Pay Equity: The New MonÉquitéSalariale Platform, a Powerful Tool… to Use with Caution.

Since the Pay Equity Act came into force, employers have been legally required to ensure fair compensation for employees in female-dominated job categories. This obligation is well known, but it remains complex to apply correctly in the daily reality of SMEs, municipalities, and non-profits.

With the recent launch of the MonÉquitéSalariale platform by the CNESST, many employers see an opportunity to better understand and structure their pay equity initiatives. But like any tool, its effectiveness largely depends on how it is used.

A useful platform, but one that requires informed guidance

MonÉquitéSalariale is an online portal designed to help employers complete their initial pay equity exercise, maintain compliance, or manage events. It provides a guided structure, document submission, and improved process traceability.
However, professional analysis and strategic decision-making are essential to properly apply the principles of pay equity.

The platform’s main objective

The primary goal of MonÉquitéSalariale is to simplify and support Québec employers in fulfilling their pay equity obligations as defined by the Pay Equity Act.

The platform offers tools to:

• Identify female- and male-dominated job categories
• Assess wage gaps between these categories
• Calculate the required salary adjustments
• Document and archive results to ensure legal compliance

Evolution from the original software

The original CNESST software was a downloadable tool allowing employers to conduct their pay equity exercise. The transition to MonÉquitéSalariale represents a major shift:

• Greater accessibility: As a web-based tool, it can be accessed from anywhere without local installation.
• Improved user interface: A more intuitive navigation helps employers, even those with limited technical experience.
• Real-time updates: Legislative or regulatory changes can be quickly integrated, ensuring users always work with the most up-to-date information.
• Centralized data: Information is securely stored, enabling more efficient management and better traceability of completed steps.

Why involve a certified HR consultant (CRHA)?

This is where the role of a CRHA consultant becomes essential. Pay equity is not just a matter of tools—it requires a thorough analysis of jobs, wage gaps, organizational contexts, and sometimes even subtle governance or workplace climate factors.

At Iceberg Management, we have already used the MonÉquitéSalariale platform with several clients. Our experience has allowed us to optimize its use, identify potential risks, and support employers in making informed decisions.

For example:

• Assessing whether an organizational change qualifies as a maintenance event
• Properly documenting the analysis when creating or restructuring jobs
• Ensuring job categories are well defined and comparable

Save time, avoid mistakes

Working with a specialized consultant means avoiding costly errors, saving time, and most importantly, building trust and transparency with your employees.

Do you want to get the most out of MonÉquitéSalariale? Let’s talk. We’re here to transform a legal requirement into a strategic advantage for your organization.

Additional resources

To learn more about pay equity and access CNESST tools, you can consult the following links:

• The online solution: MonÉquitéSalariale – CNESST
• Pay Equity – CNESST
• Understanding pay equity obligations – CNESST
• Conducting pay equity: the initial exercise – CNESST