Here's everything you need to know about Ontario's new pay transparency laws in 2026

Ontario is gearing up for major changes in how employers post jobs, communicate with applicants, and disclose compensation next year.

The new pay transparency rules, which officially come into effect on Jan. 1, 2026, will require many employers to adjust their hiring practices, from how salaries are disclosed to how candidates are contacted after interviews. 

The changes, which update Ontario's Employment Standards Act, 2000 (ESA), aim to make the hiring process fairer and more transparent for job seekers, and here's everything you need to know. 

Salary ranges 

Beginning in 2026, employers with 25 or more employees must either include the expected compensation or a salary range in a publicly advertised job posting. Employers must list a specific wage or pay range no broader than $50,000, although postings where the top end of the range exceeds $200,000 manually are exempt from this rule. 

All forms of pay must also be disclosed, including salary, bonuses, commissions, and any other non-discretionary compensation. 

AI disclosures 

Along with increased transparency around salaries, employers will also need to disclose in their job postings whether artificial intelligence is being used to screen, assess, or select applicants. 

Employers must also disclose whether or not the position is for a current vacancy, and cannot mention "Canadian experience" requirements in job postings or application forms. 

Interviewed candidates

In an effort to reduce "candidate ghosting," employers must also follow up with each applicant who has been interviewed for a publicly advertised role. Under the new rules, interviewed candidates must be notified of the outcome within 45 days of their final interview, the notice must be delivered in person or in writing, and employers must keep a record of this communication for three years. 

This updated rule does not apply to job seekers who were simply screened and who submitted resumes but were not interviewed for the role. 

Affected employers 

The new rules only apply to employers with 25 or more workers in Ontario, meaning they do not affect workplaces with fewer than 25 employees, temporary help agencies, or general recruitment campaigns (such as help-wanted signs). 

For three years after a job posting is no longer public, employers must keep a record of the job posting, application forms, and communication records involving interview follow-ups.