Which Ontario employers must follow the 2026 public job-posting rules?

The Ontario guide states that these requirements generally do not apply to employers with fewer than 25 employees on the posting date. Other definitions, exemptions, and workplace laws can still matter.

What must an Ontario job posting say about AI?

A covered employer must disclose the use of AI, if any, to screen, assess, or select applicants for the position. Confirm every platform and third-party hiring step before writing the statement.

Can an Ontario job posting require Canadian experience?

Covered public postings and associated application forms cannot include a Canadian-experience requirement. State the actual skill, licence, language, or operating knowledge the role requires instead.

Ontario · Public job postings and responsible AI hiring

Make the job posting and hiring process inspectable before candidates see it.

Ontario's 2026 rules add specific compensation, AI-use, vacancy, Canadian-experience, and candidate follow-up requirements for covered public postings. CoachGPT turns them into a preflight, draft disclosure block, and owner checklist.

Check a posting Plan an organization pilot

Ontario now connects job-posting language to the hiring process behind it.

AI use must be disclosed

Covered employers must state whether AI is used to screen, assess, or select applicants. The answer may depend on recruiters, platforms, and assessments outside the posting owner's direct workflow.

Ontario ESA guide

Compensation and vacancy status belong in the posting

The rules require expected compensation information and a statement about whether an existing vacancy is being filled, subject to current definitions and exceptions.

Ontario public-posting changes

Interview follow-up needs an owner

Interviewed applicants must receive information about whether a hiring decision has been made within the applicable period. A saved last-interview date makes the obligation visible.

Ontario public-posting changes

Ontario responsible hiring studio

Check the posting and the process before it goes live.

Start with employer size, AI use, and vacancy status. Paste the posting when you have it; the checker flags wording that still needs attention and produces a disclosure block your hiring owner can finish.

1How many employees does the employer have?

2Is AI used to screen, assess, or select applicants?

3Is this for an existing vacancy?

4Paste the public job posting

The local checker looks for pay, AI, vacancy, and Canadian-experience wording. It does not send the posting to an AI model.

An owner and last-interview date are recordedThis gives the team a reliable trigger for the required hiring-decision update.

Posting preflight

2 items need attention

0 of 5 checks currently marked ready

Expected compensation

Paste the posting to check its exact wording.

AI use in hiring

Confirm with every recruiter, platform, assessment, and screening owner whether AI screens, assesses, or selects applicants.

Existing vacancy

Disclose that this posting is for an existing vacancy.

Canadian-experience requirement

Public postings and associated application forms should not require Canadian experience.

Interview decision follow-up

Assign an owner and record the last interview date so interviewed applicants receive the required hiring-decision update within the applicable period.

Draft disclosure block

Expected compensation: [Add the expected compensation or permitted range after checking the current rules.]
AI in hiring: [Confirm whether AI is used to screen, assess, or select applicants.]
Vacancy status: This posting is for an existing vacancy.

This is a source-aware workflow preflight, not a legal determination. Confirm current requirements and exemptions before publishing.

For hiring teams and advisors

Test one live role before changing every template.

A small pilot can identify who owns compensation, AI-tool inventory, vacancy approval, candidate communication, and record retention. The final output should be a repeatable operating record, not a one-time policy document.

Scope one hiring pilot

Official source record

Check the rule before acting on it.

These pages provide planning support. Regulators and governments remain the source for certification, employment, privacy, and program decisions.

Employment Standards Act guide: public job postingsProvince of Ontario · Checked August 2026 O. Reg. 476/24: rules and exemptions for job postingsProvince of Ontario · Checked August 2026 Work in your profession or tradeProvince of Ontario · Checked August 2026 Labour mobility between provinces and territoriesProvince of Ontario · Checked August 2026

6-Week Canadian Cohort Pilot

Run one focused cohort before expanding the program.

Configure one pathway for one cohort, onboard practitioners, run participant work between appointments, and review a final outcome report.

Free: a 30-minute fit and scope conversation.

One configured participant pathway
Up to 25 pilot participants
Practitioner checkpoints and consent design
Completion, activity, and qualitative outcome report

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One 6-week pilot · final scope and privacy requirements confirmed before purchase

Plan a 6-Week Pilot

CoachGPT supports preparation and follow-through, but cannot guarantee employment, licensing, exam, or participant outcomes.