{"id":39676,"date":"2026-03-30T09:57:15","date_gmt":"2026-03-30T13:57:15","guid":{"rendered":"https:\/\/nelligan.s2.whc.webmarketersdev.ca\/nos-progres-en-matiere-dequite-salariale-a-ce-jour\/"},"modified":"2026-03-30T09:57:15","modified_gmt":"2026-03-30T13:57:15","slug":"nos-progres-en-matiere-dequite-salariale-a-ce-jour","status":"publish","type":"post","link":"https:\/\/nelliganlaw.ca\/fr\/nos-progres-en-matiere-dequite-salariale-a-ce-jour\/","title":{"rendered":"Nos progr\u00e8s en mati\u00e8re d&rsquo;\u00e9quit\u00e9 salariale \u00e0 ce jour"},"content":{"rendered":"<h3>Introduction<\/h3>\n<p>La Journ\u00e9e internationale des femmes (\u00ab JIF \u00bb) c\u00e9l\u00e8bre les r\u00e9alisations sociales, \u00e9conomiques, culturelles et politiques des femmes dans le monde entier. La JIF de cette ann\u00e9e a lieu aujourd&rsquo;hui, le 8 mars 2023, avec le <a href=\"https:\/\/www.internationalwomensday.com\/theme\" target=\"_blank\" rel=\"noopener\">th\u00e8me #EmbraceEquity<\/a>, qui met l&rsquo;accent sur la mani\u00e8re dont l&rsquo;<em>\u00e9quit\u00e9<\/em> doit \u00eatre au premier plan des discussions sur l&rsquo;inclusion et la diversit\u00e9, plut\u00f4t que de se concentrer uniquement sur l&rsquo;\u00e9galit\u00e9. <\/p>\n<p>Ce blogue offre un aper\u00e7u de la l\u00e9gislation f\u00e9d\u00e9rale sur l&rsquo;\u00e9quit\u00e9 salariale et des \u00e9tapes qu&rsquo;elle englobe pour atteindre l&rsquo;\u00e9quit\u00e9 salariale.<\/p>\n<h3>\u00c9quit\u00e9 ou \u00e9galit\u00e9 \u2013 Quelle est la diff\u00e9rence ?<\/h3>\n<p>L&rsquo;\u00e9quit\u00e9 salariale signifie un salaire \u00e9gal pour un travail de valeur \u00e9gale. Autrement dit, si deux postes diff\u00e9rents apportent une valeur \u00e9gale aux op\u00e9rations de leur employeur, alors les employ\u00e9s occupant ces postes devraient recevoir un salaire \u00e9gal. <\/p>\n<p>Les probl\u00e8mes d&rsquo;\u00e9quit\u00e9 salariale sont encore bien pr\u00e9sents au Canada. Par exemple, en 2020, les Canadiennes gagnaient 0,89 cent pour chaque dollar gagn\u00e9 par un homme. Cela \u00e9quivaut \u00e0 un \u00e9cart de salaire horaire de 3,52 $ (soit 11 %) entre les hommes et les femmes.  <\/p>\n<h3>Questions d&rsquo;\u00e9quit\u00e9 salariale \u2013 Nos progr\u00e8s \u00e0 ce jour<\/h3>\n<p>L&rsquo;article 11 de la<a href=\"https:\/\/laws-lois.justice.gc.ca\/eng\/acts\/h-6\/\" target=\"_blank\" rel=\"noopener\"> <em>Loi canadienne sur les droits de la personne<\/em> (la \u00ab <em>LCDP<\/em> \u00bb)<\/a> stipule qu&rsquo;il est discriminatoire pour les employeurs d&rsquo;\u00e9tablir ou de maintenir des diff\u00e9rences de salaire entre les employ\u00e9s masculins et f\u00e9minins employ\u00e9s dans le m\u00eame \u00e9tablissement qui effectuent un travail de valeur \u00e9gale. Cependant, la <em>LCDP<\/em> est fond\u00e9e sur les plaintes, ce qui signifie que la personne touch\u00e9e par la pratique discriminatoire doit \u00eatre celle qui d\u00e9pose la plainte et y rem\u00e9die. La responsabilit\u00e9 leur incombe, et non \u00e0 l&#8217;employeur.  <\/p>\n<ul>\n<li><em>L&rsquo;objectif de la Loi sur l&rsquo;\u00e9quit\u00e9 salariale<\/em><\/li>\n<\/ul>\n<p>La <a href=\"https:\/\/laws-lois.justice.gc.ca\/eng\/acts\/p-4.2\/page-1.html\" target=\"_blank\" rel=\"noopener\"><em>Loi sur l&rsquo;\u00e9quit\u00e9 salariale<\/em><\/a> inverse la charge d\u00e9crite ci-dessus : elle stipule que les employeurs doivent \u00eatre ceux qui r\u00e9alisent l&rsquo;\u00e9quit\u00e9 salariale. Son objectif m\u00eame inclut la r\u00e9alisation de l&rsquo;\u00e9quit\u00e9 salariale par des moyens <u>proactifs<\/u>. <\/p>\n<ul>\n<li><em>Exigences de l&#8217;employeur<\/em><\/li>\n<\/ul>\n<p>La <a href=\"https:\/\/laws-lois.justice.gc.ca\/eng\/acts\/p-4.2\/page-1.html\" target=\"_blank\" rel=\"noopener\"><em>Loi sur l&rsquo;\u00e9quit\u00e9 salariale<\/em><\/a> oblige les employeurs sous r\u00e9glementation f\u00e9d\u00e9rale, comptant en moyenne 10 employ\u00e9s ou plus, \u00e0 adopter une approche proactive pour corriger les \u00e9carts salariaux entre les sexes au sein de leur organisation. Sa port\u00e9e est vaste et touche environ 4 600 employeurs sous r\u00e9glementation f\u00e9d\u00e9rale. <\/p>\n<p>Les employeurs doivent \u00e9valuer, \u00e0 des moments pr\u00e9cis, si les employ\u00e9s occupant des postes g\u00e9n\u00e9ralement occup\u00e9s par des femmes re\u00e7oivent un salaire \u00e9gal pour un travail de valeur \u00e9gale sur leur lieu de travail.<\/p>\n<p>Les autres exigences de l&#8217;employeur comprennent :<\/p>\n<ol>\n<li>La cr\u00e9ation et l&rsquo;affichage d&rsquo;un plan d&rsquo;\u00e9quit\u00e9 salariale dans les trois ans ;<\/li>\n<li>Le paiement de toute augmentation de r\u00e9mun\u00e9ration ;<\/li>\n<li>La production de rapports par le biais de d\u00e9clarations annuelles ; et,<\/li>\n<li>La mise \u00e0 jour du plan d&rsquo;\u00e9quit\u00e9 salariale au moins tous les cinq ans.<\/li>\n<\/ol>\n<p>Nos lois (y compris les lois provinciales sur l&rsquo;\u00e9quit\u00e9 salariale dans six provinces comme l&rsquo;Ontario, le Qu\u00e9bec et le Manitoba) repr\u00e9sentent un progr\u00e8s important vers la r\u00e9alisation de l&rsquo;\u00e9quit\u00e9 salariale pour les femmes.<\/p>\n<p>Cependant, des journ\u00e9es comme aujourd&rsquo;hui nous rappellent le travail qu&rsquo;il reste \u00e0 accomplir et l&rsquo;importance d&rsquo;un plaidoyer continu vers notre objectif collectif : une soci\u00e9t\u00e9 v\u00e9ritablement \u00e9quitable.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Introduction La Journ\u00e9e internationale des femmes (\u00ab JIF \u00bb) c\u00e9l\u00e8bre les r\u00e9alisations sociales, \u00e9conomiques, culturelles et politiques des femmes dans le monde entier. La JIF de cette ann\u00e9e a lieu aujourd&rsquo;hui, le 8 mars 2023, avec le th\u00e8me #EmbraceEquity, qui met l&rsquo;accent sur la mani\u00e8re dont l&rsquo;\u00e9quit\u00e9 doit \u00eatre au premier plan des discussions sur [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":39677,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[159],"tags":[],"practice-areas":[],"class_list":["post-39676","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Nos progr\u00e8s en mati\u00e8re d&#039;\u00e9quit\u00e9 salariale \u00e0 ce jour - Nelligan Law<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/nelliganlaw.ca\/fr\/nos-progres-en-matiere-dequite-salariale-a-ce-jour\/\" \/>\n<meta property=\"og:locale\" content=\"fr_CA\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Nos progr\u00e8s en mati\u00e8re d&#039;\u00e9quit\u00e9 salariale \u00e0 ce jour - Nelligan Law\" \/>\n<meta property=\"og:description\" content=\"Introduction La Journ\u00e9e internationale des femmes (\u00ab JIF \u00bb) c\u00e9l\u00e8bre les r\u00e9alisations sociales, \u00e9conomiques, culturelles et politiques des femmes dans le monde entier. La JIF de cette ann\u00e9e a lieu aujourd&rsquo;hui, le 8 mars 2023, avec le th\u00e8me #EmbraceEquity, qui met l&rsquo;accent sur la mani\u00e8re dont l&rsquo;\u00e9quit\u00e9 doit \u00eatre au premier plan des discussions sur [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/nelliganlaw.ca\/fr\/nos-progres-en-matiere-dequite-salariale-a-ce-jour\/\" \/>\n<meta property=\"og:site_name\" content=\"Nelligan Law\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/nelliganlaw\" \/>\n<meta property=\"article:published_time\" content=\"2026-03-30T13:57:15+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/nelliganlaw.ca\/wp-content\/uploads\/2023\/03\/featuredimage_payequity.jpeg\" \/>\n\t<meta property=\"og:image:width\" content=\"1773\" \/>\n\t<meta property=\"og:image:height\" content=\"1182\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Hannah Saunders\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@NelliganLaw\" \/>\n<meta name=\"twitter:site\" content=\"@NelliganLaw\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"Hannah Saunders\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimation du temps de lecture\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/nelliganlaw.ca\\\/fr\\\/nos-progres-en-matiere-dequite-salariale-a-ce-jour\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/nelliganlaw.ca\\\/fr\\\/nos-progres-en-matiere-dequite-salariale-a-ce-jour\\\/\"},\"author\":{\"name\":\"Hannah Saunders\",\"@id\":\"https:\\\/\\\/nelliganlaw.ca\\\/fr\\\/#\\\/schema\\\/person\\\/96053a588a62705169f1216a1242212f\"},\"headline\":\"Nos progr\u00e8s en mati\u00e8re d&rsquo;\u00e9quit\u00e9 salariale \u00e0 ce jour\",\"datePublished\":\"2026-03-30T13:57:15+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/nelliganlaw.ca\\\/fr\\\/nos-progres-en-matiere-dequite-salariale-a-ce-jour\\\/\"},\"wordCount\":589,\"publisher\":{\"@id\":\"https:\\\/\\\/nelliganlaw.ca\\\/fr\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/nelliganlaw.ca\\\/fr\\\/nos-progres-en-matiere-dequite-salariale-a-ce-jour\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/nelliganlaw.ca\\\/wp-content\\\/uploads\\\/2023\\\/03\\\/featuredimage_payequity.jpeg\",\"articleSection\":[\"Blog\"],\"inLanguage\":\"fr-CA\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/nelliganlaw.ca\\\/fr\\\/nos-progres-en-matiere-dequite-salariale-a-ce-jour\\\/\",\"url\":\"https:\\\/\\\/nelliganlaw.ca\\\/fr\\\/nos-progres-en-matiere-dequite-salariale-a-ce-jour\\\/\",\"name\":\"Nos progr\u00e8s en mati\u00e8re d'\u00e9quit\u00e9 salariale \u00e0 ce jour - 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