2025 pay equity: Year in review
2025 saw a significant ramp-up in meetings and decisions focused on creating a single pay equity plan for the core public administration and the RCMP.
Core public administration
Early in the year, the work was broken down into key phases and assigned to specialized subcommittees, which will submit their work to the pay equity committee (PEC) for final approval.
Most of the work so far has gone into determining job classes by gender predominance. Fewer than one hundred job classes are left to categorize. The sheer size of the organization, plus the legislation’s requirement to treat each group and level as a distinct job class, has made this a complex and time-consuming process.
At the same time, the value of work subcommittee, with support from the consultant Ernst & Young, has been reviewing initial proposals for the job evaluation tool. This tool will be the foundation for the next major phase of implementing pay equity across the core public administration.
The PEC aims to complete the work of determining the job classes by predominance and finalize the job evaluation tool in 2026. Stay tuned: the next major phase will be collecting the information required to properly evaluate jobs, and we will need your participation! We will keep you updated as we near this important phase.
Royal Canadian Mounted Police
With the support of the consultant Ernst & Young, the pay equity committee reviewed the initial proposals for the job evaluation tool, which will be the foundation for the next major phase of implementation across the RCMP.
The PEC aims to finalize the tool in 2026. Stay tuned: the next major phase will be collecting the information required to properly evaluate your jobs, and we will need your participation! We will keep you updated as we near this important phase.
Library of Parliament
The process remains on hold, awaiting a decision from the pay equity commissioner on several fundamental issues.
CAPE is ready to resume the process as soon as the employer returns to the table, or the commissioner rules. Importantly, the legislation protects all owed wages: any adjustments for members in female-predominant job classes will be paid retroactively with interest accruing since September 2024.
If you have any questions about pay equity, please contact us at equitesalariale-payequity@acep-cape.ca.
