What’s New with the Pay Transparency Act? 

Starting November 1^st, BC’s Pay Transparency Act (PTA) will require employers to disclose expected salary or wage information for public job postings. Why?

The PTA aims to close the gender pay gap by tackling gender discrimination systematized through the workplace. In the coming years, certain employers will be required to create and share pay transparency reports for the public to access.

How Employers and HR Professionals can Prepare

How can you as an employer or HR professional prepare?

• Revise job posting templates to specify the expected salary or wage for a position. Note: This is very important for employers who plan to hire on or shortly after November 1, 2023.
• Do not ask job candidates about the salaries or wages that they have earned at previous jobs.
• Begin researching data on pay rates for pay transparency reports.
• Stay tuned for updates on pay transparency report requirements for employers with less than 50 employees.

For more information, check out Government of British Columbia, the Cooperwilliams Truman LLP Employment Law Bulletin, and Lawson Lundell LLP.

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Minimum Wage Takes a Leap!

On June 1st, BC’s new minimum wage comes into effect. This will mean a 6.9% (+ $1.10) increase for those currently earning $15.65 per hour. So, what does this mean for you as an employer or HR practitioner?

What This Means for You

Well, it means that a few important things should be considered:

Time to do some checking:

• Make sure your team members who are earning less than $16.75/hour are scheduled to receive the increased wage on June 1st.
• Review your current salaries and ensure that no one is falling below the new minimum hourly wage rate.

Consider the impact on the rest of your team:

• Review if there should be adjustments to salaries that are close to the new hourly rate – is there an opportunity to adjust?
• Revisit your total compensation philosophy and your rewards offerings. Could they use a refresh?
• Revisit your job descriptions and postings to clarify the skills and experience required for the role. Are we asking for skills, experience, and education that is not a requirement for the role? If so, how might this show up at the negotiation process of the recruitment journey?
• For those who are not receiving an increase, think about ways to appreciate their contributions – annual bonus considerations, recognition activities such as communications, team building exercises, and more.

Brought to you by Emily Lord and Amy Saini.

The post BC’s Minimum Wage is Increasing: What Employers Need to Know appeared first on HR West Consulting - Elevating Success.