Last Updated: January 5, 2026
Ontario employers with 25 or more employees must now disclose salary ranges in all public job postings, marking a significant shift in how Ottawa residents search for work.
The Working for Workers Five Act (Bill 190), which received Royal Assent on October 28, 2024, introduced sweeping pay transparency requirements that took effect January 1, 2026. For Ottawa job seekers tired of applying to positions only to discover the pay doesn’t match their expectations, these new rules level the playing field. Employers must now be upfront about compensation from the very first interaction.
Key Highlights
TL;DR: Ontario now requires employers with 25+ employees to include salary ranges in job postings, disclose AI use in hiring, and notify interviewed candidates within 45 days. These rules apply to positions paying between $50,000 and $200,000.
| Quick Facts | Details |
|---|---|
| 📅 Effective Date | January 1, 2026 |
| 💰 Salary Threshold | Positions paying $50,000 to $200,000 |
| 🏢 Employer Size | 25 or more employees |
| ⏰ Notification Timeline | 45 days after interview |
| 📋 Record Retention | 3 years after posting removed |
What the Law Requires
Ottawa employers must now disclose salary ranges in job postings under the new provincial rules.
The Working for Workers Five Act introduces three key requirements for Ontario employers:
Salary Range Disclosure
Employers must include the expected salary or salary range in all publicly advertised job postings. This applies to positions where compensation falls between $50,000 and $200,000 annually. The goal is to eliminate the guessing game that has long frustrated job seekers and contributed to wage inequality.
AI Hiring Disclosure
If an employer uses artificial intelligence to screen, assess, or select candidates, they must disclose this in the job posting. With AI-powered hiring tools becoming increasingly common, this requirement ensures candidates know when algorithms play a role in their application’s fate.
Candidate Notification
Employers who interview candidates must notify them of the hiring decision within 45 days. This provision targets the frustrating practice of “ghosting” where companies simply stop responding after interviews.
Who Must Comply
The new rules apply to employers with 25 or more employees, including many federal government contractors.
The salary transparency requirements apply to:
- Private sector employers with 25 or more employees
- Publicly advertised positions (not internal postings)
- Positions located in Ontario, regardless of where the employer is headquartered
- Federal employers operating in Ontario may have different requirements under separate legislation
For Ottawa’s large federal public service workforce, different rules may apply. However, many contractors and private sector employers in the National Capital Region fall under provincial jurisdiction.
How This Helps Ottawa Job Seekers
The transparency rules benefit job seekers in several ways:
No More Salary Surprises
Before this law, candidates often invested significant time in applications and interviews only to discover the position paid far less than expected. Now, salary information appears upfront, allowing you to focus on opportunities that match your compensation needs.
Negotiation Power
Knowing the expected range gives candidates leverage in salary negotiations. If you’re offered the bottom of a posted range, you can advocate for higher compensation based on your qualifications and experience.
Time Savings
With salary information available from the start, job seekers can quickly filter opportunities based on compensation. This is particularly valuable in Ottawa’s competitive job market, where tech sector positions and government roles attract numerous applicants.
Addressing Pay Gaps
Pay transparency helps address systemic wage gaps by making compensation information public. When salaries are hidden, certain groups historically negotiate lower pay. Open salary ranges create a more equitable starting point for all candidates.
What Employers Must Do
HR departments must update job posting templates to include salary ranges and AI disclosure statements.
Ottawa employers need to take several steps to comply:
Update Job Posting Templates
All publicly advertised positions must include the expected salary or salary range. Generic phrases like “competitive salary” no longer suffice for positions between $50,000 and $200,000.
Audit AI Hiring Tools
Review your recruitment technology stack. If any AI-powered tools screen resumes, assess candidates, or influence hiring decisions, you must disclose this in job postings.
Establish Notification Processes
Create systems to track interviews and ensure candidates receive decisions within 45 days. Document these communications for compliance purposes.
Retain Records
Keep copies of all job postings and related materials for three years after removing the posting. This documentation may be required for compliance audits.
Canadian Experience Restriction
The Working for Workers Act also prohibits employers from requiring “Canadian experience” as a job qualification, with limited exceptions. This provision particularly benefits newcomers to Ottawa who often face barriers to employment despite having relevant international experience.
Employers can still require:
- Specific licenses or certifications mandated by law
- Legitimate safety-related qualifications
- Experience requirements tied to regulated professions
However, blanket “Canadian experience required” statements are no longer acceptable in job postings.
Penalties for Non-Compliance
While specific penalty amounts await final regulatory guidance, the Working for Workers Act follows Ontario’s Employment Standards framework, where violations typically result in fines ranging from $250 to $50,000 per offense.
Employers who fail to comply may face:
- Fines for each non-compliant job posting
- Orders to update hiring practices
- Potential legal action from affected candidates
- Reputational damage in a competitive hiring market
How to Use This as a Job Seeker
Ottawa job seekers can now make more informed decisions with salary information visible in postings.
To make the most of the new transparency rules:
Filter by Salary
Use job board filters to search within your desired salary range. Sites like Indeed, LinkedIn, and Built In Ottawa allow filtering by compensation.
Research Market Rates
Compare posted ranges against industry benchmarks. If a position’s range seems low, you may want to investigate further or prioritize other opportunities.
Ask About AI
If a posting doesn’t mention AI use but you suspect automated screening, ask directly during the interview process. Companies must be transparent about their hiring technology.
Track Your Applications
Note when you interview for positions. If 45 days pass without notification, you have grounds to follow up and hold employers accountable to the new timeline requirements.
FAQ
Q: Does the salary transparency law apply to all jobs in Ontario?
The law applies to publicly advertised positions at employers with 25 or more employees. Positions paying outside the $50,000 to $200,000 range may have different requirements, and internal job postings are exempt. Smaller employers are not currently required to disclose salary ranges.
Q: What if an employer doesn’t include salary in a job posting?
If an employer fails to include required salary information, they may face fines under provincial employment standards enforcement. Job seekers can report non-compliant postings to the Ontario Ministry of Labour. Keep screenshots as evidence if needed.
Q: Does this law apply to federal government jobs in Ottawa?
Federal public service positions fall under federal jurisdiction, not provincial employment law. However, many contractors working with federal departments must comply with provincial rules. Check the specific posting and employer to understand which regulations apply.
Q: Can employers post very wide salary ranges like $50,000 to $150,000?
The law requires disclosure of expected salary ranges but doesn’t specify how narrow ranges must be. However, unreasonably broad ranges may face scrutiny and could undermine the law’s intent. Candidates should ask for clarity on where they might fall within wide ranges.
Q: What counts as AI in hiring that must be disclosed?
AI disclosure applies to any artificial intelligence system used to screen resumes, assess candidates, conduct automated interviews, or influence hiring decisions. Simple applicant tracking systems may not qualify, but more sophisticated screening tools typically require disclosure.
Q: When does the 45-day notification requirement start?
The 45-day countdown begins from the date of your interview, not from when you applied. Employers must inform you of their hiring decision within this window, though they’re not required to provide detailed feedback.
Q: Are salary ranges required for contract or temporary positions?
Yes, publicly advertised contract and temporary positions at covered employers must include expected compensation. This includes short-term, project-based, and seasonal roles if they’re publicly posted.
Q: What should I do if I’m ghosted after an interview?
If 45 days pass without notification, you can contact the employer directly or file a complaint with the Ontario Ministry of Labour. Document your interview date and any communication attempts for your records.
Q: Does this affect jobs posted before January 1, 2026?
Jobs posted before the effective date aren’t retroactively covered. However, if an employer reposts or significantly updates a listing after January 1, 2026, the new requirements apply.
Q: How do these rules compare to other provinces?
Ontario joins British Columbia and Prince Edward Island in requiring salary disclosure. Each province has slightly different thresholds and requirements, so job seekers looking across provinces should check local regulations.
Resources for Ottawa Job Seekers
For help navigating Ontario’s job market:
- Ontario Ministry of Labour: Official information on employment standards
- Ottawa Employment Hub: Local job search resources
- YMCA Newcomer Services: Support for newcomers seeking employment
- Built In Ottawa: Tech sector job postings
Final Thoughts
Ontario’s salary transparency law represents a significant step toward fairer hiring practices in Ottawa and across the province. For job seekers, these changes mean more informed decision-making, stronger negotiating positions, and protection against hiring process opacity.
Whether you’re exploring tech opportunities, considering federal government positions, or navigating the job market as a newcomer to Ottawa, understanding your rights under the new transparency rules helps you advocate for yourself throughout the hiring process.
Sources: Ontario Legislative Assembly, Government of Ontario
