In April 1951, the Government of Ontario enacted the Female Employees Fair Remuneration Act, which was a legislation aimed at protecting women's right to equal pay.
The legislation prohibited "an employer from discriminating between male and female employees by paying a female em
Nearly two decades following Ontario's Female Employees Fair Remuneration Act, the province introduced the Women's Equal Employment Opportunity Act in 1970.
In 1952, the province of Saskatchewan introduced The Equal Pay Act to prohibit employers from discriminating against male and female employees in their pay rate for comparable work.
British Columbia introduced its Equal Pay Act to ensure fair remuneration for female employees by making it illegal for employers to discriminate their employees based on their gender.
In 1957, Alberta amended its Labour Act to include Part VI, which explicitly prohibited employers from paying their female employees at a lesser rate than their male employees for the same or similar work.
This is Nova Scotia's Equal Pay Act, which states that "no employer and no person acting on his behalf shall pay a female employee at a rate of pay less than the rate of pay paid to a male employee employed by him for the same work done in the same established."
The Female Employees Equal Pay Act (1956), was a federal legislation that prohibited employers from paying a female employee at a rate any less than their male counterpart doing the same or substantially similar work.
This legislation followed shortly behind some provincial equal
In 1967, Prime Minister Lester B. Pearson established the Royal Commission on the Status of Women in response calls from activists around the country for a better understanding of the inequalities faced by women across the country and ways the Canadian government can address these inequalities.