There will be new job advertising or job posting regulations that come into effect on January 1, 2026, under Ontario’s Employment Standards Act, 2000 in a new regulation (O. Reg. 476/24). These new rules refer to job posts that are posted on “job posting platforms” which means online programs or sites that allow for the display of publicly advertised job postings. These rules do not apply to general job posts without any specifics related to the job or job posts or any recruitment that an employer does internally within their own organization. These rules also will not apply to employers who employer fewer than 25 employees.
Key Points of the New Job Posting Rules
There will be new rules involving several different issues regarding the job posting process for employers.
New rules regarding expected compensation
- Every employer who advertises a public job posting shall include in the post information about the expected compensation (which means the employee’s expected wages or salary) for the position or the range of expected compensation for the position.
- In the case where an employer includes a compensation range in the job posting, the range is limited to an amount equivalent to $50,000 per year or less.
New rules regarding Canadian experience
- No employer who advertises a publicly advertised job posting shall include in the posting or in any associated application form any requirements related to Canadian experience.
New rules regarding the use of AI in the hiring process
- Every employer who advertises a publicly advertised job posting and who uses artificial intelligence to screen, assess or select applicants for the position shall include in the posting a statement disclosing the use of artificial intelligence.
New rules regarding disclosing if the job posting advertised is for an existing posting or vacancy
- Every employer who advertises a publicly advertised job posting shall include in the posting, a statement disclosing whether the posting is for an existing vacancy or not.
New rules regarding providing information to the applicant after the interview
- If an employer interviews an applicant for a publicly advertised job posting, they will be required to provide information to that applicant about whether a hiring decision has been made for that posting within 45 days from the date of the interview or the last interview with the applicant if there was more than one interview.
How can Zeilikman Law help?
If you are either an employee or employer and wish to get more information related to this topic and other important employment law topics, please contact Zeilikman Law. We can be reached at (905) 417-2227 or online here.
