Upcoming Job Posting Requirements in Ontario starting 1st of January 2026

Upcoming Job Posting Requirements in Ontario starting 1st of January 2026 🚨

Starting from the 1st of January 2026, there will be new job posting requirements that employers must take into consideration and action in the New Year for “publicly advertised job postings” or face consequences in the form of fines in Ontario and it is expected for other states in Canada to follow suit.

What is a Publicly Advertised Job Posting?

A “publicly advertised job posting” means an external job posting that an employer, or a person acting on their behalf, advertises to the general public in any manner, subject to certain exceptions discussed in this document.

Employers with more than 25 employees that a publicly advertised job posting is made must abide by the following requirements starting on January 1, 2026.

Remaining provinces in Canada anticipated to implement same or similar requirements.

Key Changes:

Pay transparency: Postings will be required to disclose the expected compensation or range of compensation for the position.

• This is not required for job postings for a position with an expected compensation of more than $200,000 annually, or a position with a range of expected compensation that ends in more than $200,000 annually.
• The range of expected compensation must not exceed $50,000 annually.

Disclosure of an existing vacancy: Postings must include a statement disclosing whether the posting is for an existing vacancy (as opposed to building a bank of candidates for future vacancies).

Informing candidates of hiring decisions: Employers must inform applicants who have interviewed for a publicly advertised job posting of whether or not a hiring decision has been made regarding the posting within 45 days after the date of the last interview with that applicant.

• The applicant can be informed in person, in writing, or using technology.

No “Canadian experience” requirement: Employers will be prohibited from including any requirement for “Canadian experience”, or an equivalent, in a posting.

Disclosure of the use of artificial intelligence: Employers who use “artificial intelligence” to screen, assess or select applicants for a job that is publicly advertised must include a statement in the posting disclosing the use of artificial intelligence.

Records retention: Employers must retain copies of every publicly advertised job and any associated application form for three years after access to the posting has been removed.

Exceptions:

There are some exceptions to these new requirements set out in the Regulation. Employers with less than 25 employees are not captured by these requirements and obligations.

Additionally, a “publicly advertised job posting” does not include:

• a general recruitment campaign that does not advertise a specific position;
• a general help wanted sign that does not advertise a specific position;
• a posting for a position that is restricted to existing employees of the employer;
• a posting for a position for which work is to be:
  • performed outside Ontario, or
  • performed outside Ontario and in Ontario and the work performed outside Ontario is not a continuation of work performed in Ontario.

If you are interested in discussing your current open role and how Osborne can support you, please get in contact with Jennifer Lefebvre, Sales & Recruitment Director on:

📞 647 472 4032 / 343 291 1006
✉️ jennifer.lefebvre@osbornerecruitment.com