New Rules for Ontario Job Postings Set to Take Effect Jan. 1, 2026

Ontario rules coming into force in the new year will require employers to list pay in public job postings and prohibit requirements for Canadian work experience.

The changes will come into effect on Jan. 1 under Ontario’s Employment Standards Act and will apply to employers with 25 or more employees on the day the job posting is advertised.

Under the new rules, employers will be required to include information about expected compensation for the position. If a salary range is used, the difference between the minimum and maximum must not be so broad that it exceeds $50,000 per year.

Employers will not need to follow this requirement if the expected compensation is more than $200,000 per year or if the top end of the range is more than $200,000 per year.

The changes will also prohibit employers from requiring in job postings or applications that applicants must have Canadian work experience.

Additionally, employers will be required to disclose in job postings whether artificial intelligence will be used during the hiring process and whether the posting is for an existing job vacancy.

Employers will also be required to provide information to interviewees about whether a hiring decision has been made for the posting. The information must be provided to applicants within 45 days of the interview.

The new Ontario regulations come as unemployment has been on the rise in the province. Unemployment in Ontario was at 7.3 percent in November, according to the province’s labour market data.

While this represents a decrease from 7.6 percent in October and from 7.9 percent in September, November’s rate of 7.3 percent is still higher than the rate of unemployment in 2024. Unemployment increased to 7 percent in 2024 from 5.6 percent in 2023, representing the highest growth in unemployment since the mid-1970s.

BC Compensation Disclosure

The provincial government of British Columbia introduced a requirement to include compensation information on all publicly advertised job postings in 2023 under its Pay Transparency Act.

Employers must disclose an expected pay rate or range of pay in all public job postings. However, the province has not set a limit on how wide an advertised wage or salary range can be, leaving this up to the employer. The province says it may introduce regulations on maximum advertised ranges in the future if necessary.

Examples of acceptable wage or salary range information include $20 per hour, $20–$30 per hour, or $40,000–$60,000 per year. Meanwhile, the province does not allow compensation information such as “$20 per hour and up” or “up to $30 per hour.”