Ontario’s new pay transparency laws are now in effect as of January 1, 2026, bringing major changes to how employers fill jobs and how job seekers navigate the hiring process.
Under amendments to the Employment Standards Act, employers with 25 or more employees must include compensation information in all publicly advertised job postings. That means job ads must now state either a specific salary or a salary range that does not exceed a $50,000 spread unless the role’s maximum compensation is above $200,000 annually.
The rules also require greater transparency in hiring practices by obligating employers to disclose whether artificial intelligence is being used to screen or assess applicants, and by banning any requirement for “Canadian experience” in job postings or application forms, a move intended to make opportunities more accessible.
In addition, employers must inform all interviewed candidates of the outcome or status of their application within 45 days of their final interview, addressing long-standing frustrations with job seekers being left without communication after interviews. These changes are designed to reduce uncertainty and improve fairness for workers navigating the job market.
The legislation also mandates that employers retain job posting and related application records for three years, helping ensure compliance and accountability in this new era of hiring transparency.
These rules represent one of the most significant shifts in Ontario’s hiring practices in years, aiming to empower applicants with clearer information and more respectful treatment throughout the recruitment process.
(Written by: Joseph Goden)
