Ontario’s New Job Posting Rules in 2026 Will Reshape Hiring and Immigration Access

Ontario is preparing for a major shift in how employers advertise and fill jobs, with new job posting rules taking effect on January 1, 2026. These changes apply to employers with 25 or more employees and introduce new obligations around wage transparency, hiring practices, and record keeping. While the rules are designed to modernize Ontario’s labour market, they also carry important implications for immigrants and internationally trained professionals seeking work in the province.

The reforms are part of broader labour standards updates under the Employment Standards Act, and they reflect growing concern about fairness, transparency, and the use of technology in recruitment.

Mandatory Compensation Ranges in Job Advertisements

Under the new rules, all publicly advertised job postings must include a clear compensation range. Employers are no longer permitted to advertise roles without pay information, a practice that has long created uncertainty for applicants.

Ontario has also placed limits on how wide a pay range can be. In most cases, the range cannot exceed $50,000 annually. An exception applies if the job pays more than $200,000 per year, in which case the cap does not apply. The goal is to prevent employers from advertising overly broad ranges that provide little meaningful guidance to candidates.

For immigrants, salary transparency can be especially valuable, helping them assess whether a role aligns with settlement costs, licensing requirements, and long-term career goals.

Canadian Work Experience Requirements are Prohibited

Another major change is the prohibition on requiring Canadian work experience in job postings. Employers may no longer state that applicants must have worked in Canada to be considered.

This rule directly addresses a long-standing barrier faced by newcomers, particularly skilled immigrants whose international experience has often been discounted. By removing this requirement, Ontario is aiming to ensure that qualifications and skills are assessed more equitably.

Disclosure of Artificial Intelligence in Hiring

If an employer uses artificial intelligence to screen, assess, or rank applicants, that information must be disclosed in the job posting. This includes automated systems that filter resumes, score candidates, or assist with shortlisting decisions.

The intent is to bring transparency to automated hiring practices, allowing applicants to understand how decisions may be influenced by technology rather than solely by human review.

Vacancy Clarity and Hiring Timelines

Job postings must now clearly state whether the role represents an existing vacancy. This requirement is designed to limit “ghost postings,” where employers advertise positions that are not actively being filled.

In addition, employers must notify interviewed candidates within 45 days whether a hiring decision has been made. The update does not require employers to offer feedback, but it does require timely communication, which many job seekers have historically lacked.

Expanded Record Retention Requirements

Employers must retain copies of job postings, applications, and interview-related communications for 3 years. These records may be requested during inspections or investigations to ensure compliance with the new rules.

This change strengthens enforcement mechanisms and encourages employers to adopt more structured hiring processes.

What This Means for Immigrants and Newcomers

For newcomers, these reforms reduce uncertainty and level the playing field. Transparent wages, the removal of Canadian experience requirements, and clarity around hiring processes make it easier for immigrants to compete fairly and plan their settlement strategies.

While these rules do not directly change immigration programs, they can influence how easily newcomers secure qualifying employment that supports permanent residence pathways. Ontario’s new job posting rules taking effect in 2026 mark a clear shift toward greater transparency and fairness in hiring. By addressing wage disclosure, experience requirements, AI screening, and employer accountability, the province is reshaping how jobs are accessed. For immigrants and international talent, these changes could significantly improve access to meaningful employment in Ontario’s evolving labour market.