---
title: 'BC Pay Transparency Act: 50+ Staff, 1 November 2026'
description: BC's 1 November reporting guidance covers provincially regulated employers
  with 50+ BC employees on 1 January 2026. Keep the report and a dated posting record.
source: Duty Room
source_url: https://dutyroom.com
published_on: '2026-10-14'
updated_on: '2026-10-08'
market: ca
submarket: bc
sectors:
- all
canonical_url: https://dutyroom.com/ca/bc/alerts/bc-pay-transparency-reports-50-employees
---

# BC Pay Transparency Act: 50+ Staff, 1 November 2026

BC's 1 November reporting guidance covers provincially regulated employers with 50+ BC employees on 1 January 2026. Keep the report and a dated posting record.

The province tells provincially regulated businesses with 50 or more employees working in BC on 1 January 2026 to prepare a [pay transparency report](https://www2.gov.bc.ca/gov/content/governments/about-the-bc-government/gender-equity/preparing-pay-transparency-reports) by 1 November 2026.
This is the first reporting year for the 50–299 employee band.

The [province's guidance](https://www2.gov.bc.ca/gov/content/governments/about-the-bc-government/gender-equity/preparing-pay-transparency-reports) includes BC-based remote staff in that January count.
Ask PayTransparency@gov.bc.ca if seasonal staffing makes your count uncertain.

## Prepare the report

Choose a [12-month reporting period](https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/225_2023): your most recently completed financial year or the previous calendar year, 2025.
Include every employee paid during that period in the calculations, including part-time and seasonal staff.
That calculation rule covers a different period from the January threshold count.

You must make reasonable efforts to collect each employee's gender category in your first reporting year and tell staff that disclosure is voluntary.
Use Unknown for employees who decline to answer.

The province's Reporting Tool is optional, provided your published report includes all required information.
Follow the [Regulation's calculation and privacy rules](https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/225_2023) if you prepare the report yourself.

The tool needs a Business BCeID; its activation code may arrive by letter mail.
BCeID delays don't extend the deadline.
You must still publish or post the report after finalizing it in the tool.

## Where must you post it?

You must [publish the completed report](https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/23018) as soon as practicable on a publicly accessible website maintained by you or on your behalf.
An internal staff site doesn't qualify.

If you have no public website, you must put a copy in at least one conspicuous place in each workplace and give a copy to any member of the public who requests one, as soon as practicable after completion.
Keep the report available until you make a new report available.

For example, a restaurant business without a public website that operates two restaurants must display its report at both.

## What to keep

Keep the final report, its reporting period and a dated copy of the message that told employees disclosure was voluntary.
Keep the payroll list behind your 1 January headcount; our [ESB violations report](https://dutyroom.com/ca/bc/reports/esb-violations-report) examines what happens when payroll records are missing.
If you publish online, save the public URL, a dated screenshot and the dates you checked that the report was still available.
If you post it at each workplace, keep a dated photo from each one.
Duty Room [keeps these records organized and dated by site](https://dutyroom.com/ca/bc/employment-compliance).

---

Published by [Duty Room](https://dutyroom.com/ca/bc/), software for organizing, tracking, and evidencing operational compliance.