Ontario is changing its job application rules and it could actually help you get hired
If you've ever sent out dozens of job applications and heard nothing back — even after an interview — you're not alone. But that frustrating experience is about to become much less common in Ontario.
As Ontario's job market becomes increasingly challenging, especially for Gen Z and millennials, the province is taking steps to create a more transparent and fair hiring process. The need for change became clear this week when over 54,000 people applied for just 5,000 jobs at the Canadian National Exhibition in Toronto — a striking snapshot of the province's competitive job market.
Currently, spots in Ontario rank among the worst in the country for employment. Windsor's unemployment rate has reached 12.9%, according to Statistics Canada. Only Northern Manitoba (27%), Northern Saskatchewan (13.1%), and Newfoundland and Labrador (13.1%) report higher rates. Comparatively, Oshawa is at 10.3% and Toronto sits at 9.7%.
Now, the Ontario government is making a change. Beginning January 1, 2026, new rules under Bill 149 (Working for Workers Four Act, 2024) and Bill 190 (Working for Workers Five Act, 2024) will change how employers advertise jobs and communicate with applicants.
For job seekers, it could mark a shift toward a more respectful and accountable hiring process.
Here's a closer look.
The use of AI
Ever wonder if your job application is even seen by a human?
In recent years, many employers have turned to artificial intelligence (AI) to screen applications before choosing who to interview. That practice isn't going away, but soon, companies in Ontario will need to be more upfront about it.
Under Bill 149, part of Ontario's Working for Workers Act, 2024, any employer with more than 25 employees who posts a publicly advertised job must disclose in the posting whether AI is being used to screen, assess, or select applicants.
However, companies with fewer than 25 employees are still exempt from disclosing whether they're using AI.
That means if you're uncomfortable with a hiring process that skips human review, you'll now have the information you need to make that decision before applying, in most cases.
Clarity on if it's a vacancy or not
If you've ever applied for a job and wondered whether it's a real opening or just a formality, you'll soon have more clarity.
Under Bill 190 of the Working for Workers Five Act, 2024, employers with 25 or more employees will be required to state in publicly advertised job postings whether the role is for an existing vacancy or part of a general hiring pool.
Salaries must be disclosed
It's an all-to-common phenomenon to see a job posting with no salary actually disclosed.
Under Bill 149, every employer with 25 or more employees who advertises a publicly posted job must include information about the expected compensation or a range of anticipated salaries for the position.
However, there is a significant exception: if the expected compensation or the upper end of the salary range exceeds $200,000 annually, the employer is not required to disclose salary information in the posting.
Additionally, when a salary range is provided, the difference between the lowest and highest amounts in that range cannot exceed $50,000 per year.
For example, the salary range can't be $70,000-$130,000; it must be up to a maximum of $120,000. This ensures the compensation range is clear and not overly broad, helping applicants understand what to expect.
No more "Canadian experience"
This is something that will primarily apply to newcomers to Canada, but it's still a significant change.
As of January 1, 2026, companies with 25 or more employees will no longer be allowed to specify that an applicant needs "Canadian experience" for the job.
Bill 149 states, "No employer who advertises a publicly advertised job posting shall include in the posting or in any associated application form any requirements related to Canadian experience."
No more ghosting
Have you ever had the experience of doing an interview for a dream job, feeling like you nailed it, only to be left in the cold?
Well, that'll soon be a thing of the past, for many companies at least.
According to Bill 190, employers with 25 or more employees will be required to inform job applicants of the outcome of their interview within 45 days. If a candidate is interviewed more than once for the same publicly advertised job posting, the employer must notify them within 45 days of the final interview.
This notice must indicate whether a hiring decision has been made. It can be delivered in person, in writing, or using technology (such as email or video conferencing platforms).
Whatever your job search looks like, good luck!
