Ontario's New Pay Transparency and Job Posting Requirements: What Employers Need to Know in 2026

As of January 1, 2026 , Ontario employers with 25 or more employees must comply with sweeping new job posting requirements introduced through the Working for Workers legislative amendments. These rules apply to all publicly advertised job postings and represent the most significant pay transparency reform in Ontario's history. Compensation Disclosure: Every publicly advertised job posting must include the expected compensation or a compensation range. If a range is used, the spread of the posted compensation range is expected not to exceed $50,000 (under proposed regulations) annually under proposed regulations, with a carve-out when expected compensation exceeds $200,000 annually . Postings where compensation exceeds $200,000 per year are exempt from this requirement. AI Disclosure: Employers must clearly state in the posting whether artificial intelligence is used to screen, assess, or select applicants at any stage of the hiring process. Vacancy vs. Candidate Pool: The posting must indicate whether it is for an existing vacancy or is being used to build a candidate pool for future openings. Ban on Canadian Experience Requirements: Job postings may not require "Canadian experience" as a qualification, removing a long-standing barrier for internationally trained workers and newcomers. Post-Interview Notification: Employers must inform all interviewed candidates of the hiring decision within 45 days of the interview. Record Retention: Employers must retain copies of job postings and associated application forms for a minimum of 3 years . In addition to the job posting rules that took effect January 1, 2026, Ontario introduced a pre-employment information obligation effective July 2025 . Employers with 25 or more employees must provide new hires with written information about their compensation, expected hours of work, and the legal identity of the employer before the employee's first day of work . Here is a practical compliance checklist for Ontario employers: Audit all active job postings to confirm they include a compensation figure or range where the range spread is expected not to exceed $50,000 annually under proposed regulations (roles over $200,000 annually are exempt), unless the role exceeds $200,000/year. Add an AI disclosure statement to every posting where AI tools are used in any part of candidate screening, assessment, or selection. Clearly label each posting as either an existing vacancy or a candidate pool initiative. Remove any reference to Canadian experience as a job requirement from all postings and internal templates. Implement a candidate notification process to ensure all interviewed applicants are informed of the hiring outcome within 45 days. Establish a record retention policy to archive job postings and application forms for at least 3 years. Prepare written pre-employment packages covering compensation, hours, and employer identity for delivery before each new hire's start date. Employers should consult the Ontario Employment Standards Act guide at for full legislative text and updates. Beyond pay transparency, Ontario has introduced additional employment standards changes that took effect in 2026 and are relevant to workforce planning. Mass Termination Leave for Job Searching: Employees who receive notice of a mass termination are entitled to up to 3 unpaid, job-protected days of leave to search for new employment during the statutory notice period. This provision gives affected workers protected time to attend interviews and explore opportunities during the transition. Extended Temporary Lay-Off Agreements: With approval from the Director of Employment Standards, employers and employees may now agree to extend a temporary lay-off for up to 52 weeks within any 78 consecutive weeks . This provides greater flexibility for businesses experiencing prolonged downturns while preserving the employment relationship. Minimum Wage Update: Ontario's general minimum wage increased to $17.60 per hour effective October 1, 2025 . Employers should ensure all compensation ranges in job postings reflect this current rate where applicable. Together, these reforms reflect Ontario's ongoing effort to modernize employment standards, improve transparency in hiring, and protect workers during transitions. Employers are encouraged to review the full legislative details through the Ontario government's official employment standards resources.