Ontario has confirmed a major update to its employment standards. Some of the changes have already kicked in, and the next few months will bring some of the most significant shifts we’ve seen in job-posting and hiring practices. If your organization employs 25 people or more, it’s time to prepare—because these changes will affect everything from offer packages to how you post roles online.
Phase 1: Day-one employment details (effective July 1, 2025)
As a review, starting on July 1, 2025, employers were required to provide every new hire with a written overview of key employment information on their first day. That document had to clearly outline:
- Who the employer is
- When and how the employee will be paid
- Where the work will take place
- What hours the employee is expected to work
It’s a push toward greater clarity and consistency, aimed at reducing misunderstandings that often occur during a new employee’s first week.
Phase 2: New job-posting and transparency rules (effective January 1, 2026)
In about a month (as of this writing), the province is rolling out a second—and much larger—set of requirements designed to improve fairness and transparency in the hiring process.
Organizations will need to adjust their job-posting practices to comply with the following:
Meaningful salary information
Employers must list either a salary or a salary range that reflects the actual compensation for the role. Vague or symbolic ranges won’t meet the standard; the range must be no wider than $50K.
No more “Canadian experience required”
Job ads can no longer specify that applicants must have Canadian work experience. The province is taking aim at barriers that disproportionately affect newcomers.
AI disclosure
If your hiring process uses artificial intelligence to screen or evaluate applicants at any stage, you’ll now need to say so in the job posting.
Closing the loop with candidates
Anyone who is interviewed must be notified of the hiring outcome within 45 days. The expectation is simple: candidates deserve clarity, even if they aren’t selected.
Record-keeping obligations
Employers must keep a copy of every job posting for three years, giving the province a long-term window into compliance.
What this means for HR and leadership teams
These changes don’t just require small tweaks. They’ll likely trigger updates to offer templates, onboarding packages, ATS workflows, and candidate communication processes. Organizations that get ahead of the changes will find the transition easier and create a more transparent, candidate-friendly hiring experience.
If you’d like help reviewing your current hiring materials or preparing compliant templates before the deadline, get in touch. We’re happy to walk you through exactly what needs to change.