Ontario's Employment Reform Expands Job Opportunities for Newcomers.

Ontario is set to implement significant changes to employment practices beginning in late 2025 and continuing into 2026. These modifications are designed to foster a more equitable and transparent job market, safeguard workers' rights, and enhance workplace safety. This article details the key amendments related to job postings, employment standards, employer responsibilities, workplace safety, and job platforms. Understanding these changes will help employers comply with regulations and inform job seekers about their rights.

Ontario's Bill 30 took effect on November 27, 2025, introducing crucial changes to employment law that will empower workers and enhance fair practices across the province.

New Rules for Job Postings Starting 2026

Ontario is setting clear standards for job advertisements to increase transparency and fairness for applicants. Employers must now include specific information in their postings:

• Pay Transparency

Job postings must show the expected pay or a pay range. The range cannot exceed $50,000 difference. This rule does not apply to jobs with salaries over $200,000 per year. This helps candidates understand compensation upfront and avoid surprises later.

• AI Disclosure

If artificial intelligence is used to screen applications, employers must clearly state this. This ensures applicants know how their resumes are evaluated.

• No Requirement for Canadian Experience

Employers cannot require Canadian work experience. This change supports newcomers and broadens access to job opportunities.

• Vacancy Disclosure

Job postings must indicate if the position is a genuine vacancy. This prevents misleading ads for roles that are not actually open.

• Follow-Up Communication

Employers must inform candidates of their hiring status within 45 days after the last interview. This improves communication and reduces uncertainty for applicants.

These rules promote honesty and clarity in hiring, making the process smoother for everyone involved.

Changes to the Employment Standards Act (ESA)

The ESA is also evolving to support better workers facing job loss or layoffs:

• Job-Seeking Leave

When employers with 50 or more employees conduct mass terminations, affected workers can take up to three days of unpaid leave to search for new jobs or attend training. This leave helps workers transition more easily during difficult times.

• Extended Layoffs

New rules allow layoffs to extend beyond 35 weeks in specific situations. This flexibility can help employers manage workforce changes while providing some job security for employees. These updates balance employer needs with worker protections during layoffs and terminations.

Employer Information Requirements Since July 2025

Employers with 25 or more employees must provide new hires with written information before their first day. This includes:

• Employer’s legal name and contact details

• Work location

• Pay rate

• Scheduled hours of work

  
  

Providing this information upfront helps new employees understand their job terms clearly and reduces confusion.

Occupational Health and Safety Act (OHSA) and Workplace Safety Insurance Act (WSIA) Updates

Workplace safety remains a priority with these new requirements:

• Washroom Cleanliness and Records

Employers must keep washrooms clean and post records showing maintenance and cleaning activities. This rule took effect in July 2025 and aims to ensure hygienic facilities for workers.

• Increased Penalties

Fines for offences under the Occupational Health and Safety Act (OHSA) and Workplace Safety and Insurance Act (WSIA) have increased. Employers must take safety regulations seriously to avoid costly penalties and protect their workforce. These changes reinforce the importance of a safe and healthy work environment.

Job Platforms Must Implement Fraud Reporting Policies by January 2026

Online job platforms will be required to have clear policies for reporting and removing fraudulent job postings. This protects job seekers from scams and false advertisements, improving trust in digital job markets.

Conclusion

What These Changes Mean for Employers and Job Seekers

Employers should review their hiring practices and workplace policies to ensure compliance with these new rules. This includes updating job postings, preparing clear written information for new hires, and maintaining workplace safety standards.

Job seekers will benefit from greater transparency about pay, job openings, and hiring processes. They will also have better protections during layoffs and more transparent communication from employers.