The Ontario government is set to implement new regulations for publicly advertised job postings beginning January 1, 2026. The changes, falling under the Employment Standards Act, will impact employers with a workforce of more than 25 individuals.
One significant adjustment mandates that employers disclose compensation information for any advertised job, with a stipulation that salary ranges must not exceed $50,000 per year. Additionally, employers must now reveal the use of artificial intelligence in their hiring processes.
Furthermore, job postings are prohibited from requesting Canadian work experience and must inform applicants of hiring decisions within 45 days post the final interview. While Kathryn Tremblay, the owner of Altis Recruitment, commended the government’s effort to enhance transparency and fairness in hiring, she expressed skepticism regarding the potential effectiveness of these changes.
This move in Ontario mirrors a similar initiative in British Columbia, where wage details became mandatory in public job ads in 2023 to address pay equity issues. Despite modest progress in diminishing the gender wage gap in B.C., Tremblay remains cautious about the anticipated impact of Ontario’s new compensation posting rule.
Expressing concerns about the broad $50,000 salary range allowance, Tremblay fears it may compromise the value of disclosed salaries. Additionally, she questions whether disclosing the use of AI in recruitment will mitigate worries about potential biases introduced by the technology.
With rising unemployment in Ontario, Tremblay foresees challenges for employers in adapting to the new regulations. She believes that implementing these changes during a period of economic uncertainty may divert attention from revenue growth and employee development efforts.
For more details on the updated regulations, refer to the official Ontario government website.
