For Canada’s nonprofit sector, compensation has never been a simple equation.
Organizations are balancing rising costs, funding constraints, retention issues, regional differences, and the evolving expectations of the workforce. At the same time, nonprofit professionals are asking fair and practical questions: Am I being paid competitively? How does my salary compare to similar roles? What benefits are typical in the sector?
All of this leads organizations to an important point: What should organizations be budgeting for in 2026 and beyond?
The 2026 CharityVillage Canadian Nonprofit Sector Salary & Benefits Report offers timely answers.
Now in its eleventh edition, the report is one of the most comprehensive studies of its kind in Canada, focusing exclusively on charities and nonprofits. Conducted by The Portage Group Inc. for CharityVillage, the 2026 study includes 924 completed surveys representing 11,182 employees across six staff levels, from Chief Executives to support staff.
The result is a detailed snapshot of how Canadian nonprofit compensation is changing, including where organizations may need to pay closer attention.
Here are some highlights from the report’s executive summary (free download).
1. Salaries are rising, but not evenly across the sector
One of the clearest findings from this year’s report is that compensation continues to move upward for many roles, though growth varies significantly by level.
Average cash compensation increased year-over-year at four of the six staff levels studied. The largest increase was among management/supervisory staff, whose compensation rose by 6.2%, followed by support staff at 4.4%, functional and program staff at 3.5%, and senior management at 3.0%. Senior executive compensation saw little change, while Chief Executive compensation declined slightly by 1.3%.
In 2026, average total annual cash compensation ranges from $124,416 for Chief Executives to $53,399 for support staff. Functional and program staff — often the frontline employees delivering programs and services — average $56,092, while management/supervisory staff average $77,187.
The report also puts these figures into a longer-term context. Over the past decade, compensation has risen at an average annual rate of 2.1% to 3.4%, depending on the staff level. Since December 2020, average compensation benchmarks have increased by 18.7% to 25.2%, outpacing the rise in Consumer Price Index at all levels except senior executives.
2. Geography, organization size, and organization focus all matter
The 2026 report also reinforces something many nonprofit professionals already instinctively know: compensation varies widely depending on where an organization is located and how it operates.
The highest pay for the four management levels is found in the Greater Toronto Area and Ottawa. The GTA ranks highest for Chief Executives and senior executives, while Ottawa ranks highest for senior management and management/supervisory staff. At the non-management levels, Ottawa ranks highest for functional and program staff, while the GTA ranks highest for support staff.
Organization size is another important factor. Compensation generally increases with organizational revenue, particularly at the Chief Executive level. In fact, Chief Executives at organizations with revenue over $5 million earn more than twice as much as those at organizations with revenue under $500,000.
The report also finds that organizations focused on health tend to offer the highest compensation at most staff levels, while education-focused organizations rank highest for support staff. Meanwhile, arts and culture organizations tend to offer lower compensation at many levels.
These differences matter because there is no single “sector average” that tells the whole story. A fair and competitive compensation package depends on role, region, organizational size, focus area, and more.
3. Benefits are a major part of the compensation picture
While salary is often what individuals first look at, benefits remain a key part of total compensation in the nonprofit sector.
The report found that 85% of participating organizations provide health benefits to at least one level of staff. Health benefits are received by the majority of employees across all levels, though they are least common among Chief Executives and support staff.
Retirement benefits are less common, but still significant: 55% of participating organizations offer retirement benefits to at least some employees. Among those who receive them, retirement benefits add between 4.1% and 5.1% of compensation value, depending on staff level.
Education benefits are also widely offered, with just over three-quarters of participating organizations providing them to at least some staff. Perks, meanwhile, are offered by 82% of participating organizations, although their dollar value is typically modest. Common perks include conference registration and travel, cell phones or smartphones for work, professional dues, and home office equipment.
For organizations competing for talent, these findings are a reminder that total compensation is about more than base salary. Benefits, flexibility, professional development, and workplace supports all contribute to how employees assess the value of a role.
4. The gender gap remains visible at senior levels
The 2026 report also highlights ongoing equity concerns.
Women continue to make up the majority of nonprofit staff across all levels, but men in Chief Executive roles still earn more on average than women in the same level. In 2026, average compensation for men in Chief Executive positions is approximately 20% higher than for women. At other management levels, the gap ranges from approximately 4% to 13%.
The report notes that determining the full extent of a gender pay gap requires deeper analysis, but the topline finding is still important. For boards, executives, and HR leaders, compensation benchmarking can support more transparent and equitable decision-making.
A practical tool for a changing sector
Compensation conversations can be difficult, especially in a sector where causes, budgets, equity, and personal and organizational needs intersect. But they are also essential.
The 2026 CharityVillage Canadian Nonprofit Sector Salary & Benefits Report gives nonprofit employers, boards, HR professionals, and employees a shared evidence base for those conversations. And current sector-specific data can help organizations make grounded and defensible decisions when reviewing salary bands, preparing salary budgets, hiring for new roles, assessing benefits, or responding to retention challenges.
In a labour market where employee expectations are shifting, competition for talent remains strong, and salary transparency is increasingly part of the hiring landscape, nonprofit organizations have an opportunity to approach compensation conversations with greater clarity and confidence. With data from the 2026 CharityVillage Canadian Nonprofit Sector Salary & Benefits Report, nonprofits can benchmark thoughtfully, plan proactively, and make compensation decisions that help them attract, retain, and support the people who make their work possible.
