Ontario job posting requirements for 2026

Five requirements for covered postings

Review these five requirements before publishing a covered Ontario job posting.

1. Expected compensation. Include the expected pay or a compensation range. The difference between the lowest and highest amounts can be up to $50,000. The disclosure requirement has an exception when expected annual compensation, or the top of the range, exceeds $200,000. Include base pay and guaranteed bonuses when calculating expected compensation. Exclude discretionary bonuses, tips, and benefits.
2. AI disclosure. State when artificial intelligence is used to screen, assess, or select applicants. A brief statement that the technology is used is enough.
3. Vacancy status. State whether the posting is for an existing vacancy.
4. Canadian work experience. Review job postings and application forms to remove Canadian work experience requirements.
5. Applicant responses and records. Tell interviewed applicants whether a hiring decision has been made within 45 days of their last interview. Retain covered postings and associated application forms for three years after removal.

When the requirements apply

First, confirm your employee count and whether the position is publicly advertised. The requirements apply to employers with 25 or more employees on the day a covered posting goes live. If your employee count is close to 25, check your headcount when each posting is published. They apply to publicly advertised positions available to the general public. Internal-only postings, general recruiting campaigns, help-wanted signs that do not identify a specific position, and jobs performed outside Ontario are outside this definition.

Pay ranges and higher-paying roles

Publish the compensation you expect to offer, either as a single amount or a range. For covered postings, the difference between the low and high ends of the range can be up to $50,000. For example, $70,000 to $115,000 meets the limit, and $70,000 to $130,000 exceeds it. When expected annual compensation, or the top of the range, exceeds $200,000, the compensation disclosure requirement does not apply. The other posting requirements still apply. The legislation does not require the eventual offer to fall within the published range.

Applicant responses and recordkeeping

Your responsibilities continue after the posting comes down. Tell each interviewed applicant whether a hiring decision has been made within 45 days of their last interview. The update only needs to say whether a decision has been made. Keep each covered posting and associated application form for three years after the posting is removed. Retain records of the information provided to interviewed applicants for three years. Keep the posting, removal date, interview dates, applicant responses, and related records together in a hiring log.

Before you publish

• Check the compensation range. Keep the difference between the low and high ends within $50,000 when the compensation disclosure requirement applies.
• Review the posting details. Confirm compensation, AI screening disclosure, vacancy status, and Canadian work experience requirements.
• Confirm your employee count when the posting goes live, especially if staffing changes seasonally or throughout the year.
• Track applicant updates and records. Track the 45-day response period and retain the required documents for three years.