Preparing for the Future of Job Postings
By Renee Boyda
New legislation pertaining to job posting requirements has begun to emerge across the provinces. So far, Ontario, British Columbia, Prince Edward Island and Nova Scotia have enforced salary disclosure in job postings. Newfoundland and Labrador passed legislation, but is not yet in force. Manitoba and Saskatchewan introduced and considered legislation, but did not pass. It is predicted that provincial governments will continue to introduce and make legislative changes that require employer transparency in job postings, signalling to employers that this is becoming a national trend.
Among the provinces, Ontario’s job posting legislation changes are the most detailed and significant. Effective January 1, 2026, employers with 25 or more employees must include expected compensation or a reasonably narrow range in their job postings. Additionally, employers must not require Canadian experience and disclose if AI is used in screening. Employers must also state whether the role is for an existing vacancy or a future vacancy, with the interviewed applicants receiving notice of the hiring outcome within 45 days. Ontario employers must also make job postings accessible, notify applicants that they have an accommodation policy and accommodate the needs of people with disabilities in the hiring process. Non-compliance can lead to orders to fix the posting and monetary penalties, with the risk of much higher fines for repeat or serious violations. Practically, employers recruiting across Canada should assume more provinces may follow Ontario’s lead, and it is smart to standardize postings now.
All employers should ensure their job postings fully comply with all existing jurisdictional requirements. But even if job posting legislation doesn’t apply to an employer’s province, updating recruitment templates and approach can significantly improve hiring outcomes. Strong templates reduce errors, create consistency and ensure that every job posting includes essential elements. By standardizing job postings, employers move faster when vacancies open up and can focus on connecting with qualified candidates rather than rewriting ads from scratch each time. Job postings are not only a compliance document — they are also a powerful marketing tool because they give the first impression many candidates have of your organization. By incorporating some or all of Ontario’s job posting requirements into their own posts, employers will appear transparent, credible and attractive to candidates who are actually interested in the role. Plus, adopting these practices earlier can make compliance easier later if similar rules expand to other provinces. Therefore, employers should:
“Job postings are not only a compliance document, they are also a powerful marketing tool because they give the first impression many candidates have of your organization.”
Include salary ranges or at least the expected compensation. This will help candidates self-select out if they are not interested, reducing wasted time on interviews. Pay transparency also strengthens the employer’s brand in competitive labour markets.
Add a simple disclosure about whether AI is used to screen or assess candidates to build trust and reduce anxiety around automated hiring processes.
State whether the role is for an existing vacancy or a new position to give some context to the candidates about the urgency of filling the role and the stability of the opportunity.
Remove any requirements for “Canadian experience” or similar language to open doors to qualified candidates with transferable experience and show support of diversity.
State whether interviewed candidates will be advised of a hiring outcome and the time frame. This signals that the employer respects candidates’ time and that there is a structured hiring process in place.
Retain a copy of the final ad to help defend against potential discrimination or human rights claims.
It is also recommended that employers who recruit in multiple provinces should:
Maintain a master posting template that complies with the strictest applicable rules for the posting, then add province-specific fields before publishing.
Keep records showing which version of the posting was used in each province.
In conclusion, the evolving landscape of job posting legislation across Canada shows a shift toward greater transparency and accountability in hiring. Non-compliance not only risks legal consequences but also damages credibility with candidates who increasingly value openness and respect in the hiring process. Employers should not wait for regulation. Instead, employers should be proactive by updating and standardizing their recruitment templates and processes. Incorporating key elements from Ontario’s model provides an opportunity for employers in other jurisdictions to project a consistent and modern employer brand regardless of location supporting a competitive advantage that builds trust with candidates.
Renee Boyda is a human resources consultant with Legacy Bowes. She is a CPHR candidate, received her Bachelor of Arts in Sociology from the University of Manitoba, and received both Human Resource Management and Management Development Certificates with Honours from Red River College. She is focused on building HR structures and processes to create consistency and fairness in workplaces across Canada. Renee is a proud Metis, with over 12 years of human resource experience in both union and non-union environments. She can be reached at (204) 947-5525.
