By: Stephanie McDonald and Ravi Bhaduri
Ontario’s hiring landscape is changing. As of July 1, 2025, new rules under the Employment Standards Act (ESA) require employers to be more transparent during the hiring process. These changes aim to improve fairness, clarity, and accessibility for job seekers across the province.
What Employers Must Provide Before Day One
Starting July 1, 2025, employers with 25 or more employees must give every new hire a written document containing key employment details. This must be delivered before the employee’s first day of work, or as soon as reasonably possible afterward.
- Legal name of the employer, and any operating or business name if different
- Contact information, including address, phone number, and one or more contact names
- General description of the anticipated work location
- Starting wage or commission rate
- Pay period and pay day
- General description of anticipated hours of work
You can find the relevant rules here.
These requirements ensure that employees begin their roles with a clear understanding of who they’re working for, what they’ll be paid, and when they’ll be working.
Coming Soon: New Rules for Job Postings
Looking ahead to January 1, 2026, Ontario employers will face additional obligations when posting jobs publicly. These rules apply to employers with 25 or more employees and include:
- Compensation Transparency:
Employers must include the expected compensation or a salary range (up to a $50,000 spread) in job postings. This rule does not apply if the compensation exceeds $200,000 annually.
- AI Disclosure:
If artificial intelligence is used during the hiring process, employers must disclose this in the job posting.
- No Canadian Experience Requirement:
Employers are prohibited from requiring Canadian work experience in job postings or application forms.
- Vacancy Disclosure:
Employers must state whether the posting is for an existing vacancy.
- Interview Follow-Up:
Employers must inform interviewed applicants whether a hiring decision has been made—within 45 days of the interview.
You can find the relevant rules here.
What This Means for You as an Employee
These changes give you more clarity and control in the hiring process. You will get a written record of your pay, hours, and contact details before you start work. No more guessing after you begin.
Starting in 2026, job postings must be more transparent. Employers must show pay ranges, say if they use AI, and explain if the job is a real vacancy. They cannot demand “Canadian experience.” They must follow up with you after an interview.
For you, this means:
- You can better compare opportunities and make informed choices.
- You’ll have less pressure to “guess” about wages or working hours before accepting a role.
- You’ll know if AI is being used to evaluate your application.
- You’ll no longer be excluded just because you don’t have “Canadian experience.”
- You can expect follow-up after interviews, instead of being left in the dark.
Conclusion
If you’re entering the job market, keep these rights in mind and don’t hesitate to ask questions if something seems unclear. These new rules are meant to support fairness and transparency—so you can focus on finding the right opportunity for you.
At Workplace Sage Legal, we specialize in protecting the rights of vulnerable employees. Our experienced team understands the nuances of employment law and will fight ferociously to help you receive fair treatment, proper compensation, and the respect you deserve. If you are looking for compassionate and capable legal advice, book a consultation with Workplace Sage Legal today.
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While reasonable efforts have been made to ensure the accuracy of the content provided, it does not constitute legal advice. Prior to relying on any aspect of this article, you should consult with a suitably qualified legal professional promptly in your relevant jurisdiction, to obtain advice tailored to your individual circumstances
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