A new law in Ontario will enforce updated regulations for job postings at companies with more than 25 employees starting January 1, 2026. Under the revised Ontario Employment Standards Act, job advertisements must now include information on the potential use of AI in candidate selection and whether the advertised position is currently available.
Furthermore, job postings must specify the salary range for the position, with a maximum $50,000 difference, as well as outline additional forms of compensation such as commissions and bonuses. Employers are also mandated to inform applicants of their application status within 45 days after the final interview.
Andrea Little, a freelance digital user-experience designer based in Kitchener, has been seeking full-time employment since her previous employer underwent restructuring. Little appreciates the transparency requirements in job postings, stating that upfront information helps her evaluate job suitability and decide on pursuing opportunities.
Although there is some debate among experts about the impact of transparency laws on job seekers, Travis O’Rourke, president of recruitment firm Hays Canada, notes that posted salary ranges do not bind companies to a specific pay scale. Employers may adjust job titles and compensation levels based on the hiring process.
Regarding the use of AI in candidate selection, applicants are increasingly encountering automated screening processes. Little highlights the challenge of tailoring applications to both algorithms and human readers, emphasizing the importance of striking a balance between showcasing personality and meeting AI requirements.
While the legislation may not offer extensive clarity on AI usage, Margaret Yap, a human resources management professor at Toronto Metropolitan University, suggests that posted salary ranges can empower current employees to negotiate fair compensation. Allison Venditti, founder of Moms At Work, views salary transparency as a means to enhance workplace equity and foster discussions about pay fairness and potential discrepancies.
Overall, individuals interviewed by CBC News agree that the requirement for companies to provide feedback to applicants is a positive step. Little underscores the emotional toll of being left in the dark after multiple interview rounds, while Venditti criticizes the need for legislation to compel companies to communicate with candidates, deeming it a failure in HR practices.