Did you know?
As of January 2026, new requirements and regulations came into play for employers that include public job postings, the use of artificial intelligence, Canadian experience, vacancies information, salary information and communication with interviewed candidates. Let’s break it down!
Planning to post a public job opening?
Make sure, if you’re an employer with 25 or more employees, that you do the following. Less than 25 employees? It would be worthwhile to do these as well!
1. Compensation
Job postings should include the expected compensation range for the role up to $50,000. For example, the range could be $90,000-$140,000 or $90,000 to $100,000, but not $90,000-$160,000. If the expected compensation is more than $200,000 per year, it may not need to be disclosed in the public job ad.
2. Required Disclosures
All public job postings now need to include a statement if you’re using artificial intelligence during the hiring process. Be sure to also include if the posting is for an existing vacancy.
3. Experience Requirements
It was not uncommon for job postings to include language like “must have 5 years of Canadian experience in industry”. This is now prohibited and should not be included in publicly advertised job postings or any associated application.
4. Candidate Communication
Businesses can no longer assume that candidates ‘get the message’ that they didn’t get the job. Now we are responsible for advising interviewed candidates whether or not they were successful. This communication must take place within 45 days of the interview, if there were multiple interviews within 45 days of the last interview. This can be done in person, in writing or using technology.
While these requirements are for businesses with more than 25 employees, those with fewer employees could also benefit from following these requirements. Candidates will likely view businesses that are transparent with compensation and communicative in their recruitment process more positively even if they aren’t selected for the position. Also, if the business were to apply these practices should they reach 25 employees in the future, the business would already be compliant. For additional information on these regulations be sure to check out https://www.ontario.ca/laws/regulation/r24476 or contact Dana Ott today!
Source: Ontario, Ontario Regulation 476/24: Rules and Exemptions Re Job Postings, made under the Employment Standards Act, 2000, filed November 29, 2024, https://www.ontario.ca/laws/regulation/r24476.
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Reach out to Dana Ott, Director of HR Consulting, to get started.
