Guidance for preparing pay transparency reports

The Pay Transparency Regulation sets out the requirements for completing pay transparency reports. An online reporting tool is in development to assist employers in preparing the reports.

Pay transparency reports must include the following:

• Name of organization
• Mailing address
• Applicable North American Industry Classification 2022 sector code or NAICS code
• Dates on which the reporting period began and ended
• The number of employees as of January 1, reported as within one of the following ranges:
  • 50 to 299 employees
  • 300 to 999 employees
  • 1000 or more employees
• The gender category that is being compared with (e.g. men)
• The results of the pay gap calculations

The following data should be included in the calculations (please view this document (PDF, 235KB) for details):

• Salary (ordinary pay), excluding any bonus pay and overtime pay, received in the reporting period
• Number of hours worked that can be attributed to the salary
• Bonus pay received in the reporting period
• Overtime pay received in the reporting period
• Number of overtime hours worked that can be attributed to the overtime pay

As an example, see this mock report (PDF, 506KB) or see the reports completed by 2023 reporting employers:

• BC Government (PDF)
• BC Housing (PDF)
• BC Hydro (PDF)
• BC Lottery Corporation (PDF)
• BC Transit (PDF)
• ICBC (PDF)
• WorkSafe BC

Collecting Employee Information

Reasonable efforts must be made to collect gender information from employees. This collection should include a notice to employees that the collection of gender information is for the purpose of preparing a pay transparency report. Gender information used in this analysis must be voluntarily provided by employees. If an employee chooses not to provide their gender information for the purpose of preparing the pay gap report, their pay information will still be used to prepare the report and their gender will be marked as unknown (in accordance with B.C.’s Gender and Sex Data standard).

It is recommended that B.C.’s Gender and Sex Data Standard (PDF, 192KB) be used when collecting employee information. When people can self-identify their gender, employers can engage with them in an inclusive, safe and respectful way. Gender is how a person identifies as being a boy/man, girl/woman, a blend of both or neither.

Please see Gender and Sex Data Standard Guidelines (PDF, 384KB) for help using the standard.

Employers are responsible for collecting and managing personal information in compliance with their obligations under the Freedom of Information and Protection of Privacy Act or the Personal Information Protection Act.