A reminder that the Pay Transparency Act in BC which passed in May 2023 will place additional requirements on BC employers effective November 1, 2023.
Beginning November 1, 2023, all employers in BC must include the expected pay or expected pay range on all publicly advertised job postings.
Additional guidelines provided by the BC government include:
- Only an expected pay rate or pay range needs to be included in the job posting. Additional compensation elements (e.g. bonuses, overtime pay, tips, benefits) do not need to be included.
- The pay information posted cannot include an unspecific minimum or maximum amount. For example, “$20 per hour and up” or “up to $30 per hour” is not permitted, while “$20 – $30 per hour” is permitted.
- Jobs posted by a 3rd party on behalf of an employer in BC must include the pay rate or pay range.
- The requirement applies to jobs advertised in other jurisdictions if the position is open to BC residents and may be filled by someone living in BC working in-person or remotely.
- General recruitment campaigns that do not mention specific job opportunities do not need to include a pay rate or pay range.
A reminder that pay transparency legislation requirements already in effect include:
- Employers cannot ask job applicants about their pay history at other positions.
- Employers cannot dismiss, suspend, demote, discipline, harass or disadvantage an employee for asking their employer about their pay or revealing their pay to another employee or someone applying to work for the employer.
For more information on pay transparency in BC, questions can be emailed to paytransparency@gov.bc.ca.
Posted by Clear HR Consulting on October 24, 2023
