Canadian jurisdictions enacting pay transparency legislation

Provincial legislation on Pay Transparency is expanding across the country.  What this means is that you may (likely) be required to share pay ranges in pubic job postings that could be applied for remotely from anywhere across Canada.  The article below shares more information.

Don’t forget that the Ontario Pay Equity legislation governs all firms over 10 employees in Ontario and must also be complied with. (MORE HERE)

Pay transparency legislation is quickly gathering steam in Canada as provincial governments take steps towards shrinking the gender wage gap.

Prince Edward Island was first to the post with pay transparency provisions in June 2022. While Newfoundland and Labrador’s Pay Equity and Transparency Act received royal assent in November 2022, its pay transparency provisions haven’t been proclaimed into force.

This year, Nova Scotia’s Pay Equity and Pay Transparency Act received first reading on Oct. 27 and Ontario announced plans to require salary ranges in job postings earlier in November. Meanwhile, Manitoba’s new provincial government — which proposed pay transparency laws while in opposition but saw them voted down twice — has recently indicated it will likely reintroduce legislation.

As of Nov. 1, British Columbia employers are required to post expected salaries and wages for publicly advertised job postings. The province released an additional guidance stating that, while job postings don’t need to include information on bonuses, overtime, tips or benefits, the posted salary range must have a specific upper and lower limit.