Heads up, people of British Columbia! As of May 11, 2023, we’ve got a shiny new law in town – the Pay Transparency Act. This law’s mission? To close the wage gap and promote pay equity. So, let’s break down what this means for employers and employees.
Firstly, job ads need to state the offered salary or wage upfront. No more awkward “so, what’s the pay?” conversations during interviews. Also, employers are now officially banned from digging up your past salary history.
Secondly, the new law has a strict “No Gag Rule” policy. If you want to chat about your pay with a co-worker or ask your boss about a pay transparency report, you’re free to do so without fear of reprisal. Employers can’t punish employees for discussing wages or requesting compliance with the Act.
Now, let’s talk about the paperwork. Starting from November 1, 2023, employers will need to publish annual pay transparency reports. The bigger the company, the sooner they have to start reporting. By 2026, all companies with more than 50 employees will need to have their reports readily available.
What goes into these reports? Well, that’s still being hashed out, but it will likely include gender and diversity information. Employers will need to ask their staff for this info, but it’s completely voluntary – you can absolutely say no.
Once the report is ready, it should be posted on the company’s website. If there’s no website, it should be made available to employees and the public.
So, if you’re an employer in BC, make sure you get familiar with this Act and update your hiring practices accordingly. You wouldn’t want to be caught on the wrong side of the law!
Remember, this is just an overview. For professional legal advice, contact one of our lawyers!
This article was prepared for informational purposes only and does not constitute legal advice. If you have any questions on how the Act impacts your business, please contact Jasmine Tsang or your Forward Law lawyer.
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