The Government of Canada has announced that the Pay Equity Act<\/em> will come into effect on August 31, 2021. Employers in federally regulated industries will have three years to identify and correct pay disparities within their workplaces.<\/p>\n\n\n\n This pay equity legislation seeks to eliminate the wage gap between men and women in the workplace, aiming for equal pay for work of equal value. Achieving pay equity involves providing the same pay for jobs that are traditionally held by women and jobs that are traditionally held by men.<\/p>\n\n\n\n The legislation introduces a new proactive pay equity regime for federally regulated workplaces with ten or more employees. Employers will need to examine their compensation practices to ensure that they are providing equal pay to men and women doing work of equal value.<\/p>\n\n\n\n A Pay Equity Commissioner will be responsible for the administration, enforcement and education surrounding the legislation. They will also be responsible for dealing with any complaints of discriminatory practice related to pay equity under section 11 of the Canadian Human Rights Act<\/em>. If employers are not in compliance, the Pay Equity Commissioner can levy fines reaching $30,000 for employers with up to 99 staff, and $50,000 for employers with over 99 staff.<\/p>\n\n\n\n Under the legislation, employers must establish and maintain a pay equity plan. The pay equity plan must be established within three years of becoming subject to the Pay Equity Act. <\/em><\/p>\n\n\n\n As part of this plan, employers must:<\/p>\n\n\n\nThe Pay Equity Act<\/em><\/h2>\n\n\n\n
Pay Equity Plan<\/h2>\n\n\n\n