The Public Sector Equitable Compensation Act

The Public Sector Equitable Compensation Act reaffirms the Government of Canada's commitment to the principle of equal pay for work of equal value. It sets out a new, more proactive and timely regime to address issues of equitable compensation, and builds on the positive momentum women have in the Public Service. Further, the Act ensures fair and objective recourse. Once the Act is in force, employees can file complaints with an independent, neutral third party, the Public Service Labour Relations Board.

The legislation applies to the Treasury Board of Canada as employer for departments and agencies listed in Schedule I and IV of the Financial Administration Act, separate agencies as employers for departments and agencies listed in Schedule V of the Act, the Royal Canadian Mounted Police and the Canadian Forces.

For unionized employees, the Act makes employers and bargaining agents jointly accountable through the collective bargaining process for ensuring that compensation is equitable. Each and every time a collective agreement is negotiated, the employer and the bargaining agent will be required to report on how they intend to address equitable compensation matters. For non-unionized employees, employers alone will be responsible for ensuring equitable compensation and preparing equitable compensation reports proactively.

Consultations with stakeholders on the development of regulations for the Public Sector Equitable Compensation Act have already begun and are scheduled to end in 2011. The Act will come into effect on a date to be fixed by Order in Council, targeted for fall 2011. Ongoing updates on the implementation of the Public Sector Equitable Compensation Act will be posted on this website.

Fact Sheet: Compensation of Women and Men in the Public Service