The pay equity plan must include information related to the employer's pay equity process, including information about the workplace, how the plan was developed and the results of that process.
Information to include in pay equity plans
Use the checklist below to determine if you have all the required information in your pay equity plan.
Make sure your pay equity plan includes:
- the number of plans established and whether the employer is part of a group of employers
- the number of employees the employer, or each employer in the group of employers, has
- whether a pay equity committee has been established and whether it meets the requirements or received authorization for a different composition
- a list of all identified job classes
- a list of all predominantly female and predominantly male job classes
- information on whether a group of job classes was treated as a single predominantly female job class and, if so, a list of job classes that were included in the group, with the job class used to complete the steps of the pay equity plan clearly identified
- a description of the evaluation method used to determine the value of work for any predominantly female and predominantly male job classes and the result of the evaluation.
- a list of any predominantly female or predominantly male job classes for which a factor was excluded from the calculation of compensation, and the reasons why
- the method used to compare any compensation and the results
- a list of each predominantly female job class that requires an increase in compensation, the amount of each increase (in dollars per hour) and how the employer will increase the compensation (for example, by increasing salary)
- the date when the increase in compensation or the first increase is due
- information on dispute resolution procedures available to employees, including timelines
- additional information if the employer or pay equity committee has either chosen or created predominantly male job classes as per the other employer method or the typical job classes method
Multiple pay equity plans
As a rule, employers must establish a single pay equity plan for all of their employees, no matter the branch, division or region in which they may work. This means that employers must have:
- a single pay equity committee
- a single method to value the work across all job classes
Establishing multiple pay equity plans is an exception to the rule. It also means that a pay equity committee must be constituted for each of the pay equity plans.
The Pay Equity Commissioner will only approve applications for establishing multiple plans where their use is appropriate and consistent with the purpose of the Act.
In addition, it is essential that enough predominantly male job classes be identified for each pay equity plan. This criterion must be met to ensure a comprehensive and robust comparison of compensation across job classes.
Before you make an application, please read our guidance on multiple plans to obtain more information about the persons entitled to apply, the factors considered by the Pay Equity Commissioner and the timeline to make an application.
If you wish to file an application, you can do so through the Pay Equity Portal.
To learn more about the process, you can refer to Authorization Requests and Decisions of the Pay Equity Commissioner.