Employers across Canada may need to adjust their compensation strategies in 2025 as salaries in key sectors are projected to rise significantly, according to Randstad Canada’s newly released salary guide. The guide, which covers more than 1,000 sectors, highlights emerging trends and provides insights for employers and employees navigating the evolving labour market.
Top trends for 2025
Top salary trends identified for 2025 include:
High demand for specialized skills: Sectors such as skilled trades, technology, and engineering are experiencing favourable dynamics. Salaries for automation technicians and electromechanics are expected to increase by an average of 8%.
Significant increases in technology: The technology sector continues to thrive, with cloud architects’ salaries projected to rise by 10%, reaching $132,000 for senior positions. This reflects the growing demand for technological expertise amid corporate digital transformations.
Emphasis on digital in marketing and communications: Digital marketing specialists are anticipated to see a 9% salary increase, from $68,000 to $74,120 for intermediate positions, underscoring the importance of digitization in business growth.
Finance and accounting adjustments: Compensation analysts are expected to receive a 7% salary boost, reaching $80,250 for intermediate roles, highlighting the need for effective financial management in a changing economic environment.
Focus on inclusion in human resources: Positions in diversity and inclusion management are projected to see a 12% salary increase, with senior roles rising from $110,000 to $123,200, emphasizing the importance of fostering inclusive workplaces.
Adapting to the rising cost of living remains a crucial challenge for attracting and retaining talent. While inflation has slowed, it continues to affect the cost of living, particularly in areas like food and housing. Workers are seeking concrete support from employers to cope with economic pressures, yet only 57% of companies are meeting these expectations.
“Not adjusting compensation to the cost of living can undermine employee attraction and retention,” said Brent Dul, executive vice-president at Randstad Canada. “Offering appropriate support is not only a sign of commitment to teams but also a lever for standing out in a market where competition for talent is fierce.”
Pay transparency
The guide also underscores the strategic imperative of pay transparency for employers in 2025. With several Canadian provinces adopting pay transparency legislation, organizations must adapt to a new reality. While essential for reducing the gender pay gap — still at 84 cents for every dollar earned by a man — pay transparency also serves as a lever of trust and attractiveness.
“For employers, this transparency is essential to meet the expectations of new generations, particularly Gen Z, who prefer organizations with clear, fair practices,” the guide notes. “Ignoring this issue could weaken their employer brand and make them less competitive in a job market where talent is demanding and mobile.”
Flexibility
Flexibility and non-monetary benefits continue to be major advantages for attracting and retaining talent. According to Randstad’s Workmonitor survey, 93% of employees place work-life balance on the same level of importance as salary.
“Offering flexible working hours, hybrid work, and recognition or wellness programs enables companies to meet employee expectations while fostering an attractive and inclusive work environment,” said Dul.
