Pay equity is equal pay for work of equal or comparable value. The Pay Equity Act was made to narrow the portion of the wage gap that exists between women’s and men’s wages that was due to the undervaluing of work traditionally done by women.

The Pay Equity Act has been in force since November 21, 1997.

All private, public and government organizations with ten or more employees must comply with the Act.

A firm that is not in compliance may be forced to make retroactive salary adjustments if there are unexplained differences in wages between women and men in equivalent employment categories.

In terms of pay equity, our consulting firm is able to analyze whether there are wage gaps in relation to predominantly female or male job categories and if the nature of these differences can be explained or, alternatively, whether they should result in salary adjustments.

Our consulting firm has experience in evaluating the compliance status of organizations in both the private and public sectors and we can assist employers in updating and developing pay equity plans for both non-unionized and unionized employee groups.

Some of the pay equity related consulting services we offer :

• Develop pay equity plans for employers who have never done pay equity, new employers or merged employer
• Lead, facilitate or provide advice in pay equity negotiations with unions
• Provide representation during discussions with Pay Equity Review Officers
• Act as an objective third party mediator in compensation, job evaluation or pay equity