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.

8.6 How do employers deal with new female job classes?

When a new female job class is created, it should be described, valued and compared using the gender neutral job comparison system or tool that was previously used to implement pay equity so that the new class is paid as much as their male comparator from the start.

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

1 About this Publication

2 Overview

3 Guiding Principles for Interpreting the Pay Equity Act

4 Summary of Requirements

5 What are the Compliance Deadlines?

6 Definitions

7 Part I Requirements for Achieving Pay Equity

8 Part I Requirement to Maintain Pay Equity

9 Part II Requirements for Implementing Pay Equity for Certain Employers/Unions

10 Pay Equity in Unionized Workplaces

11 Proxy Comparison Method

12 Pay Equity Commission

13 Enforcement and Complaints

14 Monitoring Programs

15 Glossary

16 Appendix

8.6 How do employers deal with new female job classes?

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

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