How to write job ads that meet the latest Ontario legislations

A strong job ad does more than attract applicants. In Ontario, it also needs to reflect new legal requirements around pay transparency, AI disclosure and hiring process transparency.

That matters because candidates are paying closer attention to what employers share upfront, and Ontario’s latest rules raise the bar for public job postings. If your ad is missing key details, unclear or outdated, you risk losing trust before the hiring process even begins. This guide explains how to write job ads that meet the latest Ontario legislation, what to include in every posting and how to make your ads clear, inclusive and easy to act on. We’ll also point to tools that can help you move from posting to onboarding with less admin, powered by Employment Hero’s onboarding software.

What is a hiring post?

A hiring post, or job ad, does two important jobs at once:

• Marketing: It introduces the role, your company and the opportunity to potential candidates. It should make the position feel clear, worthwhile and relevant.
• Compliance support: It helps you reflect the legal requirements that apply to public job postings in Ontario, including accessibility expectations and new transparency rules.

A single job ad can’t cover every legal duty in recruitment. Still, a well-built template helps you reduce risk, improve consistency and give candidates the information they need from the start.

Important guardrails in Ontario

Before you publish a job ad in Ontario, it helps to understand the main rules shaping public postings.

• Human rights: Don’t use wording that directly or indirectly suggests a preference based on protected grounds such as age, sex, disability, race or religion. Keep the language focused on skills, qualifications and job-related requirements. Avoid coded phrases such as “young and energetic.”
• Accessibility: Under the AODA Employment Standard, employers should let applicants know that accommodations are available during recruitment. Add this statement to every job ad, careers page and interview email.
• Public posting transparency: Ontario’s latest rules for publicly advertised job postings introduce more specific disclosure requirements. These include compensation information, whether the role is an existing vacancy, whether AI is used in screening or assessment and communication timelines for interviewed applicants.

The key takeaway is simple. Ontario job ads now need to be both engaging and more transparent.

How to write a job ad that meets the latest Ontario legislation

Writing a strong Ontario job ad is part communication and part process discipline. You want to attract the right people, but you also need to reflect what the law now expects from public postings. Here’s how to build a job ad that does both.

1. Start with a job title

Make the title specific, clear and easy to search. Candidates should understand the role at a glance.

• Good: Customer support specialist
• Better: Customer support specialist, B2B SaaS
• Avoid vague or novelty titles such as Rockstar or Ninja

Clear titles help candidates self-screen quickly and make your ad easier to find in job search results.

2. Introduce the company

Open with two to four short lines on what your business does, why the role matters and what it’s like to work with you. If the role is remote, hybrid or onsite, say so early.

This section is also a good place to show candidates what you value as an employer. If you offer flexibility, link your flexible work policy so candidates can better understand how your workplace operates.

3. Write a job description

Use bullet points to set expectations clearly. Aim for six to eight responsibility bullets, grouped logically where possible. Start each bullet with an active verb and tie responsibilities to outcomes.

For example:

• Respond to customer questions by phone, chat and email
• Resolve routine issues and escalate more complex cases
• Maintain accurate records in internal systems
• Work with managers and team members to improve service quality

This section should help candidates picture what success looks like in the role, not bury them in internal jargon.

4. Discuss compensation and benefits clearly

This section now matters even more in Ontario. For publicly advertised job postings, new rules require employers to include expected compensation or a compensation range. If you use a range, it can’t exceed $50,000 unless the role pays more than $200,000 annually.

Beyond the legal requirement, pay clarity helps build trust. Candidates want useful detail upfront, not vague language about competitive compensation.

You can also include benefits that matter to candidates, such as:

• Extended health benefits
• Flexible work options
• Paid time off
• Learning and development support
• Bonus or incentive opportunities

Streamline every step of hiring, from writing job ads to onboarding new hires, with the Employment Operating System.

Where relevant, add proof points that show how you support employees after they join. For example, you can link to your onboarding software, HR software or a completed probation letter template to show candidates that your people processes are structured and thoughtful.

5. Include application information and Ontario disclosures

End with everything candidates need to apply and everything Ontario’s rules expect you to disclose in public postings.

Include:

• How to apply and what to include
• Whether the role is an existing vacancy
• Whether AI is used to screen or assess applicants
• What happens next in the process
• Who to contact for accessibility accommodations

Ontario employers must also inform interviewed applicants of the hiring decision within 45 days. While that requirement applies to the process itself, it’s smart to set clear expectations in the posting so candidates know what timeline to expect.

Tips to write an effective Ontario job ad

Even when a job ad includes the right legal disclosures, it can still miss the mark if it feels vague or hard to skim. These tips can help you make your posting more useful and more appealing.

Conduct thorough research

Review current postings for similar roles in your market. Look at titles, compensation ranges, qualifications and how employers describe benefits and flexibility.

This helps you calibrate your ad and spot outdated wording before you publish.

Talk to current employees

Ask strong performers why they joined and what keeps them engaged. Their answers can help you describe the role and workplace in a way that feels real.

That often produces better language than generic employer branding claims.

Keep it engaging

Write like a person, not a policy document. Use plain language, short sentences and concrete examples.

Instead of saying the role is in a fast-paced environment, explain what the day-to-day actually looks like.

Keep it concise

If a line won’t help a candidate decide whether to apply, cut it. The strongest job ads are easy to scan on mobile and clear on first read.

Proofread the job posting

Before publishing, review the ad for outdated language, missing disclosures and wording that could discourage qualified applicants. Double-check that the compensation information is present and that accommodation language appears clearly.

If you want a second set of eyes, our HR advisory team can help review your approach.

Ontario job ad example

Below is a sample Ontario job ad you can adapt. It uses clear language, includes the key transparency points and gives candidates a realistic picture of the opportunity.

Job title
Customer support specialist, B2B SaaS

Location
Toronto, Ontario. Hybrid.

About us
We help Canadian SMBs manage employment more simply, with less admin and more confidence. We’re a product-led team that values clear communication, thoughtful service and practical support for employers and employees alike.

The impact
You’ll be the first point of contact for customers who need help navigating our platform. You’ll solve routine issues, guide users with confidence and share feedback that helps improve the product experience.

What you’ll do

• Respond to customer enquiries through chat and email
• Resolve Tier one support issues within agreed timeframes
• Escalate more complex cases with clear notes and context
• Maintain accurate records in the support system
• Identify recurring customer pain points and share insights with internal teams

What you’ll bring
Required: one year of experience in a customer-facing support role, strong written communication skills and confidence using digital systems

Preferred: SaaS experience, bilingual English and French and experience with ticketing platforms

Compensation and benefits
Salary range: $52,000 to $64,000 annually
Benefits: health benefits, flexible work arrangements, learning support and paid vacation

Existing vacancy disclosure
This posting is for an existing vacancy.

Accessibility
We welcome applications from all qualified candidates. If you need an accommodation during any stage of the recruitment process, email talent@yourcompany.ca. We’ll work with you to meet your needs.

How to apply
Send your resume and a short note explaining your interest in the role. Applications are reviewed on a rolling basis.

AI disclosure
We use AI-enabled tools to support application screening for skills related to the role. Human reviewers make all interview and hiring decisions.

Required vs. preferred qualifications

Clear qualifications make your job ad more inclusive and easier to trust. When you separate what is required from what is preferred, you help more qualified people see themselves in the role.

Required qualifications are the true essentials. These are the skills, certifications or experience someone needs to do the job safely, legally or effectively.

Preferred qualifications are the nice-to-haves. They may help someone ramp up faster, but they shouldn’t stop a strong candidate from applying.

This distinction matters in Ontario because vague or inflated requirement lists can discourage applicants and increase the risk of wording that feels exclusionary. Avoid phrases such as “Canadian experience,” which Ontario employers won’t be allowed to include in job ads from January one, 2026.

If you need help striking the right balance, our HR advisory team can review your draft job ads and help you write qualifications that are fair, practical and up to date.

Unsure whether your postings cover the right legal and inclusivity points. The Employment Operating System includes access to expert HR guidance, templates and tools to help you hire the right people the right way.

Understanding salary and transparency requirements in Ontario

Pay transparency is one of the biggest changes affecting Ontario job ads. Candidates increasingly expect salary information upfront, and the law is moving in the same direction.

For publicly advertised job postings in Ontario, employers must include expected compensation or a compensation range. If a range is used, it cannot exceed $50,000 unless the position pays more than $200,000 a year.

Ontario’s newer posting rules also require employers to disclose:

• whether the posting is for an existing vacancy
• whether AI is used to screen or assess applicants
• hiring decisions to interviewed applicants within 45 days

These changes are about more than legal process. They also support a better candidate experience. When you share pay information, explain the process clearly and communicate in a timely way, you build credibility from the first interaction.

Best practice: Share total compensation where possible, including base pay, bonus or commission details and benefits highlights. Even where the law sets the minimum, transparency usually improves response quality.

Human rights reminder: Keep every criterion job-related and neutral. Don’t include wording that suggests a preference for a certain age, gender or other protected characteristic.

A strong Ontario job ad is one of your best hiring tools

When your job ad is clear, transparent and current, hiring gets easier. Candidates can understand the opportunity faster, your screening becomes more focused and your process feels more trustworthy from the start.

The best Ontario job ads combine clear writing with practical disclosure. Before you publish your next role, check that it includes a specific title, compensation details, accessibility language, vacancy status and AI disclosure where relevant. Then support the whole process with Employment Hero’s HR software, onboarding software and guidance from our HR advisory experts.