Legal Requirements for Ontario Job Postings in 2026
Ontario’s job posting rules changed January 1, 2026. These are not guidelines or best practices. They are legal requirements under the Employment Standards Act, enforced by the Ontario Ministry of Labour.
“Ghosting after an interview is now a violation of Ontario employment law.”
If you are posting jobs for Ontario roles with 25 or more employees, every public job posting must meet all five requirements below. If you are a job seeker, knowing these rules tells you exactly what to look for before you apply.
- Salary range must be included (max $50,000 spread; exempt above $200k/yr)
- AI use in screening must be disclosed
- Real vacancy confirmation required — ghost jobs are a violation
- Canadian experience requirements are banned
- Candidates must be notified within 45 days of final interview
1. Salary Transparency
Every publicly advertised job posting must include the expected compensation or a salary range. If a range is listed, it cannot exceed a $50,000 spread. Roles with compensation over $200,000 per year are exempt.
This rule exists because employers were posting jobs with no pay information, leaving candidates to guess, negotiate blind, or discover a lowball offer only after investing weeks in the process. That ends now.
2. AI Disclosure
If artificial intelligence is used at any point in the hiring process — to screen resumes, assess suitability, or filter candidates — the employer must disclose this in the job posting.
AI tools can introduce bias, eliminate qualified candidates based on keywords, and make decisions without human review. Candidates deserve to know when a machine is involved in evaluating them.
3. Real Vacancy Confirmation
Employers must state whether the job posting is for a real, existing vacancy. Ghost jobs — postings with no actual opening, used to collect resumes or gauge the market — are no longer acceptable.
If you have been applying to roles that never responded, there is a real chance some were not real openings. That practice is now a violation.
4. No Canadian Experience Requirements
Requiring Canadian work experience in a job posting or application form is now prohibited under Ontario law. The Ontario Human Rights Commission identified this requirement as discriminatory, as it disproportionately excludes newcomers and internationally trained professionals.
Employers must focus on skills and qualifications, not the country where they were obtained.
5. Candidate Notification After Interviews
If an employer interviews a candidate for a publicly advertised role, they must notify that candidate of the hiring decision within 45 days of the final interview. This applies whether the interview was conducted in person, by phone, or by video.
Ghosting after an interview is now a violation of Ontario employment law.
What if an employer does not comply?
Job seekers can report non-compliant postings directly to the Ontario Ministry of Labour at PubliclyAdvertisedJP@ontario.ca
Non-compliance has real consequences. Individuals convicted under the ESA can be fined up to $100,000, imprisoned up to 12 months, or both. Corporations face fines up to $100,000 for a first conviction, $250,000 for a second, and $500,000 for a third or subsequent conviction.
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