The June 30 deadline for Canadian employers to file their annual statement with the Office of the Pay Equity Commissioner is fast approaching.
Under the Pay Equity Act, which came into force Aug. 31, 2021, employers subject to the legislation must submit this report on or before June 30 of each calendar year.
Learn what’s required to comply with the Act and how Trusaic can streamline this process for you.
Who Is Required to File?
The Pay Equity Act applies to employers that are unionized or have 100 or more employees as well as federally-regulated organizations with 10 or more employees.
Employers in those categories were initially required to finalize a pay equity plan and post it on the company website by Sept. 3, 2024. Now, employers must submit their first annual statement.
What Must Be Submitted?
Employers are required to submit an annual statement that includes:
- The date on which the employer became subject to the Act
- The date of the most recently posted version of the pay equity plan
- An indication as to whether the most recently posted version of the pay equity plan was established or updated, with or without a pay equity committee
- The number of predominantly female job classes identified in the plan for which an increase in compensation must be provided, as well as the amount of the increase and the date on which the increase will be made
This report serves as an update on the progress and continued compliance of your pay equity obligations. For organizations that established and posted their pay equity plans by the required 3-year mark (August 31, 2024), the 2025 Annual Statement is the first of many routine updates required moving forward.
Annual statements can be filed through the annual statement portal on the Canadian Human Rights Commission website. Employers are not required to share their annual statements with other workplace parties prior to filing them.
Failure to submit the annual statement by the deadline can result in administrative monetary penalties and other enforcement actions by the Pay Equity Office. The maximum penalty per violation is $30,000 for employers with between 10 and 99 employees and $50,000 for employers with 100 or more employees.
The actual penalties will be determined based on various factors, including the seriousness of the violation, and as outlined in regulations made under the Act.
Why Now Is the Time to Act
Annual pay equity reporting isn’t just a checkbox activity. It requires consistent data collection, maintenance of pay equity plans, and periodic wage adjustments if disparities arise. With limited time before the June 30 deadline, now is the moment to ensure your compensation data is in order — and your reporting systems are prepared.
Employers should:
- Review any pay adjustments implemented as part of the plan
- Ensure their HR and payroll systems can generate the necessary information for the annual statement
- Prepare for ongoing monitoring and future submissions
In addition, employers are required to post updated versions of their pay equity plans every five years to identify and address new pay gaps. You should leverage pay equity software solutions to monitor your pay equity situation more proactively.
If you’ve fallen behind or haven’t yet filed your initial pay equity plan, it’s crucial to consult with experts who can help you regain compliance and mitigate risk.
How Trusaic Helps Canadian Employers Stay Compliant
Trusaic provides market-leading pay equity software and regulatory expertise to help Canadian employers not only comply with the Pay Equity Act, but also ensure that compensation decisions are legally defensible, unbiased, and sustainable over time.
Here’s how we support you with compliance:
Pay Equity Analysis and Plan Creation
Trusaic’s PayParity® solution leverages a robust methodology to identify wage disparities and generate a compliant pay equity plan — ready for posting and submission.
Ongoing Monitoring and Annual Statement Support
Our RAPTR™ solution ensures you meet the annual statement deadline easily with one-click reporting. You can be assured that all required data is identified and included in your reporting, backed by the world’s most trusted pay equity methodology.
Legal-Grade Audit Defense
We don’t just help you comply — we help you defend your pay decisions with confidence. Our solutions are built with audit-readiness in mind, ensuring alignment with Canadian Pay Equity Office requirements.
AI-Powered Remediation Tools
If gaps are detected, our Trusaic AI™-powered Remediation Optimization Spend Agent (R.O.S.A.®) identifies the most optimal pay adjustments in seconds.
Don’t Risk Noncompliance — Be Prepared for June 30
With the 2025 Annual Statement deadline fast approaching, now is the time to ensure your pay equity plan is up-to-date, your systems are aligned with reporting requirements, and your organization is prepared for sustained compliance under Canada’s Pay Equity Act.
Let Trusaic help you simplify your reporting process, stay compliant, and lead with transparency.
Explore how our Trusaic AI-powered pay equity and transparency reporting solutions simplify compliance.