ARTICLE | March 02, 2026

Starting January 1, 2026, Ontario introduced new job posting requirements under the Employment Standards Act (ESA) that affect how many employers hire talent. These changes are now in force and apply to public job ads where you have 25 or more employees on the day the job is posted. According to Tori Vance, “these Ontario employment law changes have real implications for how you attract and hire people. Non-compliance carries real reputational and legal risk.”

Ontario’s New Job Posting Requirements (Effective January 1, 2026)

Here is a breakdown of each new Ontario job posting requirement and what it means for your organization.

1. Salary Transparency in Ontario Job Postings

Every public job ad must include the expected pay or a salary range for the role. If you provide a range, it cannot exceed $50,000 in spread. This pay transparency requirement helps candidates understand compensation upfront. As a result, it supports fairer and more informed hiring conversations from the start.

2. No Canadian Experience Requirement in Job Postings

You can no longer require “Canadian experience” in job postings or application forms. This change removes a long-standing barrier for internationally trained candidates. In addition, it broadens your available talent pool and creates a fairer path into the workforce for newcomers to Canada.

3. AI Disclosure Requirements for Ontario Employers

If you use artificial intelligence tools in hiring, including resume screening software or candidate assessment platforms, your job posting must clearly disclose this. This AI disclosure requirement ensures candidates know when technology is evaluating their application instead of a person.

4. Vacancy Status Disclosure in Ontario Job Ads

In addition, each posting must indicate whether it is for an existing, open vacancy. This gives candidates clearer insight into the intent of the posting. It also helps set realistic expectations about the hiring timeline.

5. Post-Interview Notification Requirement Under Ontario’s ESA

If you interview a candidate, you must notify them of the outcome within 45 days. If multiple interview rounds were conducted, the 45 days starts from the final interview. This post-interview notification requirement improves the candidate experience. It also addresses a common frustration among job seekers who never hear back after investing time in the process.

6. Job Posting Record-Keeping Requirements for Ontario Employers

Finally, you must keep copies of all public job postings and related application materials for at least three years after the posting is removed. Building a simple record-keeping process now will make ongoing ESA compliance much easier.

What Ontario’s New Hiring Rules Mean for Your Business

Together, these Ontario ESA updates reflect a broader shift toward transparent and equitable hiring across the province. For employers in Sudbury and across Northern Ontario, this means reviewing and updating your job posting templates, recruitment processes, and candidate communication practices now, not later.

Staying current with Ontario employment law changes is not just about avoiding penalties. It is about building a workplace where people feel treated with fairness and respect. That reputation is a real advantage in today’s competitive labour market, where candidates pay close attention to how organizations operate.

The good news is that you do not have to figure this out on your own. The HR team at FCR Paradigm works with employers across Sudbury and Northern Ontario to review policies, update documentation, and build people practices that are compliant and built for the long term. If you are unsure where to start, or want a second set of eyes on your current hiring practices and ESA compliance, reach out to our team today. We are here to help you get it right.

Let’s Talk!

Call us at 1 855 363 3526 or fill out the form below and we’ll contact you to discuss your specific situation.