Guidance for preparing pay transparency reports

The Pay Transparency Regulation sets out the requirements for completing pay transparency reports. The Pay Transparency Reporting tool and a guidance document (PDF) have been developed to assist employers in preparing reports using the online tool.

Pay Transparency Reporting Tool

Pay transparency reports must include the following:

• Name of organization
• Mailing address
• Applicable North American Industry Classification 2022 sector code or NAICS code
• Start and end date of the 12-month reporting period (e.g. previous fiscal or calendar year)
• The number of employees located in B.C. as of January 1 of the reporting year, 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 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

For example, see this mock report (PDF, 74KB) created by the Pay Transparency Reporting tool or the B.C. Government’s 2024 report. You can also find other employer reports by searching their publicly accessible websites.

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.