New Ontario job posting requirements in force starting in January 2026

The old job posting script? Shred it. Ontario’s rewriting what it means to hire—not with fluff or more hoops, but with rules rooted in common sense and fairness, cutting through the noise and focusing on what matters for you and your team. Starting January 1, 2026, every employer sitting at the intersection of growth, ambition and care needs to flip the switch on hiring. You don’t need another lecture about “best practice”; you deserve the straight goods on what’s new, why it matters and how to use these changes to drive your business.

Forget everything you know about one-sided job ads and secret salary ranges. Ontario’s new requirements, under the Working for Workers Four and Five Acts, put transparency and trust at centre stage. And for good reason. High-performing people don’t want to play games; neither should you.

Show me the money: Salary ranges front and centre

Let’s start with the thing everyone’s thinking about: pay. Skirting the pay topic is out; clarity is in. As of the new year, employers must include the expected compensation or salary range in publicly advertised job postings. That means no more awkward “competitive salary” lines with zero substance.

Some might see this as a headache. It’s not. It’s a filter, a signal and a handshake—all in a single line. Here’s why:

• You only talk to people who want what you’re offering
• You waste less time on mismatched expectations
• You build trust before anybody hits “Apply”

Clients using our HR platform already know the power of being upfront. Offers don’t drag, the process clicks, your reputation levels up. Don’t be the closed book in a world craving openness.

AI in hiring: Let’s be real

Got AI helping you out? Own it. Ontario is done with hiding the bots in the background. If you use artificial intelligence, machine learning or any other algorithmic tool in hiring, you must disclose this in your job ad. No small print, no apologies—just facts.

Here’s what that means for you:

• Tell candidates if AI is reviewing their application
• Earn immediate credibility from digital-savvy applicants
• Attract those who appreciate a fast-track, unbiased first review

Stop pretending your process is old-school when you’re leading the charge. Being transparent about AI isn’t about ticking regulatory boxes—it’s putting your tech fluency on display and building a stronger employer brand. Full stop.

Fighting ghost jobs and ghosting people

Raise your hand if you’ve ever seen a job posted for a role that never existed. Now, Ontario’s putting that tired practice to bed. With these new rules, you must state whether your vacancy is real. Employers fishing for talent with “future pipeline” postings? Not anymore. You post a job, it’s for something real, right now.

Respect cuts both ways. Interview a candidate? Ontario is now tying employers to a simple promise: respond within forty-five days of the interview. At its core, it’s basic decency. For your employer brand, it’s a cheat code. People talk. Candidates share. The word on the street gets out fast.

Here’s what you need to think about:

• Set up a smart way to track your candidates and auto-send responses
• Make use of HR software that integrates recruitment
• Remember, “no update” is still an update—and way better than silence

Ready to take the lead? Give your hiring process the overhaul it deserves with our all-in-one HR and payroll solution.

Smashing job ad fraud

If you’ve spent any time scrolling job boards, you’ve seen the scams. Fake recruiters, sketchy listings, empty promises—they clutter the space and erode trust. The new ESA provision demands public job posting platforms build a way for users to report bogus ads, then act on those reports. They must publish a policy, not just promise to “look into it.”

Here’s what a cleaner digital marketplace means for you:

• Real job hunters, fewer bots or scam artists
• Your reputation rides higher because the bar is higher
• Candidates stop wasting time sifting through noise and find you faster

If you’re running your own careers page, take a cue from the big guys:

• Update your site with clear info on reporting fraud
• Review policies regularly
• Brush up on your job ad writing skills to stand out in a more authentic job market

Don’t just “comply” — lead

Let’s stare down the honest truth. These updates aren’t a burden. They’re an invitation. Ontario isn’t making hiring harder—it’s sharpening the playing field.
Employers who adapt quickly aren’t just compliant, they’re the ones winning hearts, minds and, let’s be real, the best talent. Openness about pay, fast response times, clear tech disclosures and fair recognition of skills set a new standard. You either step up to it, or you risk being left behind.

A quick pulse-check:

• Ready to put pay ranges in your ads?
• Open about your use of hiring tech?
• Responding to everyone, every time?
• Tapping into internationally trained pros?
• Auditing and updating your fraud policies?

None of this is optional, but none of it is busywork, either. It’s about building a business that’s fit for the future—the one you and your team deserve. If you’re reading this, you’re not here to watch the parade. You’re leading it. Now’s your shot. Cut through the noise. Hero the work, hero the talent, hero the future. Ontario’s new rules aren’t a footnote. They’re your springboard. Are you in?

Ready to ditch clunky, old HR systems, add velocity to your hiring and show future legends why your business is the move? It starts with the right platform.