Ontario’s New Job Posting Rules
If you’ve ever applied to a ghost job, been blindsided by a lowball offer after four interviews, or suspected an AI screened you out before a human ever saw your resume — this matters to you.
“This applies to every company hiring in Ontario with 25 or more employees — Canadian, US, or global. No exceptions.”
Ontario’s Employment Standards Act (ESA) amendments under Bill 149 came into effect January 1, 2026. For the first time, employers are legally required to be transparent about what a job pays, whether it’s a real opening, and how candidates will be treated during the process.
This applies to every company hiring in Ontario with 25 or more employees — Canadian, US, or global. No exceptions.
What changed on January 1, 2026
- Salary transparency is now mandatory — range cannot exceed $50,000 spread (exempt above $200k/yr)
- AI screening must be disclosed in the job posting
- Ghost jobs are no longer legal — vacancy status must be stated
- Canadian experience requirements are banned
- Candidates must be notified of hiring decisions within 45 days of final interview
1. Salary transparency is now mandatory
Every publicly advertised job posting must include the expected compensation or a salary range. The range cannot exceed a $50,000 spread. Roles over $200,000 per year are exempt.
2. AI screening must be disclosed
If a company uses artificial intelligence at any point in the hiring process — to screen resumes, assess candidates, or filter applications — they must say so in the job posting.
3. Ghost jobs are no longer legal
Employers must state whether the posting is for a real, existing vacancy. Posting roles with no intention of hiring is no longer acceptable.
4. Canadian experience requirements are banned
Requiring Canadian work experience in a job posting or application form is now prohibited. This protects newcomers and internationally trained professionals from being screened out before they have a chance.
5. Candidates must be notified after interviews
If an employer interviews a candidate, they must notify them of the hiring decision within 45 days of the final interview. Ghosting after an interview is now a violation.
What happens if companies don’t comply?
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.
How to check if a posting is compliant
BeazAtWork Job Analyzer checks any job posting against Ontario’s ESA 2026 requirements in seconds. Free score, no account required to view your results.
Check any posting at beazatwork.com
