Ontario Job Posting Law 2026: Salary Range, AI Disclosure and Record Requirements

Starting January 1, 2026, Ontario employers must follow new requirements for any publicly advertised job posting. These rules are designed to make hiring more transparent, fair and consistent for job seekers. If you are an employer, recruiter or staffing agency, it is important to understand what is changing, why it matters and how to stay compliant.

Below is a simple breakdown of what this means for you.

Why This Matters

These new rules go far beyond simple administration. They directly affect how employers attract talent, how candidates judge job opportunities and how hiring teams structure their processes. They reflect a larger shift toward fairness, clarity and accountability across the hiring landscape.

Here is why the new rules are important:

• Candidates expect more information. Salary ranges, timelines and screening transparency help job seekers make informed decisions.

• Removing barriers improves fairness. Banning the “Canadian experience” requirement opens doors for skilled newcomers.

• AI use must be transparent. If AI tools assist with screening, applicants must be told. This builds trust and reduces concerns about bias.

• Record keeping creates protection. Employers must retain postings and application forms for three years. This creates a reliable trail if questions or disputes arise.

The Key Requirements for 2026

Here is what employers must include in any publicly posted job:

1. Compensation disclosure: Employers must list either a salary or a clear salary range unless the role exceeds 200,000 dollars in annual pay.

2. No “Canadian experience” requirement: Employers cannot request Canadian work experience in job postings or application forms.

3. AI screening disclosure: If artificial intelligence assists in screening or assessing applicants, the posting must state this.

4. Vacancy status: Postings must indicate whether the job is for an existing vacancy or not.

5. Three year record retention: Employers must retain copies of the posting and any associated application forms for a period of three years.

These rules apply to organizations with 25 or more employees on the day the posting is published.

What If Your Company Has Fewer Than 25 Employees

If your organization has fewer than 25 employees, these rules do not legally apply. However, following them is still a smart move for several reasons:

• You reduce future compliance pressure: Hiring regulations often expand. Preparing now protects you later.
• You improve your employer brand: Transparency attracts stronger applicants, especially in competitive markets.
• You lower the risk of disputes: Avoiding restricted screening practices and disclosing automation helps prevent bias claims.

Practical steps for small employers

• Add salary ranges whenever possible. This improves trust and reduces guesswork.

• Avoid criteria that could discourage qualified applicants. This includes references to Canadian experience.

• Be transparent if you use automation or AI tools. A simple note helps build confidence.

• Update your job posting templates now. This makes scale and growth much easier in the future.

Looking Ahead

The 2026 posting requirements push hiring practices toward more clarity, transparency and consistency. Whether your company is small or large, these rules offer a helpful framework for building fair and effective job postings.