{"id":636767,"date":"2026-10-20T23:22:16","date_gmt":"2026-10-20T23:22:16","guid":{"rendered":"https:\/\/www.newsbeep.com\/nz\/636767\/"},"modified":"2026-10-20T23:22:16","modified_gmt":"2026-10-20T23:22:16","slug":"one-pay-plan-wont-cover-both-sides-of-the-border-in-2027","status":"publish","type":"post","link":"https:\/\/www.newsbeep.com\/nz\/636767\/","title":{"rendered":"One pay plan won\u2019t cover both sides of the border in 2027"},"content":{"rendered":"

Crofoot pointed to law as part of the explanation. \u201cIn terms of statutory compensation elements, Canada is much stronger across the board on other medical, retirement, leave pay,\u201d she said. \u201cSo Canada sort of ticks the box on all of that, whereas the US has a lot more to make up because we don\u2019t have all of that.\u201d<\/p>\n

Canada wins one category: career development in the digital sector, mentioned in 20.2 per cent of Canadian postings against 17.4 per cent of US postings. \u201cCanadian employers are getting the message that they need to invest in their employees in this regard,\u201d Crofoot said.<\/p>\n

Follow the 2027 money<\/p>\n

Neither market is planning broad raises, extending a pattern of flat pay increases through 2026<\/a>. In the US professional sector, Randstad\u2019s data shows merit budgets concentrating on financial planning and analysis (FP&A) and high-impact revenue roles at 3.8 per cent to 4.6 per cent, while corporate sales and administrative staff get 1.2 per cent to 2.6 per cent, topped up by variable commissions. In Canada, skilled trades base adjustments range from 2.9 per cent to 3.9 per cent, and shortages of Red Seal tradespeople, certified under Canada\u2019s interprovincial trades standard, push employers toward custom craft rates and shift differentials [name Randstad report, date and link].<\/p>\n

Marie-No\u00eblle Morency, head of brand, content and communications at Randstad North America [add location], said employers now aim money at scarcity, including artificial intelligence (AI) and tech skills. \u201cThey may not want to spread raises evenly, but targeting money at some employees with niche skills, for example, in AI and tech, in healthcare and skilled trades, where we actually see skill shortages,\u201d she said.<\/p>\n

Pay transparency adds a new line item<\/p>\n

Since Jan. 1, 2026, Ontario has required employers with 25 or more employees to publish expected pay, or a range no wider than $50,000, in public job postings, with exemptions for higher-paid roles, and to disclose whether they use AI to screen, assess or select applicants. Randstad\u2019s outlook estimates that emerging provincial pay transparency rules push Canadian organizations to set aside 2.0 per cent to 2.6 per cent of payroll to fix wage compression, meaning newer hires earning close to or more than longer-serving staff, before they post ranges publicly.<\/p>\n

Crofoot advised triage over blanket correction. \u201cIt\u2019s being really pragmatic about it, identifying again, critical roles, critical geographies, even down to critical stores,\u201d she said.<\/p>\n

The playbook splits at the border. Canadian employers need to budget for compression audits ahead of posting salary ranges under new provincial rules<\/a> and keep funding the digital career development that already sets them apart. US postings carry more of the benefits pitch because Canadian law already covers more of the basics, according to Crofoot.<\/p>\n

Jeff Johnson, head of marketing at Randstad North America [add location], summed up the shift for both markets. \u201cMaybe across-the-board raises aren\u2019t the way to go,\u201d he said. \u201cMaybe it\u2019s setting aside discretionary funds for critical skill shortages.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"Crofoot pointed to law as part of the explanation. \u201cIn terms of statutory compensation elements, Canada is much…\n","protected":false},"author":2,"featured_media":636768,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[11],"tags":[138,312111,219,111,139,69,312112,259709],"class_list":["post-636767","post","type-post","status-publish","format-standard","has-post-thumbnail","category-economy","tag-business","tag-compensation-planning","tag-economy","tag-new-zealand","tag-newzealand","tag-nz","tag-pay-transparency","tag-real-wages"],"_links":{"self":[{"href":"https:\/\/www.newsbeep.com\/nz\/wp-json\/wp\/v2\/posts\/636767","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.newsbeep.com\/nz\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.newsbeep.com\/nz\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/nz\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/nz\/wp-json\/wp\/v2\/comments?post=636767"}],"version-history":[{"count":0,"href":"https:\/\/www.newsbeep.com\/nz\/wp-json\/wp\/v2\/posts\/636767\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/nz\/wp-json\/wp\/v2\/media\/636768"}],"wp:attachment":[{"href":"https:\/\/www.newsbeep.com\/nz\/wp-json\/wp\/v2\/media?parent=636767"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.newsbeep.com\/nz\/wp-json\/wp\/v2\/categories?post=636767"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.newsbeep.com\/nz\/wp-json\/wp\/v2\/tags?post=636767"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}