March 21, 2023
Employers with operations in British Columbia should be aware that on March 7, 2023, the Legislative Assembly introduced Bill 13, the Pay Transparency Act, which will require all employers in the province to include wage or salary ranges on all publicly advertised jobs as of Nov. 1, 2023.
The stated goal of the Act is “to help close the gender pay gap in B.C. – the next step on the path to pay equity.”
The Act would also prohibit employers from asking job applicants about their pay history or otherwise seeking such information from a third party (e.g., the candidate’s current/previous employer), unless the information is publicly available. In addition, employers will not be able to punish employees who disclose their pay to potential job applicants or co-workers.
Under the legislation, employers will gradually be required to publicly post ‘pay transparency 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
Regulations are being developed for the fall that will provide employers with more details about how to report on the pay gap and what information will be required.
Bill 13 is subject to further legislative debate and potential revisions as it progresses through the legislative process. I will continue to monitor its progress and update you as appropriate.
Please contact me with any questions you may have or for assistance working through your staffing matters.