Employer resources and tools on employment equity

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Resources to help federally regulated employers and contractors fulfill their obligations under:

  • the Employment Equity Act, and
  • the Federal Contractors Program (FCP)

List of abbreviations

Canadian Human Rights Commission
Federal Contractors Program
Legislated Employment Equity Program
National Occupational Classification
Workplace Equity Information Management System

Workplace Equity Information Management System (WEIMS) online application

WEIMS is an online application that assists employers in:

  • submitting their annual employment equity reports for the Legislated Employment Equity Program (LEEP)
  • discharging their statutory obligations under the Employment Equity Act
  • fulfilling their obligations under the FCP

To access WEIMS, please send an email to the Labour Program at ee-eme@hrsdc-rhdcc.gc.ca

You can access the Employment Equity forms in PDF format from the Service Canada Forms Catalogue.

Individual employer data

Access a LEEP employer’s submitted statistical forms from their employment equity annual reports. Consult the Individual Employer Data website.

National Occupational Classification (NOC)

NOC organizes the world of work in a standardized and structured format. It provides descriptive information about occupations in the Canadian labour market. Version 2016.3 is to be used to record and report employment equity data from the 2023 calendar year. Version 2021 is to be used to record and report data from the 2024 calendar year (reports due by June 1, 2025), as well as following years.

The Canadian Human Rights Commission’s Framework for compliance audits under the Employment Equity Act

This framework provides:

  • information about the Commission's employment equity activities, and
  • outlines its approach to the:
    • planning of audit cycles
    • selecting employers
    • audit process
    • steps related to potential enforcement measures of the Employment Equity Act

Consult the Framework for Compliance Audits Under the Employment Equity Act for more information.

Comparing elements of federal pay gap reporting and pay equity New

Pay gap reporting under the Employment Equity Act and proactive pay equity under the Pay Equity Act, are legislative measures that target pay gaps among federally regulated employers. These legislative measures are independent from each other and differ in how they are applied, administered, and enforced.

Pay gap reporting involves the reporting and publication of pay gaps experienced by the 4 groups currently designated under the Employment Equity Act:

  • women
  • Indigenous peoples
  • persons with disabilities
  • members of visible minorities

Proactive pay equity under the Pay Equity Act addresses the gender pay gap by ensuring that employers are providing equal pay to men and women doing work of equal value.

Consult ‘Pay gap reporting and pay equity: A comparison’ to compare the requirements and administration of pay gap reporting and pay equity:

Pay gap reporting and pay equity: A comparison

Elements Pay gap reporting Pay equity
Legislation Employment Equity Act Pay Equity Act

Federally regulated private sector employers with 100+ employees

Federally regulated private sector industries include:

  • banking and financial services
  • communications
  • transportation
  • ‘other’ – federally regulated entities in production industries, service industries and public administration

Federally regulated public and private sector employers with an average of 10+ employees

Employers subject to pay equity requirements include:


Applies to over 560 employers, employing approximately 809,000 employees

Applies to about 5,000 employers, employing 1.4 million workers


Achieve equality in the workplace for the groups designated under the Act:

  • women
  • Indigenous peoples
  • persons with disabilities
  • members of visible minorities

Identify and address pay gaps experienced by the 4 designated groups

Identify and correct systemic gender-based discrimination

Equal pay for work of equal value

Employer obligations

Employers must report pay gaps that affect the 4 designated groups:

  • hourly wage gaps
  • bonus pay gaps
  • overtime pay and hours gaps

Employers should identify and eliminate employment barriers that are causing pay gaps

Employers proactively examine their compensation practices and:

  • establish a pay equity plan within 3 years of becoming subject to the Act that compares compensation between predominantly female and male job classes doing work of equal or comparable value
  • increase the compensation of any predominantly female job classes that are receiving less compensation than their male counterparts
  • update plans at least every 5 years
Reporting frequency Send annual reporting to the Minister responsible for Labour Send annual statements to Pay Equity Commissioner
Visibility of results External: employer-level data published online Internal: pay equity plans for internal use
Compliance and enforcement

Labour Program, for annual employment equity reporting

Canadian Human Rights Commission (CHRC), for non-reporting obligations

Pay Equity Commissioner (CHRC), for plans and annual statements

More resources

Legislated Employment Equity Program

Equi’Vision: An Employment Equity Tool

What is Pay Equity (CHRC)

Overview of the Pay Equity Act

Alternate formats


Employment Equity Act Annual Report

The Employment Equity Act Annual Reports consolidates and analyzes the individual employer reports that they submit under the LEEP. The reports describe the statistical results achieved by employers subject to the LEEP during the calendar year for the 4 designated groups:

  • women
  • Indigenous peoplesFootnote 1
  • members of visible minorities, and
  • persons with disabilities

As required by the Employment Equity Act, the reports are tabled in Parliament.

Employment Equity Data Report

The Employment Equity Data Report provides specific labour market area information on the occupational and educational characteristics of the 4 designated groups.

This information enables employers subject to the Employment Equity Act to:

  • compare the data with their internal workforce, and
  • identify any gaps in the representation of the 4 designated groups

Employers can then work to develop realistic goals and timetables for achieving employment equity.


Salary or Clustering Analysis Template

The Salary or Clustering Analysis Template assists employers in conducting their salary or clustering analysis on the 4 designated groups. It will facilitate the comparison of the designated group members' salary data with other employees working within the same occupational groups. This will help to determine if there is clustering in the lower salary ranges.

Workforce Analysis Template

The Workforce Analysis Template assists employers in preparing their workforce analysis on the 4 designated groups. Comprising 5 worksheets, the first 4 cover each of the designated groups and the fifth worksheet summarizes the data.

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