Starting January 1, 2026, Ontario’s employment landscape is undergoing its most significant transformation in years. New requirements under the Employment Standards Act will reshape how employers advertise jobs and interact with candidates, creating a more transparent and equitable hiring process for everyone—especially newcomers to Canada.
If you’re a job seeker in Ontario, an employer preparing for compliance, or a newcomer building your career in Canada, understanding these changes is essential. Here’s everything you need to know about the new labour laws taking effect in 2026.
Why These Changes Matter Now
The Ontario government has been systematically updating employment standards through a series of “Working for Workers” acts. Bills 149 and 190, along with Ontario Regulation 476/24, introduce comprehensive job posting requirements designed to level the playing field for all candidates.
These reforms address long-standing concerns about discriminatory hiring practices, lack of salary transparency, and the challenges faced by internationally trained professionals trying to enter the Canadian workforce.
The End of “Canadian Experience” Requirements
One of the most groundbreaking changes is the prohibition of requiring “Canadian experience” in job postings or associated application forms. This has been a major barrier for skilled newcomers who possess strong credentials and equivalent international experience but have struggled to compete fairly in Ontario’s labour market.
What this means for you:
- Employers can no longer list “Canadian work experience” as a mandatory qualification
- International experience must be evaluated on equal footing with domestic experience
- Newcomers with equivalent skills can now compete fairly for positions
This change aligns with recommendations from the Ontario Human Rights Commission, which has long identified Canadian experience requirements as systemic barriers that disproportionately affect newcomers and internationally trained professionals.
Mandatory Salary Transparency
Employers must disclose the expected compensation or salary range in any publicly advertised job posting. This requirement brings much-needed transparency to the hiring process.
The rules are specific:
- If posting a salary range, the gap between minimum and maximum cannot exceed $50,000 per year
- Positions paying more than $200,000 annually are exempt from this requirement
- Jobs where the top of the range exceeds $200,000 are also exempt
This transparency helps candidates make informed decisions about whether to apply, saves time for both parties, and promotes pay equity across industries.
AI Disclosure Requirements
As artificial intelligence becomes more prevalent in recruitment, employers using AI during the hiring process must clearly state this in job postings. This includes AI tools used for resume screening, candidate assessment, or any part of the decision-making process.
Why this matters:
- Candidates can tailor their applications for automated screening systems
- Transparency about AI use builds trust in the hiring process
- Job seekers understand how their applications will be evaluated
Real Vacancies Only
Job postings must indicate whether the position being advertised is for a real, existing vacancy. This rule targets the practice of posting jobs for future needs or labour market testing—practices that waste candidates’ time and create false hope.
This change is particularly relevant for newcomers who may encounter job postings created solely to meet Labour Market Impact Assessment (LMIA) advertising requirements, without genuine intention to hire.
Post-Interview Communication
If an employer interviews an applicant, they must inform that applicant whether a hiring decision has been made within 45 days of the interview (or last interview, if multiple). This notification can be delivered in person, in writing, or through digital communication.
Benefits include:
- Reduces the “ghosting” phenomenon in hiring
- Provides closure for candidates
- Allows job seekers to move forward with other opportunities
Who Must Comply?
These requirements apply to employers with 25 or more employees on the day a job is posted. Smaller employers with fewer than 25 employees are currently exempt from these obligations.
Exemptions also include:
- General recruitment campaigns without specific job references
- General “Help Wanted” signs
- Internal job postings limited to current employees
- Positions performed entirely outside Ontario
Additional Employment Rights for Newcomers
Beyond the new 2026 requirements, job seekers in Ontario—including newcomers—already benefit from several protections during the hiring process:
Interview protections:
- Employers cannot ask about your country of origin or ethnic background
- Questions about citizenship or immigration status may only be asked if directly relevant to job requirements
- You cannot be asked about family planning or marital status
- Religious beliefs and practices are protected topics
Documentation rights:
- Employers cannot require more documentation than necessary for legitimate business purposes
- You have the right to refuse to provide unnecessary personal information
What Employers Must Do Now
Organizations should begin preparing immediately for the January 1, 2026 implementation date:
- Audit job posting templates to ensure compliance with all new requirements
- Review AI tools used in recruitment and prepare disclosure statements
- Remove all references to Canadian experience from postings and application forms
- Establish systems for post-interview candidate communication
- Train hiring managers on the new laws and inclusive hiring practices
- Update applicant tracking systems to maintain required records for three years
The Broader Context: Ontario’s Employment Reform Series
These changes are part of a larger trend toward workplace transparency and worker protection in Ontario. Recent amendments have included disconnecting from work policies, prescribed information for employees, and regulations on tips and gratuities.
Additional changes already in effect include:
As of July 1, 2025: Employers must provide new employees with specific information in writing before their first day, including legal name, contact information, work location, starting wage rate, pay period, and anticipated hours of work.
Looking Ahead: What’s Next
The Ontario legislature continues to advance employment reforms. The Working for Workers Seven Act (Bill 30) has been ordered for third reading and is expected to pass shortly, bringing additional workplace health and safety measures and administrative changes.
How to Prepare as a Job Seeker
For newcomers:
- Update your resume to highlight transferable skills and international experience
- Research Ontario employment standards to understand your rights
- Consider having your international credentials assessed by relevant professional bodies
- Network with industry professionals through LinkedIn and local newcomer services
- Practice answering interview questions that focus on skills rather than location-specific experience
For all candidates:
- Review salary ranges in job postings to ensure they align with your expectations
- Be aware of positions using AI screening and optimize your resume accordingly
- Ask questions about the hiring timeline and follow-up process
- Know that you have the right to interview updates within 45 days
Resources for Newcomers
Several organizations can help newcomers navigate Ontario’s labour market:
- Ontario Ministry of Labour, Immigration, Training and Skills Development
- Local employment service providers
- Industry-specific professional associations
- Credential assessment services
- Newcomer settlement organizations
The Bottom Line
Ontario’s 2026 labour law changes represent a significant step toward fairness, transparency, and inclusion in the workplace. By removing barriers for newcomers, mandating salary transparency, and requiring honest communication throughout the hiring process, these reforms create a more equitable environment for all job seekers.
Whether you’re an employer adapting to new compliance requirements or a job seeker—especially a newcomer—preparing to take advantage of these protections, understanding these changes is crucial for success in Ontario’s evolving labour market.
The new year brings new opportunities. Make sure you’re ready to seize them.
