Felicia Lawal
Windsor-Essex County Health Unit/Director, Health Protection
2022 Salary — last year on the list
$145,520Total compensation $146,561, including $1,041 in taxable benefits.
Source: Ontario’s Public Sector Salary Disclosure — names paid $100,000 or more that year. How we build this · Report an error on this page
At a Glance
2022
Employer Rank
#6Windsor-Essex County Health Unit
Years on List
42019–2022
Peak Salary
$149,9242021
Full 2022 roster at Windsor-Essex County Health Unit →·See where $145,520 ranks →
Total Compensation History
Full History
2019–2022
$107,608 in 2019 is worth about $129,921 in 2025 dollars.
| Year | Position | Salary |
|---|---|---|
| 2022 | Director, Health ProtectionWindsor-Essex County Health Unit | $145,520Benefits $1,041Total $146,561 |
| 2021 | Director, Health ProtectionWindsor-Essex County Health Unit | $149,924Benefits $978Total $150,902 |
| 2020 | Director, Infectious Disease PreventionWindsor-Essex County Health Unit | $126,178Benefits $674Total $126,853 |
| 2019 | Manager, Healthy FamiliesWindsor-Essex County Health Unit | $107,608Benefits $526Total $108,134 |
Take-Home Pay
(After Tax) · 2022 estimate
In 2022, Felicia Lawal's $145,520 salary works out to roughly $98,927 after income tax, CPP and EI — an all-in deduction rate of about 32.0%. That is about 7% below the 2022 median of $155,962 for Director Health Protection on the Sunshine List. Felicia Lawal has appeared on the list 4 times since 2019. After pension contributions (probably HOOPP in this sector), take-home is usually a further 7–10% lower.
- Estimated net pay
- ~$98,927
- Effective income-tax rate (excl. CPP/EI)
- ~29.0%
- CPP + EI contributions
- ~$4,453
- All-in deduction rate (incl. CPP/EI)
- ~32.0%
- vs. 2022 Director Health Protection median
- −7%
Where does $145,520 rank on the Sunshine List? →
Estimate only: 2022 federal and Ontario rates, basic personal amounts, Canada employment amount and CPP/EI credits; single, employment income only, salary treated as full-year income. Ignores pension contributions (OMERS, HOOPP, OTPP, OPTrust and similar plans lower actual take-home), union dues, RRSPs and benefits.