Ontario Pay Equity
What is the Ontario Pay Equity Act?
The Ontario government passed the Pay Equity Act in 1987. The Act outlines the minimum requirements for all applicable Ontario employers to follow established compensation practices that ensure pay equity for all employees in comparable jobs. The Act applies to unionized and non-union employers with 10 or more employees at any time since the Act’s inception.
The HRWise Pay Equity Plan
A Unique Approach to Fairness in the Workplace. HRWise is redefining the standard with its unique Pay Equity Plan. We ensure that your company not only meets the requirements of the Pay Equity Act but excels in creating a fair and equitable workplace. Here’s how we stand out:
Innovative determination of job classes
Understanding the specific roles and challenges within your industry leads to a more accurate and relevant classification.
Thorough development of job content
Our team works diligently to create complete and accurate job content, essential for truly understanding each role and ensuring fair evaluation.
Gender-neutral objective job evaluation
We use our advanced comparison system to ensure a balanced and fair assessment of all roles, setting new standards for unbiased and equitable job evaluations.
In-depth pay equity analysis
Our comprehensive approach thoroughly evaluates pay structures across all job classes, using advanced methods to identify and address any disparities, ensuring a fair and equitable pay system.
Strategic and practical adjustment determination
When pay inequities are identified, we implement strategic and practical solutions aimed at long-term equity, aligning with your company’s growth and ethical standards.
Transparent plan communication
We prioritize transparency, openly sharing and clearly communicating the final Pay Equity Plan, demonstrating your commitment to equity, integrity, and fairness.
With the HRWise Pay Equity Plan, you’re not just complying with regulations; you’re actively promoting a more equitable and fairer workplace. Let us guide you in making pay equity a reality in your organization.
Why is pay equity compliance important?
Pay Equity Legislation is in place to establish pay equity between comparable male and female job classes. Employers to which the Act applies have legal compliance obligations to implement a Pay Equity Plan. We recommend a proactive approach to creating a plan so you can demonstrate compliance in the event of an investigation by a pay equity officer.
What does pay equity compliance mean to me as an employer?
The Pay Equity Commission has been proactive in ensuring that all applicable organizations comply with the legislation. Although it’s not unusual for employers to be unknowingly in violation of the Pay Equity Act, there is no defense for non-compliance. It’s crucial to implement a Pay Equity Plan and regularly maintain it for ongoing compliance in the event of changes to or additions of jobs.
Maintenance of a Pay Equity Plan Involves:
Many businesses may have created a Pay Equity Plan years ago but have not fulfilled the obligation to maintain it periodically. Our maintenance plan helps you stay compliant with the Act by:
Reviewing new jobs as they are created to ensure appropriate wage rates
Regularly review any jobs for changed circumstances and re-evaluate them
Revise your Pay Equity Plan and publish a Pay Equity Maintenance Plan on a regular basis
Industries Served
PUBLIC SECTOR EMPLOYERS (Union and Non-Union Plans)Hospitals
Universities and Colleges
Community Service Organizations
Proxy Pay Equity Employers
PRIVATE SECTOR EMPLOYERS
Mining
Theatres
Waste Management
Manufacturing
- Biotechnology
- Consumer Goods
- Cosmetics
- Electronics
- Food
Professional Services
- Employment Services
- Technology Services
- Insurance Services
- Professional Associations
- Property Management
Retail
- Restaurants
- Clothing
Let's Connect
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