If you look for a job in Ontario now, job ads may be easier to understand than before. As of January 1, 2026, new rules under Ontario’s Employment Standards Act apply to many publicly advertised job postings. The goal is to give job seekers clearer and fairer information before they apply. (ontario.ca)

One big change is about money. In many public job ads, employers must show the expected pay or a pay range. Ontario’s guide says “compensation” can include an hourly wage, salary, commission, piece-work rate, or some bonuses tied to work. There are some exceptions: the rules do not apply to employers with fewer than 25 employees, and a posting does not need a pay range if the expected compensation is more than C$200,000 a year, or if the top of the range is above that amount. Also, the pay range in the posting cannot be wider than C$50,000 a year. (ontario.ca)

Another important change is about AI. If an employer uses artificial intelligence to screen, assess, or choose applicants, the posting must say so. The employer does not need to give a long technical explanation. A simple statement that AI is used is enough. This rule also applies when a third party, such as a recruiting firm, uses AI for the employer. (ontario.ca)

The new rules also try to reduce confusion and unfair treatment. Job ads cannot ask for “Canadian experience.” Employers must say whether the posting is for a real vacancy, and if they interview someone, they must tell that person within 45 days whether a hiring decision has been made. Employers must also keep copies of job postings and related application forms for three years after the posting is removed. (ontario.ca)

For English learners, this topic is useful because it mixes work, law, and technology. The next time you read a job ad from Ontario, you may see not only a salary range, but also a short note about AI. That small sentence can tell you a lot about how hiring is changing today. (ontario.ca)