Job Posting Rules & Employer Responsibilities
Effective January 1, 2026
New regulations under Ontario’s Employment Standards Act (O. Reg. 476/24) introduce requirements for employers who create publicly advertised job postings.
Who These Rules Apply To
- These requirements apply to employers who:
- Publicly advertise job postings, and
- Employ 25 or more employees on the day the job posting is published
- Employers with fewer than 25 employees are exempt from these requirements.
What Employers Must Include in Job Postings:
1. Expected Compensation
Job postings must include:
- The expected salary or wage, or
- A compensation range with a maximum spread of $50,000 per year
This requirement does not apply if:
- The position pays more than $200,000 per year, or
- The top end of the pay range exceeds $200,000 per year
2. Disclosure of Artificial Intelligence Use
Employers must clearly state if artificial intelligence is used at any point in the hiring process, such as:
- Resume screening
- Applicant ranking
- Automated interview tools
3. No Canadian Experience Requirements
Job postings cannot require Canadian work experience, either directly or indirectly, including:
- In the job description
- In application forms
- In screening criteria
4. Vacancy Disclosure
Employers must indicate whether the job posting represents:
- A real, current vacancy, or
- A posting intended for future, anticipated, or talent-pool purposes
- After the Interview: Applicant Communication
- If an employer interviews a candidate for a publicly advertised role, they must inform that applicant whether a hiring decision has been made.
This information must be provided:
Within 45 days of the interview (or within 45 days of the final interview if there are multiple stages) by email, written communication, in person, or digital means.
Need Help or Clarification?
Job Gym is here to support employers as these changes come into effect. If you have questions about compliant job postings or inclusive hiring practices, we’re happy to help.
