BC Pay Transparency Report Services for Employers with 50+ Employees

We prepare your BC Pay Transparency Report for you.

50+ employees in BC? You have a new reporting requirement.

Starting in 2026, BC employers with 50 or more employees must prepare and publish an annual BC Pay Transparency Report by November 1.

For the November 1, 2026 deadline, the 50-employee threshold is based on the number of employees you had in BC on January 1, 2026.

So, yes, even if you have fewer than 50 employees today, you may still have to report.

Not sure where to start? We can take care of the process for you.

What is a BC Pay Transparency Report?

The report uses payroll information to show differences in compensation between gender groups across your workforce.

It includes prescribed calculations relating to:

• Hourly pay
• Bonus pay
• Overtime pay
• Overtime hours
• Mean and median pay differences
• Representation of gender groups across 4 pay quartiles

The report must then be made publicly available.

You are not publishing individual employee salaries. The report uses combined workforce data and percentages.

We make BC pay transparency reporting easy.

You don’t need an HR department or a compensation expert on staff.

Sienna HR can manage the reporting process from start to finish:

• Confirm whether your business is required to report
• Determine the correct reporting period
• Help you collect the required voluntary gender information
• Tell you exactly what payroll information we need
• Review and organize your payroll data
• Complete the required calculations
• Apply the privacy and small-group reporting rules
• Prepare your BC Pay Transparency Report
• Review the results with you before they become public
• Show you how and where to publish the report

You provide the information. We do the heavy lifting.

What information do employees have to provide?

Employees are given the opportunity to voluntarily identify their gender for the report.

The reporting categories are Man, Woman, Non-binary and Unknown. Employees do not have to provide this information. Employees who choose not to identify are included in the Unknown category.

We can provide the process and employee communication you need to collect this information properly.

What period does the 2026 report cover?

This is where it can get confusing.

For the report due November 1, 2026:

Employee threshold: 50+ BC employees on January 1, 2026

Reporting deadline: November 1, 2026

Pay data: If you choose the previous calendar year as your reporting period, the report analyzes payroll data from January 1 to December 31, 2025.

Different rules can apply if your business uses its most recently completed financial year instead.

We’ll determine the correct reporting period for you.

What if your results don’t look good?

Better to know before you publish them.

The mandatory BC report shows the numbers, but it doesn’t necessarily explain why a pay gap exists.

If your results raise questions, Sienna HR can conduct a separate review to look at factors such as job types, seniority, tenure, hours, bonuses and management representation to help you understand what’s driving the numbers.

Don’t leave it until October.

Before November 1, employee information may need to be collected, payroll data has to be organized, calculations completed, results reviewed and the final report prepared for publication.

Let us take BC Pay Transparency Reporting off your plate.