2021 salary guide.

1 2021. salary guide. foreword. Heading into 2021, the primary hurdle businesses are facing is recovery in the aftermath of the COVID-19. pandemic. During the initial lockdown phase of the crisis, Canada lost over 2 million jobs and reached a peak unemployment rate of in May. Recovery began in mid-June 2020, as provinces across the country eased their lockdown restrictions and gradually reopened the economy in phases. The possibility of a second wave of COVID-19 looms, and if it comes to fruition, it will impact the pace of recovery. Throughout the COVID-19 crisis, despite job losses, salaries have held fairly steady or increased across most industries and job sectors.

2 In-demand and essential workers bring key skills that organizations need during this challenging time. Those essential workers must be compensated for what they bring to the table. Employers who take care of their employees and treat them well during this period will have an easier time retaining talent during the recovery phase when the job market opens up. Cutting corners on compensation and nickel and diming core workers will lead to disengaged employees and a poor employer brand long-term. Building a compensation strategy that rewards and incentivizes critical workers, while also being mindful of tightening budgets and unpredictability in the market, will be essential when planning for 2021.

3 Table of contents. alberta nova scotia qu bec calgary metropolitan region 12 greater halifax 97 capitale-nationale 262. edmonton metropolitan region 27 centre-du-qu bec 277. northern alberta 42 ontario chaudi re-appalaches 280. red deer 45 brant county 102 estrie 292. durham region 105 laurentides 296. british columbia greater hamilton area 114 laval 300. fraser valley 48 greater sudbury area 128 mauricie 313. greater vancouver 51 greater toronto area 135 mont r gie - aggl. de longueuil 317. greater victoria 66 halton region 151 mont r gie - brome-missisquoi 324.

4 Okanagan 77 london 161 mont r gie - la haute-yamaska 327. niagara region 172 mont r gie - les maskoutains 337. manitoba ottawa metropolitan region 182 montr al 341. winnipeg metropolitan region 79 oxford county 197 outaouais 356. peel region 201. saguenay-lac-saint-jean 359. new brunswick peterborough county 215. simcoe county 222. greater moncton 92. waterloo region 232 saskatchewan newfoundland wellington county 243 regina metropolitan area 361. york region 247. and labrador saskatoon metropolitan area 372. conception bay - st. john's 95 prince edward island queens - charlottetown 260.

5 About this guide. salary information is generated by the Economic Research For engineering, technologies, human resources, and Institute (ERI) and validated by our industry experts across sales and marketing, salary ranges correspond to the Canada. ERI compiles robust data on salaries, cost of 25th and 75th percentiles for entry-level, mid-level, and living, and executive compensation, with current market senior-level (entry: 1 3 years; mid: 4 7 years; senior: 8 12. data for more than 1,000 sectors. All data is provided by years). For industrial support, skilled trades, industrial employers and comes from a variety of sources such as management, administrative support, and customer care internally conducted salary surveys and purchased third- and contact centre roles, salary ranges correspond to the party salary surveys.

6 25th and 75th percentiles for the 1st, 3rd, and 5th years of experience. Roles in finance and accounting correspond Our 2021 salary Guide provides salary information based to the 25th and 75th percentiles for the 1st, 3rd, 5th, and on years of experience, across a range of Canadian cities, 10th years of experience. For executive positions, the size roles, and sectors. All salaries are expressed in thousands of the company has more impact on wages than years of of dollars ( , = $55,600) and represent annual base experience, so salaries are based on company revenue.

7 Salaries (before benefits), with the exception of industrial support, skilled trades, and industrial management, which In this guide, data is categorized by region, rather than are presented in hourly rates. city. This reflects the impact of remote work, as it's becoming increasingly common, and that organizations are starting to hire across metro regions rather than in specific niche areas. salaries can be shown in two ways: annual or hourly rates, by years of experience annual salaries are expressed in thousands of dollars ( , = $73,300). entry: 1 3 years of experience.

8 Mid: 4 7 years of experience;. senior: 8 12 years of experience 4. the impact of COVID-19. compensation changes For the most part, companies are opting to stay the course and hold off making sweeping changes to their compensation strategy. Almost half (45%) of all respondents to ERI's survey said they remain undecided about how they will change their compensation structure in response to COVID-19. of employers are keeping compensation stable, and have frozen or slowed pay growth. Altogether, that's of employers who have made no significant changes to their pay structure.

9 On the opposite end of the spectrum, of companies offered hazard pay to their employees during the lockdown phase of the pandemic. 5. Data from ERI's coronavirus compensation survey for summer 2020. ERI surveyed 455 companies to see how their compensation is changing as a result of COVID-19. the impact of COVID-19. workforce changes Overall, employers have not made significant changes to the size of their workforce in response to COVID-19. of employers remain undecided about whether they will make changes. Another have made no changes. have enacted a hiring freeze.

10 Altogether that represents of employers who have made no significant changes. On the other side of the coin, reduced the size of their workforce: decreased their staff, while another furloughed workers. Just 3% of employers increased the size of their workforce to respond to an urgent increase in demand. industries most affected The top 3 fastest growing industries are nursing and healthcare, essential retail, and banking and finance, reflecting the core services people relied on at the height of the crisis. Healthcare saw the highest wage growth of any industry, with 25% of organizations in the sector reporting that they increased employee salaries.