New rules begin January 1: A quick recap
Ontario is introducing changes to the way publicly advertised jobs must be posted under the Employment Standards Act. The goal, according to government officials, is to improve transparency and fairness in the hiring process. For jobseekers, the changes aim to clarify what they can expect from listed roles. For employers, they create a standardized set of posting requirements that apply to publicly advertised positions.
Key requirement: wage or salary range on postings
One of the central provisions under the new rules is a requirement for wage or salary information to appear in publicly advertised job postings. While the exact scope and thresholds are still being clarified, the principle is to give applicants a clear sense of compensation early in the process. This detail can help jobseekers assess fit and avoid time-consuming negotiations later in the process.
What else must be included in postings?
Beyond wage details, the changes are designed to standardize what information should appear in job ads. Expect postings to include essentials such as job title, location (or remote options if applicable), type of employment (permanent, contract, etc.), and a brief description of duties. Accessibility considerations, language around accommodations, and guidance on how to request accommodations may also be emphasized to align with broader equality and inclusion goals.
Who is affected?
The rules target publicly advertised job postings and apply to employers covered by the Employment Standards Act. Employers must ensure that their public postings comply with the new requirements to avoid penalties. For private or internal postings that aren’t publicly advertised, the new requirements may not apply, but employers still benefit from aligning internal practices with the public standard.
Why these changes matter for jobseekers
Transparency about pay is a meaningful change for many applicants. A wage range helps candidates gauge whether a role aligns with their financial needs and market expectations. In a competitive job market, this can speed up decisions and reduce frustration during early interviews or screening.
Clear posting details also reduce ambiguity about job scope and requirements. When roles are well-described, candidates can more accurately assess their fit, which can lead to better applicant quality and a smoother hiring process for both sides.
What employers should do now
Employers should audit their current job postings and internal templates to ensure they include the new elements. This includes updating applicant-facing postings with wage or salary ranges, as well as ensuring that descriptions of duties, location details, and accommodation provisions are consistent across channels. It may also be wise to train hiring teams on the rationale behind the requirements to promote compliance and reduce potential misinterpretations.
Potential challenges and considerations
Some employers worry that posting a wage range could limit negotiation flexibility or reveal pay structures that are not uniform across departments or levels. Others point to the need for clear definitions of what qualifies as a “public posting” and how to handle postings for seasonal or specialized roles. Government resources and guidance are expected to provide additional clarity as January 1 approaches.
Practical tips for jobseekers
– Look for postings that include explicit wage ranges and clear role expectations.
– If a posting lacks compensation details, consider asking during the application or interview stage.
– Note any stated accessibility accommodations and how to request them.
– Keep a record of postings you apply to, including dates and the posted pay range, to compare offers.
What this means for Ontario’s labor landscape
These changes reflect a broader trend toward greater pay transparency and standardized posting practices. If fully implemented, the rules could contribute to more informed job choices and fairer initial negotiations. However, actual impact will depend on enforcement, employer compliance, and how jobseekers adapt their application strategies in response to clearer pay information.
Next steps
Jobseekers and employers should monitor official Ontario government guidance to confirm the final specifics of the posting requirements and any transitional provisions. As always with regulatory changes, staying informed helps both sides move through the hiring process more efficiently.
