Real screenshots from the pack files. Example figures are illustrative.
Ontario Job Posting Transparency Pack
Get every publicly advertised Ontario posting right before it goes live. A ready-to-fill template with the required lines, copy-ready AI wording, and a tracker that checks the pay range and runs the 45-day and three-year clocks for you.
One-time purchase, no subscription. Instant download.
Built by expert HR practitioners and leaders
- Job posting template with the pay, vacancy status, and AI lines built in, plus a pre-publish checklist
- AI disclosure wording: four copy-ready statements and a plain test for what counts as AI
- Offer letter template with pay transparency language that ties the offer to the posted range
- Six-tab posting tracker that checks each range against the CAD 50,000 width rule and flags the CAD 200,000 line
- Both clocks calculated: the 45-day notice date per candidate and the three-year retention date per posting
- Posting checker and Start Here guide: walk one finished posting through the rules before it goes live
The pack organizes the posting work and keeps the record. It does not determine that a posting complies and does not replace counsel review.
Templates, a tracker, and general business information for planning, not legal or tax advice. Ontario's rules can change, so confirm edge cases with employment counsel before you post.
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Last reviewed June 2026
Buying for clients or multiple entities? The White-Label tier is in the license.
Six pieces that take a posting from draft to documented
Templates you publish from, wording you paste in, a tracker that runs the dates, and a final check before anything goes live. Built to be used together on every posting.
Start Here
What each piece does, the order to use them, and the 2026 rules in plain language. One page, read it first.
Job Posting Template
A ready-to-fill posting with the required compensation, vacancy status, and AI lines, coaching notes on each, and an internal pre-publish checklist. It also flags coded wording, like requiring local experience, that can read as a Canadian-experience requirement.
AI Disclosure Wording
Four copy-ready statements, from a one-line disclosure to wording that names human review, with the Employment Standards Act's description of AI and a quick check for which hiring tools usually count.
Offer Letter Template
A conditional offer letter for Ontario roles with a pay transparency line that ties the offer to the posted figure, vacation notes against the ESA minimums, and counsel prompts on probation and termination terms.
Posting Tracker
Six tabs: a Start Here, the postings log, the salary range audit, a per-posting compliance checklist, a documentation archive, and a notes tab with a counsel review log. The width check, the 45-day notice date, and the three-year retention date all calculate for you. Opens on a worked example. Works in Excel or Google Sheets.
Posting Compliance Checker
Walk one finished posting through the rules in any browser before you publish it. It runs locally, uploads nothing, and its result is a self-assessment, not a compliance determination.
The method in the order a posting runs
Scope first, pay second, then the checks and the clocks. The pack drafts and documents; counsel makes the close calls.
Confirm the rules reach you
The rules cover publicly advertised postings by employers with 25 or more employees in Ontario on the day the posting goes up. The tracker's scope check and the Start Here walk through it before anything else.
Set the range, then draft
Set the pay in Salary Range Audit: a single figure or a range within CAD 50,000 from low to high, with the rule not applying above CAD 200,000 a year. Then draft from the template, keep the vacancy and AI lines, and ask for nothing that reads as Canadian experience.
Check it before it goes live
Run the finished posting through the web checker and fix what it flags. If AI screens, assesses, or selects applicants, paste in the disclosure statement that fits your process.
Log it and run the clocks
Log the posting, notify every interviewed candidate within 45 days of their last interview, and keep the posting and its application forms for three years after it comes down. The Compliance Log and the Documentation Archive date both for you.
Built on the 2026 rules and honest about its limits
Posting rules are the part of hiring where one missing line becomes an employment-standards problem, so the pack is careful where it counts and clear about where counsel takes over.
The pack tells you when to call a lawyer
Posting rules look mechanical until a case sits near a line. The checkpoints below are marked in the templates and the tracker, so you slow down before publishing or correcting anything. Advice early is far cheaper than a complaint later.
Who does what
A compliant posting splits the work between you, the pack, and your counsel. Here is the split, stated plainly.
- The pack drafts the posting; you make it yours. The template carries the required lines and the coaching notes. The role, the pitch, and what it pays stay your call.
- The pack runs the range math; you set the pay. The tracker checks each range against the CAD 50,000 width rule and flags the CAD 200,000 line. The number itself is a business decision.
- The pack words the disclosure; counsel rules on the gray areas. Four statements cover the normal cases. Whether a borderline screening tool meets the ESA's description of AI is a legal call.
- The pack dates the clocks; you send the notices. The 45-day due date calculates from the last interview. The message to each candidate still has to go out, and the log shows it did.
- The pack keeps the record, and the record is the point. Three years of postings and application forms, logged and dated, is the difference between a clean answer and a scramble if anyone ever asks.
Who it's built for
Who this fits, and where to go if that's not you.
Built for
- An Ontario employer at or past 25 employees, posting publicly under the 2026 rules for the first time.
- An HR team of one or a hiring manager who writes the postings and needs the required lines, the range check, and the dates handled without a lawyer on every posting.
- A US or global company hiring into Ontario that needs the posting side localized: CAD ranges, the AI line, and nothing that asks for Canadian experience.
If you are looking for
- US pay-range posting rules, not Ontario. The US State Pay Transparency Pack covers the state-by-state disclosure rules.
- A full AI governance program, not one disclosure line. The AI Hiring and HR Governance Kit covers the policy, candidate notices, and vendor bias audits behind the line.
Before you buy
What format are the files and can I edit them?
Is this legal advice?
Do the rules apply to my company?
What has to be in the posting?
What counts as AI here?
What is the 45-day rule?
What do we have to keep and for how long?
Will it stay current as the rules change?
What is the refund policy?
What happens after I buy?
Can I expense this purchase to my business?
Most customers buy TrueStep HR tools for business use, and a tool you use for work often qualifies as a deductible business expense. Whether it does for you depends on your situation, so confirm with your accountant or tax professional. Your receipt arrives by email at checkout and works as documentation.
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Post it right the first time
The required lines built into the template, the range checked before it goes live, and both clocks dated in one tracker.
Templates and self-review tools for planning, not legal or tax advice. Last reviewed June 2026.