How to choose a pay equity firm in Montréal

In Québec, any business with an average of at least 10 employees must carry out a pay equity exercise, then assess its maintenance every 5 years. This work requires time, reliable data and a solid knowledge of the Act.

Many organizations therefore choose to work with a specialized firm. This article presents the reference points that help you make an informed choice in Montréal and elsewhere in Québec.

What a pay equity firm can cover

Needs vary depending on the organization's size and where it stands in the process. Before comparing, it helps to know which aspects your situation requires.

• The initial exercise: for a business that has just reached the threshold or has never completed its pay equity work.
• The maintenance assessment: to check, every 5 years, that no new pay gaps have emerged.
• Administrative obligations: postings and the DEMES, the employer's pay equity statement filed with the CNESST.
• An audit or a complaint: support during a CNESST audit or an employee complaint.
• The link with compensation: aligning the results with the organization's pay structure and salary scales.

HR support does not replace legal advice, and the reverse is also true. When a dispute arises, the lawyer and the pay equity firm can work together, each in their own role.

Criteria for choosing

• Knowledge of Québec's Act: the Pay Equity Act has its own rules and deadlines, and it was amended in 2019. A firm that knows it well avoids common mistakes.
• Experience by company size: obligations vary with company size. A firm used to comparable organizations understands your issues more quickly.
• A rigorous approach: job evaluation and pay comparison rely on a method that must be explainable and defensible.
• The big picture: a firm that also understands compensation and HR management can connect the results to your practices, rather than delivering an isolated exercise.
• Confidentiality: the work involves sensitive pay data, which must be handled with care.

Some questions to ask

A first meeting often shows whether the firm suits your situation. A few questions help guide the discussion:

• Have you supported organizations of our size and in our industry?
• Who, specifically, will work on our file?
• How will the results be presented to management and, if needed, to employees?
• Can you support us after the exercise, for example during an audit or the next maintenance assessment?
• How does your work fit with our current pay structure?

The answers often say as much about the firm's approach as about its expertise.

In summary

• Needs first: initial exercise, maintenance, statement or audit, each situation calls for different aspects.
• The right reference points: knowledge of the Act, experience by company size, a rigorous approach and the big picture.
• The first meeting: a few well-chosen questions help assess the approach as much as the expertise.

This content is provided for information purposes only. It is neither legal advice nor professional advice. For a specific situation, please consult a professional.

Sources

• Pay Equity Act (CQLR, c. E-12.001), LégisQuébec
• Respect de l'équité salariale (in French), CNESST
• Déclaration de l'employeur en matière d'équité salariale (in French), CNESST