PeopleVantage · People & Compliance

PeopleVantage · British Columbia Early access

WorkSafeBC expects written procedures. Pay transparency is now law. Is your paperwork ready?

Answer a few quick questions to see which written policies British Columbia requires of your business, then get each one drafted with your details, kept current in your vault, and acknowledged by your team on their phones.

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Regulators: WorkSafeBC · Pay Transparency Office · Office of the Information and Privacy Commissioner for BC

Free 60-second check

See exactly what British Columbia requires of your business. No email needed.

Count everyone on payroll in BC: full-time, part-time, seasonal and temporary.
Do your workers deal with the public, clients or customers face to face?This affects how WorkSafeBC expects you to assess the risk of violence.
Does anyone work alone or in isolation, where help would not be readily available?For example: a single staff member opening or closing, mobile or field workers, or night shifts.
Do you publicly advertise job openings?Online job boards, your website, social media or print.
Is any of your workplaces rated moderate or high hazard by WorkSafeBC?WorkSafeBC's OHS Regulation (Schedule 3-A) rates every workplace low, moderate or high hazard, the same rating used for first aid. If you're not sure, answer Yes.
Do you run a gas station or a store that is open to the public between 11 p.m. and 6 a.m.?WorkSafeBC has extra rules for staff working alone in late night retail.

What British Columbia Expects

The dates and thresholds that matter.

01

Every Nov 1 (from 2026)

Employers with 50+ employees in BC on January 1 must publish an annual pay transparency report.

02

Since Nov 1, 2023

Every publicly advertised job must show the expected pay or pay range, and you can't ask applicants about their pay history.

03

Every year

WorkSafeBC expects your bullying and harassment policy and procedures to be reviewed annually.

Not every rule applies to every employer. Your answers decide which of these 6 you need.
PeopleVantage · British Columbia

What We Cover

British Columbia requirements we track

Each one is drafted from the legislation, filled in with your details, and kept current.

Bullying & Harassment Policy and Procedures

Workers Compensation Act, s. 21; WorkSafeBC Prevention Policy D3-21-2

Every BC employer must have a policy statement that bullying and harassment won't be tolerated, written procedures for reporting it (including when the employer or a supervisor is the alleged harasser), and procedures for investigating it. Workers and supervisors must be trained on them.

  • Always required.
  • Review the policy and procedures every year.

Occupational Health & Safety Program

Occupational Health and Safety Regulation, ss. 3.1–3.3; Workers Compensation Act, s. 37(2) (committee meetings) and s. 45 (worker representative)

You need a formal written health and safety program, because you have 50 or more workers, or 20 or more with a workplace rated moderate or high hazard. It must include regular inspections, written instructions, incident investigation, records, and periodic management meetings to review health and safety activities and incident trends.

  • Always required; a formal program at 50+ workers, or 20+ workers with a moderate- or high-hazard workplace.
  • Hold health and safety meetings at least monthly. Review the program every year and after any serious incident.

Workplace Violence Risk Assessment & Procedures

Occupational Health and Safety Regulation, ss. 4.27–4.31

Where workers may be at risk of violence, for example when dealing with the public, you must do a risk assessment, put procedures in place to eliminate or minimize the risk, and tell workers about it.

  • Required if workers deal with the public face to face; otherwise recommended.
  • Repeat the risk assessment when the work or workplace changes.

Working Alone or in Isolation Procedure

Occupational Health and Safety Regulation, ss. 4.20.1–4.23

If anyone works alone or in isolation, you must identify the hazards, have a written procedure for regularly checking on their well-being (developed with your health and safety committee or representative, with check intervals set with each worker), and review that procedure at least once a year.

  • Required only if anyone works alone or in isolation.
  • Review at least once a year, or sooner if there is an incident.

Pay Transparency Standard

Pay Transparency Act, SBC 2023, c. 18, ss. 1(3), 2–7; Pay Transparency Regulation, B.C. Reg. 225/2023

Every BC employer must show the expected pay or pay range in public job postings, must not ask applicants about past pay, and must not punish employees for discussing pay. With 50 or more employees in BC on January 1 you must also publish a pay transparency report by November 1 each year, starting in 2026 (on your website, or posted in each workplace if you have none), and ask employees for their gender information, telling them it is voluntary.

  • Always required; annual report section added at 50+ employees.
  • Use it for every posting. Employers with 50+ employees: report every November 1.

Privacy Policy & Privacy Officer Designation

Personal Information Protection Act (BC), ss. 4–5

Private-sector organizations in BC must designate someone responsible for complying with PIPA, and develop and follow privacy policies and practices, including how they handle employee personal information.

  • Always required.
  • Review it whenever you change how you collect or store personal information.

How It Works

From "are we compliant?" to signed, in an afternoon.

No consultants, no binders. Four steps, most of them done for you.

01
Check
Answer a few yes/no questions: headcount, whether you monitor, whether you post jobs. See exactly which documents your province requires, with the section of the law behind each one.
02
Generate
Enter your company details once. Every policy is drafted with your names, contacts and procedures, ready as PDF or editable Word.
03
Sign
Send each employee a private link. They read and sign with a finger on their phone. No app, no account, no password.
04
Stay current
Signed copies and a full audit trail live in your vault. When the law changes, subscribers get updated documents and a list of who needs to re-sign.

Pricing

Pay once, or stay current every month.

Either way you get every required document drafted with your details, a secure vault, and employee signatures on any phone. Prices are before applicable tax.

One province

Policy Kit

C$149 one-time
  • Every required policy for British Columbia, filled in with your company's details
  • Download as PDF and editable Word
  • Your Royson York vault, kept for as long as you have an account
  • Up to 50 employee e-signatures
  • Fix your details and regenerate for 30 days
  • Updates when the law changes
  • Your own contracts for signature
Reserve Early Access
Best value · every province

PeopleVantage Subscription

C$39 per month
  • Everything in the Policy Kit
  • Documents update when the law changes, and you see who needs to re-sign
  • Unlimited employee e-signatures
  • Upload your own contracts and offer letters for signature
  • Every province we cover, for staff in more than one
  • Review reminders before annual and 3-year deadlines
  • Cancel any time, and keep your signed records
Reserve Early Access

Reserve early access for British Columbia

British Columbia templates are with our lawyer for review. Reserve a spot and we'll email you once, when it opens, with a founding-customer price.

Questions

Straight answers.

Is this legal advice?

No. PeopleVantage gives you well-drafted templates and plain-language information about what the law requires. Royson York is not a law firm. For advice about your specific situation, such as a complaint, an investigation or a dismissal, talk to an employment lawyer.

Who wrote these documents?

Royson York drafted every template directly from the legislation and regulator guidance for each province, and we only sell a province once its templates have been reviewed by a licensed lawyer. Each document shows the date the law was last checked.

What happens when the law changes?

Ontario has passed a new "Working for Workers" act every year since 2021. We check for changes every week. When a requirement changes, subscribers' documents are updated in their vault, and we show which employees need to acknowledge the new version. Policy Kit buyers see that an update is available and can upgrade.

Can employees sign on their phones?

Yes. Each employee gets a private link by email. They read the document, draw their signature with a finger, and they're done. No app, account or password. You get a signed PDF with a full audit trail: time, IP address, device and a fingerprint of the exact document they signed.

Are electronic signatures valid?

Ontario's Electronic Commerce Act, 2000, and the electronic transactions laws in British Columbia and Alberta recognize electronic signatures for documents like policy acknowledgments and most employment agreements. A few document types, such as wills and some real estate documents, need a wet signature, and they don't belong here anyway.

Can I edit the documents?

Yes. Download the Word version and make it yours. Your changes are your responsibility, so if you change anything that a law requires, have it checked.

We have staff in more than one province.

The subscription covers every province we support. A Policy Kit covers one province.

Can I cancel?

Yes, from your billing page, at any time. Your vault and signed records stay available to download.

See what British Columbia requires of you.

Four questions, 60 seconds, no email needed.

Start the Free Check