Pro Gestion: Calculating Pay Equity Wage Adjustments

Closing the Wage Gap: Payment Terms and Procedures

Organizations subject to the Pay Equity Act must compare all female- and male-dominated job classes during a pay equity exercise, the establishment of a pay equity program, or the five-year pay equity maintenance evaluation. If the analysis reveals that a female-dominated job class receives lower compensation than a male-dominated job class of comparable value, upward salary adjustments must be granted to the affected female job class. Under no circumstances may employees’ compensation be reduced in order to correct identified pay disparities. Retroactive adjustments may generally be paid in a single (1) lump sum or in up to five (5) installments spread over a period of up to four (4) years, in accordance with the applicable provisions.

Pay Equity Wage Adjustment Support | Pro Gestion

Our CPHR-certified pay equity consultants support covered organizations in understanding their obligations under the Pay Equity Act and in implementing compliant pay equity exercises, programs, maintenance evaluations, and DEMES filings within the prescribed deadlines. We guide you through job evaluations and salary adjustments to ensure equal pay for work of equal value, providing clarity, compliance, and peace of mind.

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