Pay transparency laws in Canada: what they say and how to use them
- Rika Sawatsky
- Apr 25
- 2 min read
In a recent video series, I unpacked Canada’s uneven landscape of pay transparency legislation. While these laws have the potential to close persistent gender and racial pay gaps, their effectiveness often depends on how they’re written—and how well you understand your rights under them.
If you’re navigating a job search, reviewing an offer, or helping shape your workplace's compensation practices, here’s a quick breakdown of what you need to know:
🎥 Part 1 – What is pay transparency, and why does it matter?
I started with the basics: defining pay transparency and exploring its role in closing wage gaps. While many jurisdictions have laws on the books, the fine print often matters more than the headlines.
🎥 Part 2 – Public pay ranges on job ads: What the law says (and what it doesn’t)
In British Columbia, Prince Edward Island, and starting in 2026, Ontario, employers will be required to include expected pay or a pay range in job postings.
➡️ Key tip: The posted salary isn’t the limit, so don't be afraid to ask for more!
🎥 Part 3 – The $200K+ exemption in Ontario’s upcoming legislation
Ontario’s new pay transparency law includes an exemption for jobs where either:
the expected salary is over $200,000, or
the top end of the pay range exceeds that threshold (e.g., $151K–$201K)
➡️ What this means for you: If the posting doesn’t include pay, and it’s a high-earning role, you can and should ask for more than $200K—if that’s what your experience and market value support.
🎥 Part 4 – Pay history bans: How to respond if you're asked anyway
Employers in BC and PEI aren’t allowed to ask about your previous salary, based on the logic that past discrimination shouldn’t shape future pay. But employers in other provinces can still ask—and some will.
➡️ Instead of shutting the conversation down with, “You’re not allowed to ask me that,” try redirecting to why you expect your current ask: use salary benchmarks, lived experience, and what you bring to the role today.
🎥 Part 5 – Talking about pay at work: Are you protected?
Pay transparency laws in BC and PEI include anti-reprisal provisions, but you may be protected elsewhere too. Even in provinces without transparency laws, similar protections appear in:
Employment standards (e.g. equal pay for equal work)
Pay equity legislation
Human rights legislation
➡️ If you experience retaliation for asking about or discussing pay, you may have recourse—through your union, HR, or provincial enforcement bodies.
👀 Catch up on all five Shorts in the series here: Watch the full playlist
📌 Coming up next week: I’ll be diving deeper into Ontario’s new job posting requirements and what they mean for workers and employers.
(Related services: employment contract review and negotiation support)
