New Ontario labour laws to remove barriers for newcomers seeking jobs

Newcomers looking for work in Ontario may find it easier to land interviews and secure jobs that match their skills and experience.

Starting January 1, 2026, several new requirements for publicly advertised job postings will take effect under changes to Ontario’s Employment Standards Act (ESA).

Among the most significant is a ban on requiring Canadian work experience in job postings, or associated application forms — an issue that has long been flagged as a barrier to skilled newcomers seeking employment in the province.

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Currently, employers may list “Canadian work experience” as a mandatory qualification, even when international experience is equivalent. Critics have argued that this practice disadvantages newcomers who possess strong credentials but lack local experience, preventing them from competing fairly in the labour market.

The new rules will apply to employers with 25 or more employees on the day a job is posted.

In addition to removing Canadian experience requirements, several other measures are set to benefit job seekers in Ontario starting in 2026.

Expected compensation must be included

Employers will be required to disclose the expected compensation or salary range in any publicly advertised job posting.

Under this new rule, public job postings must list the expected pay or a pay range. If they use a range, the difference between the minimum and maximum can be no more than $50,000 per year."

This rule does not apply if the job pays more than $200,000 per year, or if the top of the pay range is more than $200,000 per year

Employers must disclose the use of artificial intelligence

Any employer using artificial intelligence (AI) during the hiring process will need to clearly state this in the job posting. For newcomers, this transparency can help them better tailor their applications for automated systems.

Employers must disclose whether a vacancy actually exists

Job postings must indicate whether the position being advertised is for a real, existing vacancy.

This rule is designed to curb the practice of posting jobs for future recruitment needs or general labour market testing (such as the advertising requirements for a Labour Market Impact Assessment)—practices that can mislead job seekers and waste time.

Employers must provide post-interview updates

If an employer interviews an applicant, they will be required to inform the applicant of whether a hiring decision has been made.
This notice must be provided within 45 days of the interview (or last interview, if multiple), and can be delivered in person, in writing, or through digital communication.

Together, these measures are expected to create a more transparent and equitable hiring landscape, giving job seekers in Ontario—including newcomers—a fairer chance at securing roles that match their skills and experience.

Knowing your rights as a newcomer in Ontario's labour market

If you’re a newcomer to Canada, understanding your rights during the hiring process is essential.

For example, job seekers in Canada already benefit from several protections in the hiring phase, such as being exempt from needing to answer certain questions during interviews.

Reading up on tips to prepare for a Canadian job interview – such as educating yourself on common interview questions — can greatly help your chances of succeeding in the Canadian labour market.

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