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Unifor representatives, alongside labour leaders from across the federally regulated private and public sectors, met with the Federal Pay Equity Commissioner Lori Straznicky on Sept. 24, 2026, at the Canadian Labour Congress’s offices in Ottawa.
The meeting gave workers’ representatives a chance to connect and share feedback on the implementation of the federal Pay Equity Act.
“Union leaders are putting in the work for pay equity right across the country, and across our union. What we are finding though, is employers are often resistant and are using every tool available to delay paying women fairly,” said Unifor National President Lana Payne.
The Act requires employers to establish and maintain a pay equity plan. To develop a plan, employers need to identify job classifications and compare male and female job classes to ensure equal pay for work of equal, or comparable value.
For large employers, this can be a complex task with many parties involved, but in smaller workplaces, the job can be done efficiently and collaboratively with the union.
Theresa Farao, Unifor Pay Equity National Representative, is tracking the progress at Unifor’s close to 200 federally regulated employers.
“Pay equity is the law. Our employers are required to have a plan in place, so the union must be involved to keep them on track, and to ensure that plan accurately reflects the value of the work done by members,” said Farao.
“When it comes to pay equity, there is often money on the table owed to our members, sometimes after many years of service. It’s up to us to find it and make sure they are paid.”
The deadlines for employers to submit their final pay equity plans was Sept. 3, 2024, more than two years ago. When faced with this deadline, many employers delayed starting the work, then applied for extensions.
“Many larger employers are manufacturing a crisis by dragging their feet, then offering unions the false choice of either rubber-stamping a bad plan or agreeing to yet another yearlong extension,” continued Payne.
“There needs to be clear consequences from the Office of the Pay Equity Commissioner going forward, or these deadlines will be seen as meaningless.”
Unifor members and local leaders can become more involved in the work of pay equity by taking education courses, which are offered for both federal and Ontario provincially regulated workplaces.
If you have questions about pay equity in your workplace or education opportunities, please contact your National Representative or email @email.
