As you know, starting January 1, 2026, Ontario employers will need to adjust how they write and share job postings.
If you haven’t yet reviewed our article on Ontario’s new compensation transparency requirements, it’s a great place to start.
New rules introduced through the Working for Workers Four Act, 2024 and Working for Workers Five Act, 2024, create clear boundaries around what information must be included, and what cannot appear, in publicly advertised postings.
These requirements will apply to employers with 25 or more employees.
Smaller employers are not covered today, but should consider adopting compliant posting practices early to strengthen hiring and avoid costly adjustments later.
Every publicly advertised posting must disclose either a set pay rate or a salary range.
If using a range, the gap between the lowest and highest number cannot exceed $50,000. Postings above $200,000 annually are exempt.
Employers should:
If your organization uses AI to screen, assess, or select candidates, you must say so in the posting.
AI is broadly defined under the legislation: any machine-based system that takes inputs and generates outputs such as predictions, recommendations, or decisions.
This could include resume-screening software, candidate ranking systems, or algorithm-driven assessments.
Employers should be transparent in plain language; candidates don’t need a technical explanation, but they do need to know that AI is part of the process.
Employers must disclose whether the posting is for an existing vacancy.
This helps manage candidate expectations and reinforces fairness in the recruitment process.
Employers can no longer require Canadian work experience in a posting or application form.
This change is intended to support internationally trained professionals entering the Ontario workforce.
Indirect references can also create compliance risks. Phrases like “must have Canadian industry experience” or “only applicants with local work history will be considered” should be avoided.
Instead, focus on transferable skills, core competencies, and qualifications relevant to the role.
The shift toward regulated transparency reflects growing expectations from candidates and employees.
Done well, compliant postings can:
These rules apply to employers with 25 or more employees.
If your business is approaching that threshold, building compliant posting templates now will save time and reduce risk once you cross it.
For employers already above 25, compliance is not optional, and mishandled postings can create both legal and reputational challenges.
Our complete guide to HR compliance in Ontario breaks down the essentials every employer should know.
At TROIS Collective, we work with small-to-mid-sized businesses, startups, and scale-ups to design recruitment practices that are both compliant and competitive.
We can help you:
☐ Confirm whether your organization is at or above the 25-employee threshold
☐ Update job posting templates to include compensation information
☐ Add disclosure for any use of artificial intelligence in recruitment
☐ Add disclosure for whether the posting is for an existing vacancy
☐ Remove any requirement for Canadian work experience
☐ Review postings for indirect language that implies Canadian experience
☐ Train hiring managers on compliant posting language
☐ Document posting templates for consistency across roles
To stay consistent with these new obligations, your performance management and employee review processes should also align with transparency goals.
Learn how to build a structured approach in our article on implementing a performance management process step-by-step.
Ontario’s new job posting requirements go beyond compliance; they’re an opportunity to create fairer, more transparent, and more competitive hiring practices.
As 2026 approaches, now is the time to review your job postings, train your hiring teams, and strengthen your employer brand.
Reach out to TROIS Collective to make sure your postings are both compliant and candidate-friendly from day one.
