If jobs are of comparable value, then female jobs must be paid at least the same as male jobs. Female jobs are mostly or traditionally done by women such as librarian, childcare worker or secretary. Male jobs are mostly or traditionally done by men such as truck driver, firefighter or shipper.

An employer could, for example, compare the value of the work of a secretary, a traditionally female job, to the value of the work of a shipper, a traditionally male job. If the value to the organization is equal or comparable, the secretary must be paid at least the same as the shipper.

Pay Equity is "equal pay for work of equal value", which is not the same as "equal pay for equal work". Equal Pay for Equal work, covered by the Employment Standard Act, requires employers to pay men and women equally for doing the same job or substantially the same job.

For more information about Equal Pay for Equal Work, contact the Employment Standard Office at (416) 326-7160, or toll free at 1-800-531-5551, or visit them online at the Ministry of Labour's Employment Standards Office.

The Pay Equity Act is based on the following general principles:

• "Female job classes", or jobs performed mainly by women, are compared to "male job classes", or jobs performed mainly by men. These jobs may be quite different.
• The value of the job itself is the basis of the comparison. An employee's performance in the job is not measured.
• The value of a job class is determined by measuring the factors of skill, effort, responsibility and working conditions.
• Where a female job class is found to be of equal or comparable value to a male job class, the female job class must be provided with at least the same compensation as the male job class.
• An employee's pay cannot be lowered to achieve pay equity.
• If a female job class is due an adjustment, both men and women in that job are entitled to the adjustment.