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Average salaries

Average salary in Canada

TalentUp Team 06/05/2025

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Table of Contents
  1. Average salary overview
  2. Regional differences
  3. Cost of living impact
  4. Common industries
  5. Minimum wage by province
  6. Conclusion
  7. Sources

Exploring the average salary landscape in Canada reveals a tapestry of regional nuances, prevalent industries, and sector-specific compensations. This article navigates through the numeric data behind Canadian salaries, shedding light on regional differences, common industries, sectoral earnings, and the minimum wage.

Average salary overview

In 2024, the average annual salary in Canada stands at approximately $55,000 to $60,000 CAD, with variations based on factors such as location, occupation, and industry.

Regional differences

1. Western Canada

British Columbia (BC). Vancouver, the largest city in BC, boasts a diverse economy with thriving industries such as technology, film production, and tourism. The average annual salary in Vancouver ranges from $60,000 to $70,000 CAD. Meanwhile, in cities like Victoria and Kelowna, salaries may be slightly lower due to the cost of living.
Alberta. Calgary and Edmonton, the major cities in Alberta, are known for their strong energy sectors, particularly oil and gas. Salaries in these cities range from $65,000 to $75,000 CAD. However, economic fluctuations in the energy industry can impact salary trends in the region.

2. Central Canada

Ontario. Toronto, the financial and cultural capital of Canada, offers some of the highest salaries in the country. With a diverse economy encompassing finance, technology, healthcare, and manufacturing, salaries in Toronto range from $65,000 to $75,000 CAD. Other cities in Ontario, such as Ottawa and Kitchener-Waterloo, also offer competitive salaries, albeit slightly lower than Toronto.

3. Eastern Canada

Quebec. Montreal, the largest city in Quebec, is known for its vibrant arts and culture scene, as well as its aerospace and technology industries. So salaries in Montreal range from $50,000 to $60,000 CAD. Quebec City and other regions of the province may offer lower salaries, reflecting the lower cost of living.
Atlantic Provinces. Provinces such as Nova Scotia, New Brunswick, Prince Edward Island, and Newfoundland and Labrador have lower average salaries compared to other regions of Canada. However, the cost of living is also generally lower in these provinces, resulting in a balanced quality of life.


Cost of living impact

So the cost of living varies across Canada’s regions, with major cities experiencing higher expenses for housing, transportation, and utilities. Cities like Toronto and Vancouver have higher housing costs compared to cities in the Atlantic Provinces, influencing overall living expenses and disposable income.

canada

Common industries

Technology. The technology sector is a driving force in the Canadian economy, with hubs in cities like Toronto, Vancouver, and Montreal. Professionals in roles such as software development, data analytics, and cybersecurity can earn annual salaries ranging from $60,000 to $100,000 CAD, depending on their skills and experience.
Finance and banking. Toronto’s status as a financial hub contributes to the prominence of the finance and banking industries in Canada. Professionals in roles such as investment banking, financial analysis, and wealth management can earn salaries ranging from $70,000 to $150,000 CAD, depending on their expertise and level of seniority.
Healthcare. The healthcare sector plays a vital role in Canada’s economy, offering employment opportunities for doctors, nurses, and allied health professionals. So salaries in healthcare vary based on specialization, with physicians earning annual incomes ranging from $100,000 to $300,000 CAD, depending on their specialty and practice setting.
Education. Educational professionals in Canada, including teachers, professors, and administrators, earn salaries ranging from $50,000 to $100,000 CAD, depending on their qualifications and experience. So university professors and administrators may earn higher salaries, ranging from $80,000 to $150,000 CAD, based on their academic achievements and research contributions.
Hospitality and tourism. Professionals in the hospitality and tourism sector, including hotel managers, tour guides, and event planners, can earn salaries ranging from $30,000 to $70,000 CAD, depending on their roles and experience. The salary range varies based on factors such as location, industry demand, and level of responsibility.
Automotive industry. Ontario is home to a significant portion of Canada’s automotive manufacturing sector. With cities like Windsor and Oshawa hosting major assembly plants. So salaries in the automotive industry vary depending on roles, with engineers and technicians earning between $60,000 and $100,000 CAD annually.
Forestry and mining. Provinces like British Columbia and Alberta have significant natural resource industries, including forestry and mining. Salaries in these sectors can range from $50,000 to $90,000 CAD, with positions such as forestry technicians and mining engineers commanding higher salaries.
Film and television. Cities like Toronto and Vancouver are major hubs for film and television production in Canada. Salaries in the entertainment industry vary widely depending on roles, with actors, directors, and producers earning significantly higher salaries compared to crew members and support staff.
Healthcare professionals. With an aging population and increasing demand for healthcare services, salaries for healthcare professionals in Canada are competitive. So physicians, nurses, and specialists can earn between $70,000 and $300,000 CAD annually, depending on their specialization and experience.

Minimum wage by province

The minimum wage in Canada varies by province. So as of April 1, 2024, the federal minimum wage will increase from $16.65 to $17.30 per hour. Provinces like Ontario and Alberta have higher minimum wage rates compared to provinces in the Atlantic region, reflecting differences in cost of living and economic conditions. So here you have the minimum wage by province:

canada
Mininum wage in Canada. Source: Statista
British Columbia: $17.40 (June 1, 2024)
Alberta: $15.00
Saskatchewan: $15.00 (October 1, 2024)
Manitoba: $15.80 (October 1, 2024)
Ontario: $17.20 (October 1, 2024)
Quebec: $15.75 (May 1, 2024)
New Brunswick: $15.30 (April 1, 2024)
Nova Scotia: $15.20 (April 1, 2024)
Prince Edward Island: $15.40 (April 1, 2024) / $16.00 (October 1, 2024)
Newfoundland and Labrador: $15.60 (April 1, 2024)
Yukon: $17.59 (April 1, 2024)
Northwest Territories: $15.20
Nunavut: $19.00 (January 1, 2024)
Federal: $17.30 (April 1, 2024)

Conclusion

So, navigating the Canadian salary landscape requires an understanding of regional disparities, prevalent industries, and sector-specific compensations. While major cities like Toronto and Vancouver offer higher salaries driven by industries like technology and finance, other regions like Quebec and the Atlantic Provinces provide competitive opportunities in sectors such as healthcare and tourism. By considering factors such as cost of living, industry demand, and minimum wage regulations, individuals can make informed decisions about their career paths and financial well-being in Canada.

If you liked the article and are more interested in salary information, compensation and benefits packages, talent trends, and more… Check out our salary platform for free!

Further reading: Unlock Oslo Average Salary Insights: Essential Guide for HR & Recruiters and Average salary in Jakarta.

Sources

TalentUp. (2026). European salary benchmarking report: compensation data across roles and regions. TalentUp Salary Intelligence Platform. Retrieved August 2026.
WorldatWork. (2023). Compensation Programs and Practices Survey. WorldatWork Total Rewards Association. Retrieved August 2026.
SHRM. (2024). Developing a compensation philosophy and salary structure. Society for Human Resource Management. Retrieved August 2026.
Eurostat. (2025). Wages and labour costs across EU member states. European Commission Statistical Office. Retrieved August 2026.
ILO. (2024). Global Wage Report: wages, labour market trends and wage inequality. International Labour Organization. Retrieved August 2026.

Effective talent management requires a holistic approach that considers not just compensation levels but the full employee experience, from the recruitment process through onboarding, development, recognition, and eventual progression. Organisations that think in terms of total rewards, career trajectory, and workplace culture alongside base salary are consistently better at attracting candidates who match their values and retaining the employees who drive their best outcomes. Compensation is the foundation, but it is rarely sufficient on its own to explain why people choose to join, stay, or leave.

Data-driven decision making has become a defining characteristic of high-performing HR functions. Whether the question is which roles to prioritise for salary increases, where to source candidates with the greatest success rate, or which benefits changes will have the highest impact on engagement, HR teams that ground their recommendations in evidence rather than intuition are consistently more effective at securing leadership support and delivering measurable outcomes. Building the data literacy and analytical infrastructure to support evidence-based HR is one of the highest-leverage investments a people function can make.

The relationship between employer and employee is undergoing a fundamental shift. Remote work, pay transparency legislation, and the proliferation of labour market data accessible to candidates have tilted information symmetry in favour of employees in ways that were unimaginable a decade ago. Organisations that adapt to this new reality by being genuinely competitive on pay, transparent about progression, and responsive to employee feedback will thrive. Those that rely on information asymmetry and inertia to retain talent will find their competitive position in the labour market eroding steadily over time.

Retention is almost always cheaper than replacement. Studies consistently estimate the cost of replacing a mid-level employee at between fifty and two hundred percent of their annual salary, once recruitment, onboarding, and the productivity ramp of a new hire are factored in. Organisations that treat retention investment, whether through market-aligned pay adjustments, career development programmes, or flexible working arrangements, as a financial strategy rather than a soft HR initiative will find compelling returns in reduced attrition, lower recruitment spend, and preserved institutional knowledge.

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