The Q&A Guide to
Ontario’s Pay Equity Act

Download: The Q&A Guide to Ontario's Pay Equity Act

Disclaimer: This resource is for information only, and is intended to assist employers in complying with the Pay Equity Act. It is not to be construed or considered as legal advice, nor warranted to be complete and accurate, and may be amended without notice. It does not restrict Review Officers of the Pay Equity Office in their interpretation and determination of matters under the Act.

2.6 What is Pay Equity NOT about?

Evaluating individual employees or their performance on the job
Internal equity or fairness in pay among all job classes and individual employees
Comparisons between two different female job classes (for example, receptionist and secretary) or two different male job classes (for example, mechanic and welder)
Comparisons of female and male job classes between different employers
Setting wages according to market rates of pay
Women and men in male job classes or gender neutral job classes (these individuals have no entitlement under the Act)
“Equal pay for equal (same) work” which means that if a man and a woman are doing substantially the same work, for example, a sales job in a department store, they must receive the same pay. Equal pay for equal work falls under Ontario’s Employment Standards Act, 2000.