--- title: Pay transparency is now law in three provinces. Is your business ready? description: Pay transparency laws now apply in BC, Ontario, and PEI. Here’s what’s required, what’s coming next, and how to prepare your business. image: https://blog.payworks.ca/hubfs/BlogArticle_PayTransparency_July7.jpg --- [Skip to main content](https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready#maincontent) [Skip to footer](https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready#footer-en) ![Pay Transparency is the law. Are you ready? ](https://blog.payworks.ca/hubfs/BlogBanner_PayTransparency_July7.jpg) # Pay transparency is now law in three provinces. Is your business ready? Jul 07, 2026 [Resources](https://blog.payworks.ca/tag/resources) ![Payworks](https://blog.payworks.ca/hubfs/Payworks%20February%202019/Images/inTheLoop-ring-150px.png) Payworks Share this article [![Share this on Facebook.](https://blog.payworks.ca/hubfs/Payworks%20February%202019/Images/button.gif)](https://www.facebook.com/sharer/sharer.php?u=https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready) [![Share this on Twitter.](https://blog.payworks.ca/hubfs/Payworks%20February%202019/Images/button.gif)](http://twitter.com/share?text=A%20great%20article%20from%20Payworks!&url=https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready) [![Share this on LinkedIn.](https://blog.payworks.ca/hubfs/Payworks%20February%202019/Images/button.gif)](https://www.linkedin.com/shareArticle?mini=true&url=https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready&title=&summary=&source) **Key Takeaways** As of 2026, three Canadian provinces require employers to include compensation information in public job postings: British Columbia, Ontario, and Prince Edward Island. Each province’s rules differ in scope and detail. This post breaks down what’s required in each, what’s coming next, and how to prepare. **In this post:** 1. [What is pay transparency legislation, and why is it expanding across Canada?](https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready#Q1) 2. [Which provinces require salary disclosure in job postings?](https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready#Q2) 3. [How can you prepare your business for pay transparency compliance?](https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready#Q3) 4. [What’s coming next for pay transparency in Canada?](https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready#Q4) 5. [FAQs](https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready#Q5) --- If you’ve posted a job in British Columbia or Ontario lately, you already know: the days of leaving salary off a job ad are over. And if you’re hiring in Prince Edward Island, they’ve been over since 2022. Pay transparency is no longer a single-province experiment. It’s a coast-to-coast movement, and the rules are getting more detailed with each new piece of legislation. For employers operating across multiple provinces, staying compliant means understanding what’s already in force, how the requirements differ, and what to do now so you’re not scrambling later. ## What is pay transparency legislation, and why is it expanding across Canada? Pay transparency laws require employers to include salary or wage information in public job postings. They’re expanding across Canada as provinces move to close gender-based pay gaps, eliminate information asymmetry in hiring, and align with a growing international trend toward compensation disclosure. For many employers, this isn’t only about compliance. It’s an opportunity to build a stronger employer brand and attract better-matched candidates. ## Which provinces currently require salary disclosure in job postings? As of 2026, three provinces have laws requiring employers to include compensation information in publicly advertised job postings: British Columbia (since November 2023), Prince Edward Island (since June 2022), and Ontario (since January 2026). Each province takes a different approach. ### British Columbia BC was the first province to implement comprehensive pay transparency legislation for private-sector employers. Since November 1, 2023, all BC employers must include the expected salary or wage range in any publicly advertised job posting under the [BC Pay Transparency Act](https://www2.gov.bc.ca/gov/content/governments/about-the-bc-government/gender-equity/pay-transparency-in-bc). Employers cannot ask job applicants about what they have been paid by previous employers, and employees are protected from reprisal if they discuss their wages with co-workers. By November 1, 2026, all BC employers with 50 or more BC-based employees (including remote workers) must prepare and publish a [pay transparency report](https://www2.gov.bc.ca/gov/content/governments/about-the-bc-government/gender-equity/preparing-pay-transparency-reports) showing gender-based pay gaps across ordinary pay, overtime pay, and bonus pay. This is the fourth and final phase of BC’s reporting rollout. BC doesn’t specify a maximum range cap the way Ontario does, but the [province’s published guidance](https://www2.gov.bc.ca/gov/content/governments/about-the-bc-government/gender-equity/wage-or-salary-information-on-job-postings) states that salary information should reflect the employer’s reasonable expectation of pay at the time of posting. ### Prince Edward Island PEI was the first Canadian province to require salary disclosure in job postings. Effective June 2022, the PEI Employment Standards Act requires employers to [include the expected pay or a pay range in any publicly advertised posting.](https://www.princeedwardisland.ca/en/information/workforce-advanced-learning-and-population/pay-transparency) PEI also prohibits salary history questions and protects employees who discuss their wages or asks the employer to comply with the pay transparency provisions. ### Ontario [Ontario’s pay transparency requirements](https://www.ontario.ca/document/your-guide-employment-standards-act-0/requirements-related-publicly-advertised-job?mc_cid=90aba82f9f&mc_eid=ed20d0b76d) came into effect on January 1, 2026, with rules applying to employers [with 25 or more employees](https://www.ontario.ca/document/your-guide-employment-standards-act-0/requirements-related-publicly-advertised-job?mc_cid=90aba82f9f&mc_eid=ed20d0b76d#requirements-do-not-apply) who post publicly advertised job postings for positions performed in Ontario. It is important to note, however, that job postings that are open to internal candidates ***only*** are exempt. Every publicly advertised job posting must include either a specific compensation amount or a range of expected compensation. If a range is used, it cannot span more than $50,000 annually. Positions where the expected compensation (or the top of the range) exceeds $200,000 per year are exempt. “Compensation” means wages under the Employment Standards Act: base pay, commissions, and non-discretionary performance bonuses. Ontario’s legislation includes [additional hiring rules](https://www.ontario.ca/document/your-guide-employment-standards-act-0/requirements-related-publicly-advertised-job?mc_cid=90aba82f9f&mc_eid=ed20d0b76d) beyond salary disclosure, including AI disclosure requirements, a [45-day candidate notification obligation](https://blog.payworks.ca/ontario-2026-employment-law-changes-what-employers-need-to-know?hsLang=en-ca), and three-year record retention. To learn how Payworks can help you stay on top of these requirements, [book your no-obligation demo here](https://www.payworks.ca/landing-pages/campaigns/book-a-demo). ## How can you prepare your business for pay transparency compliance? Employers can prepare by auditing their compensation data, updating job posting templates, and centralising their payroll and HR data in a single system. Getting ahead of these requirements is significantly easier than scrambling to catch up. **Step 1: Conduct a compensation audit** Before you can post accurate salary ranges, you need to know what you’re actually paying. A compensation audit helps you understand how your rates compare to the market, identify internal pay equity gaps, and establish defensible ranges for every role. In Ontario, posted ranges [cannot span more than $50,000](https://www.ontario.ca/document/your-guide-employment-standards-act-0/requirements-related-publicly-advertised-job?mc_cid=90aba82f9f&mc_eid=ed20d0b76d) and must reflect actual compensation practice. **Step 2: Update your job posting templates** Standardised templates reduce the risk of inconsistency. Build in fields for compensation range and confirm that “Canadian experience” has been removed from all postings and application forms. If you’re hiring in Ontario and using any automated screening tools, you’ll also need an AI disclosure statement. **Step 3: Centralise your payroll and HR data** The common thread across all of these requirements is clean, consistent, centralised data. Salary ranges that pull from current payroll data are always accurate. Document storage, candidate workflows, and posting records that live in one system are easier to manage, easier to audit, and far less likely to result in something falling through the cracks. ***Payworks pro tip:*** *If you’re a Payworks client, your compensation data already flows from payroll to HR, so the ranges you post reflect what you’re actually paying.* [*Applicant Tracking*](https://www.payworks.ca/solutions/applicant-tracking) *keeps interview dates, stages, and notification status in one view, and your document library stores posting records and policy templates centrally with version control.* ## What’s coming next for pay transparency in Canada? Pay transparency legislation is expected to continue expanding. [Newfoundland and Labrador has passed pay equity and pay transparency legislation](https://www.assembly.nl.ca/legislation/sr/statutes/p03-02.htm#:~:text=(1)%20An%20employer%20shall%20not,personally%20or%20through%20an%20agent.&text=(b)%20an%20employer%20from%20seeking,which%20the%20applicant%20is%20applying.) that is not yet fully in force. [Nova Scotia has introduced partial requirements](https://novascotia.ca/lae/employmentrights/protectingpay.asp), including a ban on salary history questions. New Brunswick introduced the [Pay Transparency Act](https://www.legnb.ca/en/legislation/bills/61/2/24/pay-transparency-act) in March 2026. Several other provinces are expected to follow. Globally, the trend is unmistakable. The EU’s Pay Transparency Directive is rolling out across member states, and many U.S. states now have wage transparency laws. Canadian employers who align their practices now will be ahead of the curve rather than reacting to each new provincial announcement. ## FAQs **Does pay transparency apply to part-time and contract roles?** In Ontario, the rules apply to all publicly advertised job postings for positions performed in Ontario, including part-time, contract, and temporary roles, provided the employer has [25 or more employees](https://www.ontario.ca/laws/regulation/240476). In BC and PEI, the requirements apply to all employers regardless of headcount. **What counts as “compensation” in Ontario?** Under the ESA, “wages” include base pay, commissions, and non-discretionary performance bonuses. Tips, travel allowances, discretionary bonuses, and employer benefit contributions are excluded. **Do internal job postings need salary information?** In Ontario, [internal](https://www.ontario.ca/document/your-guide-employment-standards-act-0/requirements-related-publicly-advertised-job?mc_cid=90aba82f9f&mc_eid=ed20d0b76d#requirements-do-not-apply:~:text=Definitions-,Publicly%20advertised%20job%20posting,-An%20external%20job) [postings](https://www.ontario.ca/laws/regulation/240476) limited to current staff are exempt. The rules apply to publicly advertised job postings. BC and PEI’s requirements similarly apply to publicly advertised positions. **How does an employer ensure compliance with record keeping requirements?** In [Ontario](https://www.ontario.ca/document/your-guide-employment-standards-act-0/requirements-related-publicly-advertised-job?mc_cid=90aba82f9f&mc_eid=ed20d0b76d#requirements-do-not-apply), employers must retain a copy of every publicly advertised job posting and any associated application form, for 3 years after access to the posting by the general public is removed. ## Tools to help you stay on top of pay transparency Payworks [HR](https://www.payworks.ca/solutions/human-resources) and [Applicant Tracking](https://www.payworks.ca/solutions/applicant-tracking) are built to help you stay on top of pay transparency requirements without adding complexity to your day. Compensation data flows directly from payroll, so the ranges you post are always current. Candidate tracking keeps interview dates, stages, and notification status in one view. And your document library stores posting records, disclosure templates, and policies centrally with version control. We’d love to show you how it all comes together. [Book your no-obligation demo here.](https://www.payworks.ca/landing-pages/campaigns/book-a-demo)   Key topics in this article: [Resources](https://blog.payworks.ca/tag/resources)[Business Owner](https://blog.payworks.ca/tag/business-owner)[HR Management](https://blog.payworks.ca/tag/hr-management)[SME](https://blog.payworks.ca/tag/sme)[Legislation](https://blog.payworks.ca/tag/legislation) These articles are produced by Payworks as an information service. They are not intended to substitute professional legal, regulatory, tax, or financial advice. Readers must rely on their own advisors, as applicable, for such advice. [![7 questions every Canadian business should ask their payroll provider](https://blog.payworks.ca/hs-fs/hubfs/Blog%20Sizes-4.png?width=300&name=Blog%20Sizes-4.png)](https://blog.payworks.ca/7-questions-every-canadian-business-should-ask-their-payroll-provider?hsLang=en-ca) [Resources](https://blog.payworks.ca/tag/resources) | August 31, 2026 7 questions every Canadian business should ask their payroll provider Key Takeaways Canadian businesses deserve a payroll exp… [![Alberta HR compliance in 2026: what you need to know](https://blog.payworks.ca/hs-fs/hubfs/BlogBanner_AB_Compliance_Aug4.jpg?width=300&name=BlogBanner_AB_Compliance_Aug4.jpg)](https://blog.payworks.ca/alberta-hr-compliance-in-2026-what-you-need-to-know?hsLang=en-ca) [Resources](https://blog.payworks.ca/tag/resources) | August 04, 2026 Alberta HR compliance in 2026: what you need to know Key Takeaways Alberta employers have a focused but impo… [![National Bank of Canada and Payworks: Built for Canadian Business](https://blog.payworks.ca/hs-fs/hubfs/BlogBanner_NB-PWK_July2026.jpg?width=300&name=BlogBanner_NB-PWK_July2026.jpg)](https://blog.payworks.ca/national-bank-of-canada-and-payworks-built-for-canadian-business?hsLang=en-ca) [Resources](https://blog.payworks.ca/tag/resources) | July 31, 2026 National Bank of Canada and Payworks: Built for Canadian Business Why Are Canadian Businesses Choosing Homegrown Solution… [![CPP2 and QPP2 Explained: What Canadian Employers Need to Know](https://blog.payworks.ca/hs-fs/hubfs/CPP2%20and%20QPP2%20What%20Canadian%20Employers%20Need%20to%20Know%20in%202026.png?width=300&name=CPP2%20and%20QPP2%20What%20Canadian%20Employers%20Need%20to%20Know%20in%202026.png)](https://blog.payworks.ca/cpp2-and-qpp2-explained-what-canadian-employers-need-to-know?hsLang=en-ca) [Resources](https://blog.payworks.ca/tag/resources) | July 21, 2026 CPP2 and QPP2 Explained: What Canadian Employers Need to Know Key Takeaways: As of January 1, 2024, Canadian employer… [![Québec HR compliance in 2026: your guide to what's in effect and what's ahead](https://blog.payworks.ca/hs-fs/hubfs/BlogBanner_QCEmployment_Law_Blog_July14.jpg?width=300&name=BlogBanner_QCEmployment_Law_Blog_July14.jpg)](https://blog.payworks.ca/quebec-hr-compliance-in-2026-your-guide-to-whats-in-effect-and-whats-ahead?hsLang=en-ca) [Resources](https://blog.payworks.ca/tag/resources) | July 10, 2026 Québec HR compliance in 2026: your guide to what's in effect and what's … Key Takeaways Québec employers are navigating one of th… [![Pay transparency is now law in three provinces. Is your business ready?](https://blog.payworks.ca/hs-fs/hubfs/BlogBanner_PayTransparency_July7.jpg?width=300&name=BlogBanner_PayTransparency_July7.jpg)](https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready) [Resources](https://blog.payworks.ca/tag/resources) | July 07, 2026 Pay transparency is now law in three provinces. Is your business ready? Key Takeaways [![Is your B.C. care home’s payroll data ready for the HEABC transition?](https://blog.payworks.ca/hs-fs/hubfs/BlogBanner_BCHomecare_Legisl_June30.jpg?width=300&name=BlogBanner_BCHomecare_Legisl_June30.jpg)](https://blog.payworks.ca/is-your-b.c.-care-homes-payroll-data-ready-for-the-heabc-transition?hsLang=en-ca) [Resources](https://blog.payworks.ca/tag/resources) | June 30, 2026 Is your B.C. care home’s payroll data ready for the HEABC transition? Key Takeaways: Eligible unionized B.C. long-term care (… [![Record of Employment (ROE): The Canadian Employer’s Guide](https://blog.payworks.ca/hs-fs/hubfs/BlogBanner_June25.jpg?width=300&name=BlogBanner_June25.jpg)](https://blog.payworks.ca/everything-you-need-to-know-about-roes?hsLang=en-ca) [Innovation](https://blog.payworks.ca/tag/innovation) | June 12, 2026 Record of Employment (ROE): The Canadian Employer’s Guide Key Takeaways: An ROE provides information on employmen… [![The Canadian 2026 guide to holiday stat pay employee eligibility](https://blog.payworks.ca/hs-fs/hubfs/BlogBanner_Legislation_April14-1.jpg?width=300&name=BlogBanner_Legislation_April14-1.jpg)](https://blog.payworks.ca/the-canadian-2026-guide-to-holiday-stat-pay-employee-eligibility?hsLang=en-ca) [Resources](https://blog.payworks.ca/tag/resources) | June 09, 2026 The Canadian 2026 guide to holiday stat pay employee eligibility Statutory holiday eligibility rules differ across every… [![From reporting to understanding: meet Payworks Analytics](https://blog.payworks.ca/hs-fs/hubfs/BlogBanner_Analytics_Pro_June2026_EN_2x.jpg?width=300&name=BlogBanner_Analytics_Pro_June2026_EN_2x.jpg)](https://blog.payworks.ca/from-reporting-to-understanding-meet-payworks-analytics?hsLang=en-ca) [Innovation](https://blog.payworks.ca/tag/innovation) | June 02, 2026 From reporting to understanding: meet Payworks Analytics Key Takeaways [![What do employers need to know about Québec’s National Holiday?](https://blog.payworks.ca/hs-fs/hubfs/BlogBanner_May24-1.jpg?width=300&name=BlogBanner_May24-1.jpg)](https://blog.payworks.ca/fete-nationale-du-quebec-stat-holiday-legislation?hsLang=en-ca) [Resources](https://blog.payworks.ca/tag/resources) | May 29, 2026 What do employers need to know about Québec’s National Holiday? Key takeaways La fête nationale du Québec (June 24) is … [![No surprises, no hidden fees – just affordable, accurate payroll](https://blog.payworks.ca/hs-fs/hubfs/BlogArticle_Pricing_May26.jpg?width=300&name=BlogArticle_Pricing_May26.jpg)](https://blog.payworks.ca/no-surprises-no-hidden-fees-just-affordable-accurate-payroll?hsLang=en-ca) [Resources](https://blog.payworks.ca/tag/resources) | May 26, 2026 No surprises, no hidden fees – just affordable, accurate payroll Key Takeaways: Payworks offers transparent payroll pric… ![ ](https://blog.payworks.ca/hubfs/Payworks%20Stock%20Photography/Cavan%20-%20Arlee.png) ## Seeing is believing! Curious what better Canadian workforce management looks like in action (and how much time you could reclaim in your day-to-day)? Book a pressure-free, get-to-know you demo today. [REQUEST A DEMO](https://www.payworks.ca/landing-pages/campaigns/book-a-demo) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Payworks", "url" : "https://blog.payworks.ca/author/payworks" }, "dateModified" : "2026-07-07T14:00:01.317Z", "datePublished" : "2026-07-07T14:00:01.000Z", "headline" : "Pay transparency is now law in three provinces. Is your business ready?", "image" : [ "https://blog.payworks.ca/hubfs/BlogArticle_PayTransparency_July7.jpg" ], "mainEntityOfPage" : { "@id" : "https://blog.payworks.ca/pay-transparency-is-now-law-in-three-provinces-is-your-business-ready", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.payworks.ca/hubfs/Payworks.png" }, "name" : "Payworks" } } ```