Compensation and pay equity
Pay that is fair, competitive and defensible, and compliant with Québec’s Pay Equity Act.
Book a consultationPay is often the first source of tension in a growing organization: gaps that are hard to explain, scales built case by case, and the challenge of staying competitive without unbalancing payroll.
We help you build a clear, defensible pay structure and meet your pay equity obligations, from the initial exercise to the maintenance evaluation.
Who it is for
- Employers with 10 or more employees subject to the Pay Equity Act
- Companies reviewing pay scales after growth or a reorganization
- Leadership teams that want to benchmark against the market to attract and retain talent
Frequently asked questions
Is my company subject to the Pay Equity Act?
In Québec, companies with an average of 10 or more employees are covered by the Pay Equity Act. Obligations vary with company size. We review your situation with you in the first meeting.
What is a pay equity maintenance evaluation?
After the initial exercise, employers must evaluate every five years whether pay equity has been maintained, then post the results. A reorganization, new jobs or a new salary scale can create gaps that need to be corrected.
How long does a pay equity exercise take?
It depends on the number of job classes and the quality of your existing documentation. We set a realistic schedule from the start and support you through to the posting.
Can you help us build our salary scales?
Yes. We analyze your jobs, benchmark your pay against the market and propose a clear structure that is practical and fits your budget.
Download our free 2026-2027 HR guide for SMBs
Obligations by company size, recent OHS changes and about twenty best practices (in French).
Let’s talk about your situation.
A first one-hour exploratory meeting, free and confidential, by video conference with Raphaël Izzar, CRHA.