in BC?
No. Employers can’t ask job applicants what they earned at previous jobs, unless that pay information is publicly available.
This includes asking you directly or seeking the information through another person.
However, employers can ask about your salary expectations. You can also voluntarily share your previous salary.
The purpose is to prevent past pay differences from following employees into new jobs.
Can You Discuss Your Salary With Coworkers in BC?
Yes. Your employer can’t punish you for discussing your own pay with coworkers or job applicants.
The Act also protects employees who ask about their pay, request information about pay transparency reports or raise concerns about an employer’s compliance.
Employers can’t respond by firing, demoting, disciplining, harassing or otherwise disadvantaging an employee.
⚠️ Punished for Discussing Pay? If your employer cuts your hours, demotes you or fires you after you discuss your wages, you can have legal rights. Don’t resign or accept major workplace changes before getting advice.
Learn more about workplace reprisal in BC.
BC Pay Transparency Reporting Requirements for 2026
Beginning in 2026, provincially regulated employers with 50 or more employees in BC must prepare annual pay transparency reports.
The reporting requirements have expanded in stages:
| Reporting Year | Employers Required to Report |
|---|---|
| 2024 | 1,000 or more BC employees |
| 2025 | 300 or more BC employees |
| 2026 onward | 50 or more BC employees |
Employers use their BC employee count on January 1 of the reporting year to determine whether they must report.
The annual deadline is November 1. Employers must publish their completed reports on a publicly accessible website as soon as practicable.
These reports summarize pay differences across employee groups, including differences based on gender. They aren’t lists of individual employees’ salaries.
Employees can voluntarily provide demographic information for reporting purposes.
What if Your Employer Violates the Pay Transparency Act in BC?
If your employer doesn’t disclose salary information, asks prohibited pay-history questions or retaliates against you for discussing wages, you can report concerns to BC’s Director of Pay Transparency.
Keep copies of relevant job postings, emails, messages or records of workplace discipline.
If you’ve experienced discrimination, you can also have rights under the BC Human Rights Code.
A significant pay cut, demotion or other major unwanted change can also create constructive dismissal rights.
BC Pay Transparency Act: Frequently Asked Questions
Do Small Businesses Have to Post Salary Ranges in BC?
Yes. The salary disclosure requirement applies to provincially regulated employers of all sizes. The 50-employee threshold applies to annual pay transparency reporting, not job postings.
Can Employers Offer More Than the Posted Salary Range?
Yes. Employers and applicants can negotiate compensation above the advertised range.
Can Your Employer Stop You From Talking About Your Salary?
No. The Act protects employees who disclose their own pay to coworkers or applicants. Employers can’t retaliate against employees for exercising these rights.
Does the Pay Transparency Act Require Everyone to Receive Equal Pay?
No. The Act creates transparency requirements, but doesn’t require every employee in the same position to earn exactly the same amount. Pay discrimination can be unlawful under the BC Human Rights Code.
When Are BC Pay Transparency Reports Due in 2026?
November 1, 2026. Provincially regulated employers with 50 or more BC employees as of January 1, 2026 must prepare a report and publish it as soon as practicable.
Know Your Pay and Employment Rights in BC
BC’s Pay Transparency Act protects employees who discuss wages and helps job applicants understand salary expectations before accepting a position.
If your employer has fired, demoted or pressured you to leave after a workplace pay dispute, the BC employment lawyers at Samfiru Tumarkin LLP can help you understand your employment rights.
If you’ve been wrongfully or constructively dismissed, your severance pay in BC could reach up to 24 months’ pay.
Before you sign, always check first.
➡️ Get a Consultation or call 1-855-821-5900.