Ontario job posting rules (O. Reg. 476/24)
Publicly advertised Ontario postings must disclose expected compensation or a range, say whether artificial intelligence is used to screen applicants, and drop any Canadian-experience requirement. Employers must also tell interviewed candidates the outcome within 45 days and keep postings on file for three years.
What the rule requires
Pay range, AI-use disclosure, no Canadian-experience bar.
Who it catches
Ontario employers with 25+ employees.
How to check whether you comply
Read it yourself
We would rather you checked us than took our word for it. This links to the law as published, not to our summary of it.
Questions people ask
What has to be in a job posting in Ontario?
Publicly advertised Ontario postings must disclose expected compensation or a range, say whether artificial intelligence is used to screen applicants, and drop any Canadian-experience requirement. Employers must also tell interviewed candidates the outcome within 45 days and keep postings on file for three years.
Who does Ontario job posting rules (O. Reg. 476/24) apply to?
Ontario employers with 25+ employees.
How do I check whether we comply with Ontario job posting rules (O. Reg. 476/24)?
Open a live posting. Does it show a pay range, disclose any AI screening, and avoid a “Canadian experience” requirement? Is there a 45-day follow-up? You can also run our free website check, which tests 25 technical items in about twenty seconds, or book a review if this rule needs a documented answer.
Other rules that catch the same businesses
Find out which of the 33 apply to you
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Check my fine riskThis page summarises a legal obligation in plain language so you can work out whether it applies to you. It is not legal advice, and the primary source linked above governs. Last reviewed 2026-10-03.