New pay transparency rules will do little to help, but here’s what will

Eileen Dooley is a talent and leadership development specialist, and a leadership coach, based in Calgary

Disclosing salary ranges in job postings is no longer mostly for the unionized public sector.

It has been the law in British Columbia since November 2023 and in Ontario since January 1, 2026. Prince Edward Island has had this requirement since June 2022. No longer, for roles in these provinces, do you see “pay will commensurate with education and experience” or “we offer a competitive compensation package”. A number or range must be included in all public postings. This is all in the spirit of transparency and, supposedly, equity.

However, while this may be a step in the right direction for helping job seekers and employees, posting salaries with such a large range will do little to help with transparency or equity.

You can post a range but settle on a salary outside that range. An employer can still pay one person a certain amount in the range and someone else, with the same job, very differently based on discriminating factors.

Not to mention, only three provinces have this law. A company can post for a role in B.C. with a salary range while the same company can post for the same role in Alberta but not include the range. That same company can post for the same role in Ontario and include a range that may be different than the range for the same role in B.C. Different provinces pay different wages, mostly because of cost of living and supply and demand.

Adding to this is that the laws vary by province, in terms of range, interview questions and other key areas. For example, In B.C. and PEI, employers can’t ask about salary history in an interview, but that is not the case for Ontario. Ontario has a maximum range limit of $50,000, but B.C. and PEI do not. A company in B.C. and PEI can say the role pays between $50,000 to $150,000. Either case does little for transparency or equity.

If posting salaries are to be transparent and advantageous for all involved, consider the following:

1. Share a realistic range, one someone can negotiate with. A maximum $50,000 spread, as in Ontario, is not realistic. The range should give the candidate an idea of what the role is initially paying. That can always change, given the candidate’s education and experience, but saying the starting salary is between $90,000 and $140,000 does nothing to help the candidate. Stating a range of $15,000-$20,000 is reasonable. You do not need to post the salary band, just the range on where the person may be starting. 
2. Employers, please stop insisting for a salary expectation at the point of application (when applying online, many systems ask for a salary expectation or you cannot complete the application. Its like playing a guessing game of what their range actually is as the system will often filter out people who are too high. It also takes away bargaining power from the employee). It does not help anybody – it actually weeds good people out. If companies include narrower salary ranges in all postings, then likely the person applying is comfortable with the range.  Bring them in for an interview based on skills, experience and education and have the salary conversation if you want to take the hiring process to that next level.
3. As a candidate, because the top and bottom of the range is known, be strategic on where you truly feel you should be in the range. If you want the very top of the range, then likely this role is not paying what you want long term. Ideally you want to hit the lower third to mid-way point, allowing for movement in the years ahead. The high end of the range is not what you should be paid now – it is what you should aspire to be eventually at.
4. As an employer with ‘lower ranges’ compared to industry or market standards, include other elements of the compensation in the posting, such as working conditions, number of vacation days and benefit highlights so candidates can consider more than the range before applying. Compensation packages are just that – a package and salary is one part of it. It is important but many people may trade salary for hybrid working conditions or an extra vacation week.

As a job seeker, do not let salary ranges dictate what you are paid in the end. This is where true transparency and equity can flourish. Use it a baseline. Consider the fit – would this person be a significant addition to the culture of the team? Value comes in many forms, not just experience and education.

Finally, remember, you do not get paid what you deserve. You get paid what you negotiate.