Ontario's New Job-Posting Rules: Salary Ranges, AI Disclosure, and No More 'Canadian Experience'

If you have looked at job ads in Ontario lately, you may have noticed something new: more of them now list a salary, mention whether a computer screens applications, and no longer ask for "Canadian experience." That is not a coincidence. As of January 1, 2026, a set of changes to Ontario's Employment Standards Act, 2000 (the ESA) requires many employers to be far more upfront in their publicly advertised job postings. The rules came in through the Working for Workers legislation, and they are meant to make job-hunting fairer and more transparent — especially for newcomers.

Here is a plain-language guide to what changed and what it means for you as a job seeker.

Who the rules apply to

The new posting requirements apply to employers with 25 or more employees on the day the posting is made. Part-time and casual workers each count as one employee toward that total. Smaller employers (under 25) and certain Crown entities are not covered.

They apply to publicly advertised job postings — external ads for a specific position aimed at the general public. They generally do not apply to general "always hiring" recruitment campaigns, internal-only postings, or roles performed outside Ontario.

What employers now have to tell you

1. Pay information. Postings must include the expected compensation or a range of expected compensation. If a range is used, the spread between the bottom and top generally cannot exceed $50,000 — so "$80,000 to $120,000" is fine, but a very wide band is not. There is an exemption for high-paying roles: the pay-disclosure rule does not apply where the expected compensation (or the top of the range) is more than $200,000 a year. For most everyday jobs, though, you should now be able to see roughly what a role pays before you apply.

2. Artificial intelligence. If an employer uses AI to screen, assess, or select applicants, the posting must say so. The law does not require a deep technical explanation — just disclosure. The point is that you should know if an algorithm, not only a person, is deciding whether your application moves forward.

3. Whether the job is real. Postings must state whether they are for an existing vacancy — a position that is genuinely, imminently available to fill. This targets the frustrating practice of "ghost jobs" that collect résumés for openings that do not actually exist.

4. No "Canadian experience" requirement. Employers can no longer require Canadian work experience in a public job posting or on the related application form. This change matters enormously for newcomers, who have long faced a catch-22: you need Canadian experience to get a job, but you need a job to get Canadian experience. Ontario's Human Rights Commission has for years treated blanket "Canadian experience" requirements as potentially discriminatory; now the ESA puts a direct rule in the posting itself.

After you apply: the 45-day update

There is also a change that helps with the silence many applicants dread. If you are interviewed for one of these publicly advertised positions, the employer must tell you whether a hiring decision has been made — within 45 days of your interview (or of your last interview, if there were several). It is not a guarantee of a job, but it is a guarantee of an answer.

Behind the scenes, covered employers must also keep copies of each posting and its application form for three years after the posting comes down. That record-keeping can matter if a dispute ever arises about what an ad said.

What this means for you

• Compare offers more easily. With pay on the posting, you can gauge whether

a role is worth your time before investing in an application.

• Know your competition is a machine — or not. AI disclosure lets you tailor

a résumé to get past automated screening.

• Newcomers, take note. A "Canadian experience required" line in a covered

posting is no longer permitted. If you see one, that is a signal something is off — and possibly a human-rights issue as well as an ESA one.

• Expect a reply. After an interview, you are owed an update within 45 days.

These rules are enforced by Ontario's Employment Standards program, and they sit alongside — not instead of — your protections under the Ontario Human Rights Code. A posting practice can breach both. You can read the official summary on the government's site: Requirements related to publicly advertised job postings (Ontario.ca).

We're here to help

If you believe a job posting or hiring process treated you unfairly — for example, a Canadian-experience requirement, a discriminatory screen, or a workplace that ignored your rights — our team can help you understand your options, including a possible Human Rights Tribunal application or an employment standards complaint. Get in touch and we will walk you through the next steps.

This article is general information about Ontario law, not legal advice. Every situation is different — please consult a qualified professional about your specific circumstances.