New Ontario Job Posting Requirements Coming January 2026: Are You Compliant?

A new year can bring opportunity, but it can also bring risk if organizations are unprepared for regulatory change. Beginning January 1, 2026, Ontario employers with 25 or more employees will need to comply with new job posting and hiring requirements under the Employment Standards Act, which requires employers to:

• Disclose expected compensation or a compensation range in covered job postings, with limits on how wide that range can be
• Understand and account for the use of artificial intelligence in hiring processes
• Provide interviewed candidates with a timely update on whether a hiring decision has been made
• Review recruitment practices to ensure consistency, transparency, and proper documentation

While these updates are intended to promote fairness and transparency, they also introduce new compliance considerations that many organizations will need to address well in advance of the 2026 deadline.

Many organizations will need to revisit their recruitment processes, job posting templates, and internal policies to remain compliant. For HR teams already stretched thin, even small oversights can create real risk.

Is your company confident that its hiring practices will meet these new requirements? If you are unsure, now is the right time to review your processes and put compliant HR practices in place.

Here is what employers in Ontario need to know.

Who the New Employment Rules Apply to

The new requirements apply to employers with 25 or more employees. The employee count is assessed on the day a publicly advertised job posting is made.

If your organization meets that threshold, these changes will affect how you advertise roles, communicate compensation, and follow up with candidates.

What Counts as a “Publicly Advertised Job Posting”

The rules apply to external job postings advertised to the general public. They do not apply to:

• Internal-only postings
• Generic “help wanted” signs
• General recruitment campaigns with no specific role
• Positions performed entirely outside Ontario
• Roles primarily outside Ontario that are not a continuation of Ontario work

Understanding whether a posting is covered is an important first compliance step.

New Pay Transparency Requirements

As of January 2026, public job postings must include expected compensation or a compensation range, unless an exception applies.

Key points to know:

• Compensation refers to wages only
• If a range is posted, it cannot exceed $50,000 annually
• No compensation disclosure is required if:
  • The role pays more than $200,000 annually, or
  • The top of the range exceeds $200,000

This means broad or open-ended pay ranges will no longer be acceptable.

Disclosing Artificial Intelligence in Hiring

The legislation introduces a broad definition of artificial intelligence, covering machine-based systems that generate predictions, recommendations, content, or decisions that influence outcomes.

This supports transparency around AI use in hiring and signals a clear expectation that employers understand and monitor how technology is being used in recruitment and screening.

Interview Follow-up Obligations

Employers who interview candidates for publicly advertised roles will be required to provide an update within 45 days.

The update only needs to confirm whether a hiring decision has been made.

This can be delivered in person, in writing, or electronically, but it must happen within the prescribed timeframe.

Why This Matters for Ontario Employers

These changes are not just about updating job ads. They affect:

• Recruitment policies and templates
• Compensation practices
• Hiring workflows and timelines
• Record-keeping and communication standards
• Risk exposure if processes are inconsistent or undocumented

For organizations without dedicated HR capacity, or those navigating growth or transition, compliance can quickly become fragmented.

How TSERGAS Human Capital Can Help Your HR Team

At TSERGAS Human Capital, we support organizations through evolving employment standards with practical, hands-on HR leadership. Our Interim HR Support and Management services help employers:

• Review and update job posting practices
• Align compensation frameworks with legislative requirements
• Audit hiring processes for compliance gaps
• Implement clear, defensible HR policies
• Support managers during periods of change or growth

Whether your organization needs short-term support to review job postings or ongoing HR leadership to manage compliance and hiring practices, TSERGAS Human Capital provides practical, hands-on HR expertise to help you prepare with confidence.