For over 20 years, we have been providing expert and seasoned consultancy across a wide range of HR matters, including Pay Equity. Our extensive experience and proven record of success have established us as one of Quebec’s leading pay equity consulting firms
We work with companies seeking to achieve compliance with the Quebec, Ontario or federal Pay Equity Act. Our team develops, implements, and maintains comprehensive Pay Equity Plans designed to help organizations meet and sustain full Pay Equity compliance.
Empowering fair pay for every workplace in Quebec.
Building equality through compliance and transparency.
Employers in Ontario’s public and private sectors with ten or more employees are required to comply with the Ontario Pay Equity Act.
The federal Pay Equity Act came into effect on August 31, 2021, to ensure fair compensation practices across federally regulated workplaces in both the public and private sectors. The Act requires organizations with 10 or more employees to provide equal pay for work of equal value, regardless of gender. It is further reinforced by the federal Pay Equity Regulations, which guide employers in meeting these requirements.
Pay Equity Legislation is designed to ensure equitable compensation between comparable male and female job classes. Employers covered by the Act are required to develop a Pay Equity Plan in accordance with the specific guidelines set out in the legislation. In some cases, organizations must also establish Pay Equity Committees. We strongly recommend preparing your plan in advance to stay compliant and ready in case of an investigation initiated by a pay equity officer following a complaint.
Employers with an average of 10 or more employees during the year preceding the implementation of the Act are required to post their Pay Equity Plans within three years of its effective date (by August 31, 2024). Employers who became subject to the Act after August 31, 2021, must publish their finalized Pay Equity Plan no later than the third anniversary of the date the Act first applied to them.
Under the Act, employers are responsible for proactively reviewing and analyzing their compensation practices to ensure fairness and full compliance with legislative requirements. Once your organization becomes subject to the Act, non-compliance is not defensible. The most effective way to achieve and maintain compliance is by developing a comprehensive Pay Equity Plan and updating it regularly to reflect any job changes or additions.
Creating a federal Pay Equity Plan is a detailed and time-intensive process involving multiple components. It’s best to begin as early as possible and engage the expertise of MSB Consultants to simplify the design, implementation, and ongoing management of your plan, ensuring a smooth and compliant process.
Didn’t find the information you were looking for? Contact us today to speak with one of our experts.
