Ontario’s pay transparency requirements have changed the conversation around compensation, and the requirement to publish salary ranges is much more than a compliance exercise. The new rules have the potential to highlight issues many organizations have been able to quietly manage for years, including internal equity concerns, inconsistent hiring decisions, pay compression, and outdated salary structures. This is all now visible to employees and candidates alike.
Deciding what salary range to post isn’t the challenge; it’s being confident that the ranges you post are competitive, internally consistent, and supported by reliable market data.
One of the biggest takeaways from our recent webinar is that organizations should resist the temptation to treat pay transparency as a standalone HR project. Instead, it should be viewed as an opportunity to strengthen your overall compensation strategy. Before publishing salary ranges, employers should understand where their pay sits in the market, identify any internal equity concerns, and establish salary structures that can support future hiring decisions. Using reliable Ontario compensation benchmark data allows organizations to make these decisions based on real market evidence rather than assumptions or publicly posted job advertisements.
Competitive salaries are more important than ever in Ontario. Candidates are comparing opportunities, and current employees have unprecedented visibility into pay practices. Organizations that haven’t kept their compensation programs up to date may face challenges with recruitment and retention. A well-planned and thoughtful compensation strategy supported by high-quality, industry-specific Ontario benchmarking data will help employers engage new talent, improve consistency, and reduce the need for reactive pay decisions over time.
In this webinar, we were joined by Steven Osiel of Third Quartile Consulting to discuss the practical impact of Ontario’s pay transparency legislation. We explored how employers can build salary ranges, address internal equity concerns, navigate pay compression, and use compensation benchmarking to support competitive salaries and better hiring decisions. If you’re currently reviewing your compensation program or preparing for pay transparency requirements, you’ll find the discussion helpful.
Watch the full webinar below.
