Pay Transparency + Pay Equity Readiness Self-Check
Two obligations, two bands, three minutes.
Check, in about three minutes, where your Ontario job-posting pay-transparency practices and your Pay Equity Act maintenance stand — scored as two separate readiness bands, with what to close first.
Do you have 25 or more employees in Ontario?
The job-posting pay-transparency rules apply to employers with 25 or more employees.
Click an answer to begin
Two regimes, kept straight.
- 01Two readiness bands — job-posting pay transparency and Pay Equity Act maintenance — kept separate
- 02Whether your public postings meet the January 2026 pay-range and AI-disclosure rules
- 03Whether your pay-equity maintenance is current, or a gap may have quietly reopened
- 04What to close first, and where the line to legal counsel sits
This self-check is HR-advisory readiness, not legal advice or legal interpretation. For a dispute, a complaint before the Pay Equity Office, or sign-off on a job-evaluation methodology, 1205 works alongside your employment counsel or a compensation specialist. Confirm how the rules apply to your organization with counsel.
Questions, answered.
- Does this self-check cover one obligation or two?
- Two, and it keeps them separate. Pay transparency is about how you advertise roles — Ontario’s job-posting rules (in force January 1, 2026 for employers with 25 or more employees) require a pay range and disclosure of AI screening. Pay equity is a separate, long-standing duty under the Pay Equity Act to keep wages equitable between male- and female-dominated job classes. You get a readiness band for each.
- Is this self-check legal advice?
- No. It is a structured self-assessment that points to where your largest gaps likely sit. 1205 provides HR advisory and readiness, not legal advice or legal interpretation. Disputes, complaints before the Pay Equity Office, and job-evaluation methodology sign-off are handled alongside employment counsel or a compensation specialist.
- Who should run it?
- HR directors, compensation and benefits leads, and owners or CFOs at Ontario employers — especially those with 25 or more staff (the job-posting threshold) or 10 or more staff (the Pay Equity Act threshold). It is useful before a hiring push, a pay or job-class change, or a compliance review.
- What do I do with the result?
- Each regime returns a band — looks ready, gaps to close, or at risk — with a short read on the likely gaps. From there, a Pay Transparency & Pay Equity Readiness Check (from CA$2,500) turns the gaps into a prioritized fix list and, if you want, posting templates and refreshed maintenance records.
- Is it free?
- Yes. The self-check is free and runs in your browser. You can optionally leave an email for a written summary of where you stand and what to close first.
From self-check to readiness plan.
A Readiness Check turns the gaps into a prioritized fix list across both regimes. From CA$2,500.