Title:
Ontario’s New Job Posting Rules: What Employers and Job Seekers Need to Know in 2026

Excerpt:
New Ontario employment standards now require greater transparency in publicly advertised job postings. Here is what employers and job seekers should know.

Article:

As of January 1, 2026, new requirements under Ontario’s Employment Standards Act apply to many publicly advertised job postings.

Employers with 25 or more employees must now provide greater transparency during the hiring process. Depending on the circumstances, a public job posting may need to include:

• The expected compensation or a compensation range
• A statement indicating whether the position is an existing vacancy
• Disclosure when artificial intelligence is used to screen, assess or select applicants
• Confirmation that Canadian work experience is not required

Where a compensation range is provided, the difference between the minimum and maximum amounts generally cannot exceed $50,000. Certain exceptions may apply, including positions with expected annual compensation above $200,000.

Employers must also notify interviewed applicants about the hiring decision within 45 days after the interview, although the notice does not necessarily have to be provided in writing. Employers are required to retain specified job-posting and applicant-notification records for three years.

These changes are intended to make Ontario’s hiring process more transparent and provide job seekers with clearer information before they apply. Employers should review their recruitment procedures, job-posting templates and use of automated hiring tools to ensure compliance.

Employment standards requirements can vary depending on the employer and the position. Employers and employees should obtain legal advice regarding their specific circumstances.

Category: Employment Law
Suggested publish date: February 4, 2026
Source: Ontario Ministry of Labour — Requirements Related to Publicly Advertised Job Postings