Understanding Military Pay
How pay rates are determined for ranks, occupations, and types of service in the Army, Navy, Air Force, and Special Forces, including the Reserves.
On this page
Finding your rate of pay
Your rate of pay is based on your rank, occupation group, years of experience, class of service, and your entry plan to the Canadian Armed Forces. Some in-demand occupations and ranks also receive special military differential pay.
Pay increments
Pay increments are pay increases within each rank. Members may move up a pay increment when they meet performance standards and complete one year of qualifying service. Pay increments also recognize qualifying service, academic, or other special qualifications on enrolment, transfer, or change in class of Reserve Service.
Pay levels
Regular Force pay levels
Pay levels apply to some ranks and are based on entry plans to the Canadian Armed Forces:
- Level A – Regular Officer Training Plan (ROTP)
- Level B - Continuing Education Officer Training Plan (CEOTP-NFS)
- Level C – Direct Entry Officer (DEO)
- Level D – University Training Plan Non-Commissioned Member (UTP(NCM)) and Officer Candidate Training Plan – Former Service (OCTP-FS)
- Level E – Commissioned from the Ranks (CFR)
More information about Regular Force pay levels: CBI 204.211.
Reserve Force pay levels
Please refer to Reserve Force pay levels under CBI 204.52 (Pay- Officers).
Reserve Force types of service
Reserve Force members are paid based on their type of service, as defined in Chapter 9 Section 3 of QR&O. The three types of service are:
- Class A - service that is considered part-time
- Class B - service that is considered full time when the period of service is 13 or more consecutive days.
- Class C - service that is full-time service in a Regular Force establishment position or supernumerary to Regular Force establishment, or for service on approved operations approved by or on behalf of the Chief of the Defence Staff.
Pay groups for specialist non-commissioned members
Specialist non-commissioned members are paid according to the occupation’s designated pay trade group. You can find the pay trade group using these tables.
Pay rates for specialist non-commissioned members:
Special military differentials
Special military differentials are additional payments for some occupational groups and ranks.
| Occupation group or rank | Annual rate | Daily rate |
|---|---|---|
| Canadian Forces Chief Warrant Officer | $25,000 | n/a |
| Pharmacy officer | $15,000 | $42 |
| Dental officer | $19,000 | $52 |
| Medical officer | $39,000 | $107 |
Factors determining military pay
Comparability
Comparability means that the hourly compensation for members of the Canadian Armed Forces is equivalent to the hourly compensation received by employees in the Public Service. The Department of National Defence and the Treasury Board Secretariat use the principle of comparability between the Canadian Armed Forces and the Public Service so that:
- Canadian Armed Forces members benefit from the results of collective bargaining;
- the federal government acts as the employer for the Canadian Armed Forces and the Public Service.
Team concept
The Canadian Armed Forces uses a rank-based team concept or institutional approach to determine pay. In this method, pay is calculated based on the average value of the work performed by all members of a specific rank level. This is different from the more common Public Service method where an individual is paid based on the worth of their position.
In some cases, some military occupations are considered separately from the majority of Canadian Armed Forces members due to market factors. Even though these occupations are considered separate, the team concept is still applied within these special occupation groups. These occupations include:
- medical officers
- dental officers
- legal officers
- special forces
- search and rescue technicians
- pilots
The team concept is used as much as possible due to the nature of the military's work. It may be difficult to calculate when comparing to organizations that use an occupational or job-specific approach.
Total compensation analysis
Total compensation analysis ensures that the full value of compensation and benefits provided by the employer to federal public servants is considered in negotiations with unions. It also determines the dollar value of the unique aspects of public service.
The method includes salary, but also evaluates a wide range of benefits such as:
- pension and job security
- severance pay
- acting pay
- overtime
- medical and dental benefits
- time not worked, for example annual leave and sick leave
This analysis compares the compensation and benefits of one group of employees to those of another. It calculates a net value, which represents the amount paid per hour actually worked. This allows for a direct comparison between groups. The difference in pay between the groups in a given year is expressed as a percentage difference between the two groups.
Military Factor
The military factor assigns compensation for the unique conditions and demands of military service. It includes the following components:
Personal limitation and liability
Regular and Reserve Force members are subject to the Code of Service Discipline, which imposes restrictions on freedoms such as public expression, online activity, and personal autonomy—freedoms that civilian Canadians are otherwise free to exercise.
Imposed separation
Compensation is provided for involuntary separation due to operational requirements, such as deployments, exercises, and training. This factor does not apply to Reserve Force members on Class "A" or "B" service, as their separation is considered voluntary.
Posting turbulence
This component compensates for the challenges associated with relocations, including impacts on family life and personal stability. It recognizes the demands of full-time service and is not applicable to Reserve Force members on Class "A" or "B" service.
Burden of Duty
This component acknowledges the distinct pressures of military life, including elevated physical and mental health risks, social separation from civilian communities, leadership responsibilities, and the sudden assumption of greater responsibilities. It reflects the constant expectation to lead, uphold military values, and perform effectively under unpredictable conditions.
Hours of Work
CAF members must maintain a constant state of readiness, available to perform duties at any time—day or night, throughout the year. The CAF has no fixed work hours, and operational demands may shift without prior notice. This factor reflects the continuous, high-readiness nature of military service.
| Military factor | Non-commissioned member | General Service, Pilots, Medical, Dental and Legal Officers | General Officers and Flag Officers (Colonel and above) |
|---|---|---|---|
| Personal limitation and liability | 6.55% | 6.55% | 7.50% |
| Imposed separation | 2.50% | 2.50% | 2.00% |
| Posting turbulence | 4.70% | 4.70% | 2.00% |
| Burden of Duty | 10.44% | 8.35% | 3.52% |
| Hours of Work | 6.00% | 6.00% | 0.00% |
| Total | 30.19% | 28.10% | 15.02% |
| Military factor | Non-commissioned member | General Service, Pilots, Medical, Dental and Legal Officers | General Officers and Flag Officers (Colonel and above) |
|---|---|---|---|
| Personal limitation and liability | 6.55% | 6.55% | 6.50% |
| Imposed separation | 0.00% | 0.00% | 0.00% |
| Posting turbulence | 0.00% | 0.00% | 0.00% |
| Burden of Duty | 9.50% | 7.41% | 1.50% |
| Hours of Work | 6.00% | 6.00% | 0.00% |
| Total | 22.05% | 19.96% | 8.00% |