Navigating the Future: Implications of Pay Equity Legislation for HR Professionals in Alberta, Northwest Territories, and Nunavut
Authors
: The Calgary Chapter Committee
March 8, 2024, is International Women’s Day (IWD). "The Government of Canada's theme for 2024 is Invest in women: Accelerate progress. It’s a call to action and a reminder that gender equality is one of the most effective ways to build healthier, more prosperous, and more inclusive communities."
As organizations respond to the changing demands of Diversity, Equity, and Inclusion (DEI) requirements, a crucial component is the examination and adjustment of pay equity. This holds particular significance for HR professionals in Alberta, Northwest Territories, and Nunavut. In anticipation of potential implications associated with adopting British Columbia's progressive approach, this blog delves into essential concepts, recent legislative changes, and offers insights to guide through this potential shift.
Before delving into the specifics, it’s essential to clarify the scope of this discussion. To comprehend these implications fully, we’ll first distinguish between pay equity and equal pay for equal work.
Pay Equity vs. Equal Pay for Equal Work
Pay equity goes beyond the principle of equal pay for equal work. While the latter ensures that employees receive the same pay for the same job, pay equity aims to address wage gaps that may arise from historically undervalued roles regardless of gender. It involves comparing the value of different jobs and adjusting compensation to ensure fair remuneration.
Recent Legislation Across Canada
To contextualize the potential changes in Alberta, it’s imperative to highlight recent pay equity legislation in other provinces. We’ll specifically explore developments in Ontario and British Columbia, as they provide valuable insights into the evolving landscape.
Ontario Pay Equity Act
The Pay Equity Act in Ontario, effective since 1990, applies to provincially regulated private sector organizations with 10 or more employees. It requires employers to establish and maintain compensation practices aligned with pay equity principles, ensuring fair compensation regardless of gender job classes. Additionally, the Ontario Pay Transparency Act, 2018, is poised to introduce new pay transparency obligations for provincially regulated employers.
British Columbia: Pay Transparency Act, Bill 13
Passed on May 11, 2023, the Pay Transparency Act in British Columbia applies to various government entities and reporting employers based on the number of employees. Notably, it mandates employers to specify expected salary or wage information in job advertisements, prohibits seeking pay history information from applicants, and safeguards employees against reprisals for inquiries about pay transparency.
Federally regulated employers in Canada, as per the Budget Implementation Act, 2018 No. 2, are required to evaluate their compensation practices to ensure equal pay for work of equal value. This legislation, proclaimed in force on August 31, 2021, necessitates the establishment of pay equity plans within three years of becoming subject to the act.
Other Provinces
Newfoundland and Labrador, as of November 2022, prohibits employers from asking about salary histories, mandates inclusion of salary ranges on job postings, and protects salary discussions. In Manitoba, proposed legislation in March 2022 aimed at achieving similar objectives but was not passed.
Why It Matters
With the growing momentum for pay equity across Canada, HR professionals in Alberta, Northwest Territories, and Nunavut must acknowledge the potential for similar regulations in their regions. Recognizing the implications and understanding the significance of pay equity is vital for ensuring compliance and cultivating a fair and inclusive work environment. Taking proactive measures to address pay equity is crucial to steer clear of legal, financial, and reputational consequences and to create a positive workplace atmosphere conducive to attracting and retaining top talent. Additionally, it is imperative for companies operating in multiple provinces to stay abreast of pay equity legislative changes specific to each province.
Tips for HR Professionals to Ensure Compliance and Drive Progress
Preparing for potential pay equity regulations involves proactive measures by HR professionals. Here are key strategies to ensure compliance and drive progress:
1. Audit Compensation Practices.
- Regularly review and assess policies and procedures concerning recruitment, salary structures, and advancement.
- Identify and rectify any gender-based disparities.
- Be prepared to implement any required changes.
2. Promote Transparency
- Foster a culture of transparency by providing clear information on pay structures and salary ranges in job advertisements.
- Assess workplace policies to eliminate any restrictions on employees sharing information about their compensation.
3. Educate Leadership and Employees: Conduct training sessions to educate leadership and employees on the importance of pay equity and its alignment with organizational values.
4. Establish Pay Equity Committees: Consider establishing pay equity committees, especially if your organization has 100 or more employees, to develop and update pay equity plans.
5. Advocate for Inclusivity: Actively advocate for inclusivity and diversity within the workplace, addressing not only pay disparities but also other aspects of equity.
In conclusion, the potential adoption of pay equity regulations in Alberta, mirroring the practices in British Columbia, requires HR professionals to be proactive, informed, and strategic. By staying ahead of the legislative curve, organizations can not only ensure compliance but also contribute to the larger goal of fostering a fair and inclusive work environment. As the landscape of employment regulations continues to evolve, HR professionals in Alberta, Northwest Territories, and Nunavut must be prepared to navigate these changes and lead the way toward a more equitable future.
The Calgary Chapter Committee: Joelle Mason, Sina Gunzenhauser, Jody Sekias, Maria Raimondi, Janet Jacques, Mark Readman, Vivi Spooner, Cristy Viberg & Ameera Bhatti
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
In 2025, CPHR Alberta became a partner to the Collaborative Funders Table and the Calgary Youth Employment Initiative to address under-employment for opportunity youth. Over seven months, more than 60 partners came together to research, design, and test what would become OY Works . That story of co-creation is what makes this toolkit different. Employers shared what they need to know and what tools would make a difference. CPHR Alberta members contributed HR expertise through representation on the steering committee, and participation in surveys, interviews, and protype testing throughout 2025. Attracting, engaging, and retaining young talent isn’t just a workforce strategy — it’s an investment in our collective future. When we empower youth with meaningful opportunities, modern skills, and a sense of belonging, we build workplaces that are more innovative today and more resilient tomorrow. The organizations that thrive will be the ones that recognize youth not as the workforce of the future, but as essential contributors shaping the world right now. A dedicated toolkit to hire opportunity youth gives HR professionals and employers the practical resources, insights, and frameworks they need to connect with young people authentically — turning intention into action and helping break down barriers and supporting organizations to build strong, sustainable talent pipelines. Co‑designed with HR professionals and industry leaders, the toolkit reflects real challenges and real solutions, ensuring it is both practical and deeply aligned with the needs of today’s evolving workforce. - Lisa Watson, CPHR Alberta Board Director, OY Works Steering Committee Member Today marks an exciting milestone: the launch of OY Works , an online toolkit designed to make inclusive youth hiring easier for Alberta employers and HR professionals. This free resource was co-created by a diverse group of stakeholders—employers, HR experts, and non-profit agencies—who share a common goal: opening doors for young people who are ready to work but face barriers. Why OY Works? Too many youth are eager to contribute, learn, and grow, yet struggle to access meaningful employment. OY Works is here to change that. Built with practicality and purpose in mind, the toolkit offers actionable strategies to help businesses recruit, onboard, and retain Opportunity Youth—young people aged 18–29 who are not currently in school, training, or work. What’s Inside the Toolkit? It makes business sense: Read the Business Case for hiring Opportunity Youth and be empowered to influence leaders. Explore the ideas and tools in the Quick Start Hiring Guide . Learn how to onboard effectively and build retention from day one in the Optimal Onboarding & Mentoring Guide and the Retain & Grow Guide . Discover how non-profit agencies are preparing OY for the workplace. They often support employers and employees through all stages of employment. This isn’t just about doing good—it’s about making smart business decisions. Inclusive hiring strengthens workplace culture, reduces turnover, and taps into a motivated talent pool ready to make a difference. We invite you to explore OY Works and join the movement to create opportunities for youth who deserve a chance to shine. Explore the OY Works toolkit: https://bit.ly/3L6SQuF When young people get a chance to contribute, it’s a win for youth, employers and the community. Join us in spreading the word by sharing the toolkit with your networks.
Author: Robin O’Grady Wellbeing can feel impossible when life is already overflowing. The thought of adding “one more thing” to your plate? That’s enough to send anyone over the edge. However, in the end, taking care of your own health is not a “nice to have”, it is essential, in more ways than one. As an HR Professional you are often the go-to for tough conversations and as a support system. Protecting your own energy isn’t only about your personal wellbeing, it is what allows you to show up fully for your people, when it matters most. To get it out of the way, here are the things this is NOT about: Going to the gym Hopping on a trend (wellness/fitness/nutrition) Adding more things to your calendar What it will be about is… Refuel, Recharge, Repeat . Leading yourself with intention and energy. Perspective Shift Keep it simple. Thriving over surviving. When in the tornado of your day-to-day adding things to you r calendar can feel overwhelming and unattainable. The first step is to take stock of your capacity, really step back and assess what you might have available timewise. Then, assess how full your fuel tank is, how are your energy levels at different times of the day? Only then can the strategy be built on how to implement what is right for you. To begin, choose only one thing, many struggle because they try to do too much at once. Tips If choosing nutrition as a needed change, consider adding or removing only one thing as a beginning VS changing your entire diet or diving into a trend-based program that you know isn’t sustainable. Movement comes in a large variety of ways. Think about things you actually enjoy doing and find ways to add them instead of forcing yourself to do things you don’t enjoy just for the sake of adding more movement. Fulfillment is an important part of taking care of your holistic health, prioritize time for things you love – hobbies/family/travel etc. Energy Management The oxygen mask principle is a familiar one. When flying on an airplane, the flight attendant tells us that in the case of emergency, you must put on your own oxygen mask before helping others. This is where the protection and management of your energy begins. Awareness of what energizes you VS what drains you and an intentional placement of those things through your day as one step. Another, in protecting your calendar and being diligent about the spaces you had set aside for your energy management (eg. specific closed door office hours or break times). Tips Take your breaks away from your desk, even away from the building when possible. Implement grounding practices through your day, for example, before entering the workspace and at the end of your day before going home. Protect your transition time - 15 minutes between meetings to process and reset. Intentional Adaptation Making a decision that something might need to change is really the first step, without that awareness, there is little that can or will be done. As a leader, your responsibility is to yourself, but it is also in role modelling for the team. HR Professionals set the tone for the workplace culture around them. The way you prioritize your own boundaries and wellbeing quietly gives others permission to do the same. When you show up with intention, it ripples through the entire organization. The research and stats are clearer now than ever before, workplace wellbeing as a strategy, is one that increases the bottom line and enhances the overall culture of your workplace. In order to see the high end of those stats, intentional adaptation is key. This is a strategy and a process, one that will make you and your business better, you could be the catalyst for that. Tips Create a community within the workplace to prioritize these habits and strategies with. Make it a fun practice you can all do together and hold each other accountable to, especially when the day takes over and the “tornado” is most fierce. Build out the process and SOP in the same way you would for other business strategy and involve your team in the process, so you know what you are planning is good for the whole. Make sure you are first. Leaders first. Remember the oxygen mask principle, you deserve whole health, and you will thank yourself later for checking in and adjusting when needed. Start with some space to breathe. That space? It comes from letting go of what you think you "should" be doing and tuning into what actually serves you and your team. Wellbeing isn't a one-size-fits-all prescription. It's a personal practice of alignment, which can (and should) be translated into how you all work as a whole. Today is as good as any, tomorrow will come regardless.
As we close out 2025, I’m feeling genuinely proud of what CPHR Alberta has accomplished this year, and grateful for the members, volunteers, partners, and staff who made it possible. Together, we’ve continued to strengthen the value of the CPHR designation, expanded professional development opportunities, and deepened relationships with government, post-secondary institutions, and business leaders. This year also brought some milestones worth celebrating. We’re ending 2025 in a financially stable position, and our membership grew by 7% , which is a nice reminder that the HR community is thriving, and that we are still the kind of people others willingly choose to join. One of the most important pieces of work this year was launching our 2026–2028 Strategic Plan. This roadmap was shaped by member input, market research, and alignment with CPHR Canada’s national priorities. It’s the product of a truly collaborative process led by our Board and operations team, forward-looking, grounded in data, and practical in how it positions us for what’s next. At its core, the plan strengthens the HR profession and supports the people who drive it, reinforcing our commitment to a resilient and inclusive HR community. I encourage you to read it and see where we’re headed. View the Strategic Plan here. Our pursuit of self-regulation remains a priority, and our advocacy efforts this year continued to deepen relationships with government and position HR as a trusted profession. We’re making progress, ensuring HR’s voice is present in key policy conversations and recognized where it matters most. If nothing else, we are getting very good at showing up, staying thoughtful, and keeping the conversation moving forward. To build on this momentum, we’re currently recruiting two Chartered Members and up to one Public Members to join our Board. We’re looking for candidates with prior governance experience and strengths in areas such as strategic business leadership, financial management, legal expertise, or IDEA. It’s also important to us to have meaningful geographic representation from outside Calgary and Edmonton, because Alberta is bigger than two postal codes, and our Board should reflect that. You can learn more about the process and requirements through our blog , and I’d encourage you to apply or share the opportunity with someone who’d be a great fit. Applications close January 9, 2026. Chartered and Retired Members: Apply through your member portal Public Members: Contact Heather McMaster at hmcmaster@cphrab.ca for application details As the holiday season approaches, I hope you find time to rest, recharge, and take a moment to acknowledge what you’ve contributed this year, professionally and personally. Thank you for everything you do to advance the HR profession. I’m confident that, together, we’ll continue building something even stronger in 2026. And if your out-of-office message is already drafted, I respect the efficiency. Geordie MacPherson, CEC, CPHR, SHRM-SCP Chair, Board of Directors, CPHR Alberta
