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    New Ontario Job Posting Requirements (Effective Jan 1, 2026)

    Category :

    1. Pay Transparency And Compensation Disclosure

    • Every job posting must include the job’s expected compensation or a range of expected compensation.
    • If a range is provided, the difference cannot exceed $50,000 per year.
    • Exemption: Roles with an expected salary above $200,000 annually (or where a range ends above $200,000) don’t need pay disclosure.

    2. Canadian Experience Requirement Not Allowed

    Job ads cannot include any requirement for Canadian experience in the posting or any linked application.

    3. AI Use Must Be Disclosed

    If the employer uses artificial intelligence (AI) to screen, assess, or select candidates for the role, the posting (and any application form) must include a clear statement that AI will be used in the hiring process.

    4. Vacancy Status Must Be Disclosed

    Postings must clearly state whether the job is an existing vacancy or a general recruitment opportunity. Many companies plan to hire internally but must still post the position externally due to their policies.

    5. Follow-Up After Interviews

    After interviewing candidates for a posting, the employer must inform each interviewed candidate within 45 days whether a decision has been made one way or another. Unfortunately, it happens often where a candidate goes through a couple interviews and then never hears back from the company again. This is completely disrespectful and a bad way to operate.

    6. Record Keeping Requirements

    • Employers must retain copies of each publicly advertised job posting and associated application forms for three years after public access ends.
    • They must also keep records of follow-up communication with candidates for three years. This allows compliance auditing and provides documentation for a complaint investigation if required.

    The goal behind these new posting laws is to:

    • Improve transparency about jobs and pay.
    • Level the playing field and remove bias.
    • Support fair treatment of applicants with clear expectations and follow-up.

    Summary based on Ontario Employment Standards Act amendments effective January 1, 2026. For full details, consult official government guidance.

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