Effective Jan 1, 2026 – New Ontario Job Posting Requirements: What Employers and Job Seekers Need to Know

Does the Change Apply?

The new requirements will apply to a positing if:

The employer has more than 25 employees
The job posting is for a job in Ontario
The posting is publicly advertised, meaning an external job posting that an employer (or a person acting on the employer’s behalf) advertises to the general public in any manner
The posting is for a specific job, as opposed to a general “help wanted” posting
The posting is external; if the position is for internal candidates (existing employees) only, then the requirements do not apply

Pay transparency
- The posting must include a specific compensation amount or an expected range of compensation. The range cannot be greater than $50,000.
- This requirement does not apply if the expected compensation will exceed $200,000 annually.
Use of AI Disclosure
- If the employer will use AI at any stage of the hiring process, for example, screening or sorting resumes, this must be disclosed in the job posting.
Vacancy Status
- The posting must state if the posting is for an existing vacancy or for other purposes, for example, building a candidate pool for future use.
NO Canadian Experience Requirement
- Employers are prohibited from including a requirement for Canadian work experience.
Employers must follow up with Interviewees
- Within 45 days of the final interview, employers must inform candidates who have been interviewed whether a hiring decision has been made, whether they’ve been chosen, rejected, or the process is still ongoing. This communication can be by email, phone, or another agreed-upon method.
Record-Keeping Obligation
- Employers must retain the following for three years after the mosting is removed from public access:
  - Copies of every publicly advertised job posting and any related application form; and
  - Records of communications provided to interviewees about hiring decisions.