BC pay transparency reports: what employers with 50+ staff need from Workday

November 14, 2026, by Crispin Mwanyumba

From 1 November 2026, every BC employer with 50 or more employees publishes a pay transparency report. Here's what goes into it, and where that data lives in Workday.

Who has to report

BC’s Pay Transparency Act has been phased in by employer size. Reports are due by 1 November each year:

2023: the BC government and the largest Crown corporations
2024: employers with 1,000 or more employees in BC
2025: employers with 300 or more
2026: employers with 50 or more

You count your BC-based employees, on-site or remote, as of 1 January of the reporting year. The BC government expects about 8,500 employers to be covered from this year.

What goes into the report

According to the BC government’s guidance, the report includes:

Employer details: name, mailing address, NAICS code, the 12-month reporting period, and an employee count range (50 to 299, 300 to 999, or 1,000 or more).
Pay data for everyone paid in the period: full-time, part-time, seasonal and temporary alike. That means hours worked, ordinary pay, special salary, overtime hours, overtime pay and bonus pay.
Gender: collected voluntarily, using four categories: man, woman, non-binary, and unknown or prefer not to say. People who don’t answer are still counted, as unknown.
Pay gaps: each category compared with the “man” category. The exact formulas are in the Pay Transparency Regulation.

Two details catch people out:

Bonus pay is broad. It includes profit sharing, performance and productivity bonuses, commissions, referral and signing bonuses, and vested equity.
Small groups must be hidden. Any gender category with fewer than 10 people is suppressed.

The report goes on a public website, not your intranet, and stays there until next year’s report replaces it.

Where the data lives in Workday

Most of what you need is already in Workday. The work is pulling it together the same way every year:

Who counts: workers with a BC work location on 1 January, including remote workers.
Pay and hours: from Workday Payroll, or from the payroll results you load into Workday, for the reporting period.
Overtime and bonuses: mapped from your earning codes. Decide once which codes count as bonus pay and keep the list.
Gender: if you don’t collect gender identity in Workday yet, plan a voluntary self-identification step, with clear wording on why you’re asking and who will see the answers.

Start early

Expect most of the work to go into data clean-up and agreeing which earnings count, not the calculations. Teams that start in the summer have time to fix their data before the November deadline.

We’re building an app that does this inside Workday: a voluntary self-identification step, a frozen snapshot of the year’s data, the calculations, small-group suppression and charts for review. If you report in BC, we’d like to hear how you do it today.

Sources

This is a general summary, not legal advice. Check the official sources linked above, or talk to an employment lawyer, before acting on it.