Justin Brown

Executive pension plans in Canada have traditionally been shaped more by legacy practices than by strategic intent. Historically, defined benefit (DB) plans dominated the landscape, offering predictable retirement income based on formulas tied to salary and years of service. However, evolving disclosure requirements and the growing financial burden of DB liabilities have prompted many companies to reassess these arrangements. Today, defined contribution (DC) plans are gaining traction, especially among TSX60 companies, reflecting a broader shift in executive compensation toward long-term, equity-based incentives.