Pay Transparency Act Ontario: What the 2026 Rules Mean for Employees

The Pay Transparency Act in Ontario is now law.
Starting January 1, 2026, job seekers have the right to see salary information in many job postings, along with clearer, fairer hiring practices across the province.

These changes are commonly referred to as the Ontario Pay Transparency Act, even though they were introduced through amendments to employment standards legislation in the province.

If you’re applying for jobs in Ontario, negotiating pay, or wondering whether an employer is following the law, here’s what you need to know.

Ontario Pay Transparency Act: What Changed in 2026

What’s the Pay Transparency Act in Ontario?

Ontario’s Pay Transparency Act is a set of legal rules requiring employers to be upfront about pay and hiring practices.

The goal is to:

• Reduce pay secrecy
• Promote fair wages
• Prevent discrimination in hiring
• Give workers better information before accepting a job

These rules apply province-wide and are now fully enforceable in 2026.

Does the Pay Transparency Act Apply to All Ontario Employers?

No. The rules apply to employers in the province with 25 or more employees.

They don’t apply to:

• Employers with fewer than 25 employees
• General “help wanted” signs not tied to a specific job
• Some temporary help agencies

If you’re unsure whether your employer meets the threshold, it’s worth getting legal advice.

Ontario Salary Transparency: What Must Job Postings Include?

1. Salary/Wage Information

Public job postings in the province must now include either:

• A specific salary or hourly rate
• A salary range that’s no wider than $50,000

However, there’s one exception. If the top end of the salary range is over $200,000, then the range limit doesn’t apply.

This is a major shift in Ontario salary transparency and directly affects how employers recruit.

2. All Non-Discretionary Pay

Wages aren’t just base salary. Employers in Ontario must include all non-discretionary pay, such as:

• Guaranteed bonuses
• Commissions
• Other fixed compensation

If an employer advertises a job in Ontario without clearly reflecting how an individual is actually paid, that may violate the province’s wage transparency rules.

New Mandatory Hiring Disclosures

Use of AI

Job postings in Ontario must now disclose whether artificial intelligence (AI) is used to:

• Screen resumes
• Rank applicants
• Assess or select candidates

This is especially important if you believe an automated system “filtered you out” unfairly.

No “Canadian Experience” Requirements

Employers in Ontario aren’t allowed to ask for or require the following:

• “Canadian experience”
• Work history specific to Canada

This rule applies to job postings and application forms.

Are Job Rejections Mandatory in Ontario?

Employers in Ontario must inform individuals that they didn’t get the job they applied for if they were interviewed.

Under the Pay Transparency Act, employers in the province are required to:

• Notify interviewed candidates of the hiring decision within 45 days of the final interview
• Communicate the decision in writing or in person

If you were “ghosted” after an interview, that could now be a legal issue in Ontario.

Are Ontario Employers Required to Keep Hiring Records?

Yes. Employers in the province must keep certain records for at least 3 years, including:

• Job postings
• Application forms
• Interview follow-up communications

This matters because records are often the key evidence in employment standards complaints.

Written Job Information for New Hires (Since July 1, 2025)

Even if a job wasn’t publicly posted, new hires at larger companies must receive written information about their job, including:

• Employer name and contact details
• Work location
• Starting wage and pay schedule
• General hours of work

If you started a new job and didn’t receive this, your employer may already be out of compliance.

Consequences for Breaking Ontario’s Pay Transparency Rules

If an employer in the province:

• Fails to disclose pay
• Misrepresents compensation
• Doesn’t disclose the use of AI screening tools
• Ignores the 45-day interview rule

They may face:

• Employment standards complaints
• Government inspections
• Orders to comply or penalties

More importantly, non-compliance often overlaps with broader employment law issues, including misclassification, unequal pay, or termination problems — including wrongful dismissal in Ontario.