The present research has identified that various legislations have been passed through bills to regulate labor compensation that has been kept moderate with a downward growth that leads the compensation of public sector to deteriorate to a lesser level of compensation as offered by the private sector. The intensified market competition for products has led companies to moderate the growth of wages and employment costs. This is in the wake of increased imports in labor-intensive industries in nations like Canada. Employment and wages correlatedly decrease with an increase in imports and the wages have been bargained to keep the employment rate afloat. A decline in wage premium is therefore induced by centralized bargaining leading to a conclusion that market competition leads to decentralization of compensation bargaining by enterprises. This kind of wage decline is prevalent in Canada from 1982. The downward adjustment of wage does not give importance to the cost of living clauses, additional wage freezes, less pattern bargaining, and bonuses. The moderation of wages from the pattern and centralized bargaining is expected to continue in Canada. This is in view of the government strategy to reduce the labor cost pressure by shifting from the fixed wage policies or the policies that change with macroeconomic circumstances to several bonuses or contingent payment process. There have been policy shifts in Canada from a fixed payment system and wage standardization to lump-sum bonuses that do not form a part of the normal wage structure. In addition, there has been a considerable growth in the constitution of compensation schemes that relate wage adjustments to work unit related changes in productivity or profits, establishment, firm and the individual performance of the worker. For instance, a research on Canadian establishments reveal that profit sharing is a strategy in twenty-five percent of the sampled establishment, gain sharing in ten percent and eight percent of the sample pay for knowledge plans.