How Ontario’s 2026 Job Posting Rules Will Change the Hiring Process

Starting January 1, 2026, new legislation will require Ontario employers with 25 or more employees to be more transparent and responsive. The new rules are part of Ontario’s ongoing effort to promote pay transparency, fairness, and better communication throughout the hiring process.

Here are the two major changes:

• Salary disclosure: All publicly advertised job postings must include either the expected pay or a clear salary range.
• Candidate response time: Employers will be required to respond to interviewed applicants within 45 days of their interview, letting them know whether the role has been filled.

In this blog, we’ll break down what the new rules mean, why they matter for your business, and how you can start preparing now to ensure your hiring process is ready for 2026.

Why This Matters

These updates mirror a real shift in today’s hiring landscape. Candidates are no longer just looking for a job; they’re looking for honesty and openness throughout the process. By introducing these new rules, Ontario is helping formalize what’s already become a best practice among leading employers.

1. Transparency builds trust.

Posting a salary range tells people you’re being upfront. Over time, that kind of transparency builds credibility and helps position your organization as a place people want to work. This can strengthen employer branding and showcase a commitment to fairness.

2. Faster responses improve reputation.

Requiring employers to respond within 45 days ensures that applicants aren’t left wondering about their status after an interview. This simple step improves the candidate experience, which in turn boosts your reputation in a competitive talent market.

3. Internal pay consistency becomes essential.

With compensation visible in postings, existing employees will be able to see how their pay compares. This brings more attention to internal equity, prompting employers to review pay structures, address disparities, and maintain trust within their teams.

4. A competitive advantage for early adopters.

Companies that adjust ahead of the deadline will benefit from a stronger talent pipeline and positive brand perception. Being transparent and communicative will position your business as an employer of choice.

How Employers Can Prepare

1. Audit your job postings. Make sure they include compensation information and avoid limiting language such as “Canadian experience required.”
2. Build salary ranges with confidence. Use Aplin’s market data and salary guides to create fair, competitive ranges that attract qualified talent.
3. Update your hiring workflows. Add reminders or automation to ensure every interviewed candidate receives a response within 45 days.
4. Communicate with your recruitment partners. Ensure your staffing firms and job-posting platforms are aligned with the new rules.

Ready to Support Your Next Step

At Aplin, we see these updates as a step in the right direction for hiring in Ontario. The companies that move early on transparency will earn trust and attract stronger candidates; it’s that simple. Being upfront about pay and communication shows people you value them, and that makes a real difference.

Our team can help you review your postings, fine-tune compensation ranges, and get your hiring process ready well before the 2026 deadline.