Here’s a comprehensive, practical overview of the new publicly advertised job posting requirements in Ontario (and how they compare with broader Canadian trends) — including what employers must do, what the rules mean for hiring, and why they matter.
Ontario is introducing significant new job posting obligations under the Employment Standards Act, 2000 (ESA) (as amended by the Working for Workers Four Act, 2024 and related regulations). These apply to publicly advertised job postings — meaning external ads visible to the general public. (Business Law firm | Stikeman Elliott)
1. Salary / Pay Transparency
- Employers must include expected compensation or a salary range in every publicly advertised job posting.
- If a range is used, the difference between the low and high end cannot exceed $50,000 annually.
- This does not apply if the salary (or the top of the range) is more than $200,000 per year.
- “Compensation” is broadly defined to include all forms of pay considered “wages” under the ESA (base salary, guaranteed bonuses, etc.). (Business Law firm | Stikeman Elliott)
Why this matters:
Salary transparency helps candidates know what jobs actually pay up front and reduces guesswork or hidden expectations in the hiring process. (Achkar Law)