MDR Strategy Group issues important notice to employers and recruiters using RegulatoryJobs.org.
A new Ontario law governing job postings and hiring practices will introduce significant changes for employers with 25 or more employees beginning in 2026, with direct implications for organizations recruiting through online job boards and sector-specific platforms such as RegulatoryJobs.org.
The changes stem from recent amendments to the Employment Standards Act, 2000, introduced through the province’s Working for Workers legislative package and passed by the legislature in Ontario in late 2025. Together, the reforms establish new requirements for how jobs are publicly advertised, how candidates are informed during hiring processes, and how employers and job platforms document recruitment activity.
New job posting requirements
Effective Jan. 1, 2026, employers in Ontario with 25 or more employees will be required to meet new obligations when posting jobs publicly.
Under the amended legislation, publicly advertised job postings must:
Include the expected compensation or a compensation range. Where a range is provided, the difference between the minimum and maximum may not exceed $50,000, unless the upper limit of the range exceeds $200,000.
Disclose whether artificial intelligence is used to screen, assess, or select candidates during the hiring process.
Clearly state whether the posting reflects an existing vacancy.
Avoid requiring Canadian work experience as a condition of employment.
Notify interviewed candidates of the outcome of their application within 45 days of the final interview.
Employers will also be required to retain copies of job postings, application forms, and interview-related communications for three years, creating new record-keeping obligations tied to recruitment.
Platform-level obligations
The legislation also introduces new responsibilities for job posting platforms operating in Ontario.
Job boards will be required to implement a clear process allowing users to report fraudulent job postings, publish a written policy explaining how those reports are handled, and retain related records for a minimum of three years. These requirements are intended to increase accountability and reduce the risk of misleading or deceptive job advertisements.
For specialized platforms serving regulated professions, the changes may require updates to internal policies, reporting mechanisms, and compliance processes ahead of the 2026 implementation date.
Earlier changes already in effect
Some related hiring reforms took effect earlier in 2025. As of July 1, 2025, Ontario employers with 25 or more employees are required to provide new hires with key employment information in writing, including wage or commission details, expected hours of work, pay periods, and the employer’s legal name and contact information.
Implications for regulatory recruitment
MDR Strategy Group, which manages RegulatoryJobs.org, Canada’s dedicated website for career opportunities in the regulatory sector, has been tracking the implications of the new requirements for employers and job platforms alike.
Founded in 2019, RegulatoryJobs.org has published nearly 3,000 job postings from regulatory organizations across Canada and internationally, supporting recruitment in professional and occupational regulation.
“These changes reinforce a changing trend toward greater transparency in hiring,” said Daniel Roukema, CEO, MDR Strategy Group, which manages RegulatoryJobs.org. “The legislation highlights the importance of fair employment processes, particularly for individuals whose livelihoods and future opportunities depend on them.”
Roukema noted that while Ontario’s new hiring requirements are detailed, they are also achievable. He said MDR Strategy Group is focused on ensuring employers using RegulatoryJobs.org can adapt confidently, without adding unnecessary complexity to already demanding recruitment processes. He also pointed to the requirement to disclose the use of artificial intelligence in hiring as a notable development, emphasizing the importance of clarity as employers increasingly rely on digital screening and assessment tools.
He added that while the legislation will affect how employers recruit and retain talent, it introduces an added layer of transparency and predictability into the hiring process.
Platform updates underway
MDR Strategy Group said it is making targeted updates to RegulatoryJobs.org to reflect the new legislative requirements.
These updates include revisions to job posting templates to support compensation range disclosure, vacancy status identification, and required statements regarding the use of artificial intelligence in hiring. MDR is also preparing platform-level processes to enable the reporting of potentially fraudulent job postings, along with corresponding policy documentation and record-retention practices required under the amended Employment Standards Act.
In addition, MDR said it will be reaching out directly to regulatory organizations that use RegulatoryJobs.org to share information about the new legislation and will post notices on the platform to increase visibility and awareness of the upcoming changes.
Roukema said the focus of these updates is on reducing administrative friction for employers while supporting clearer, more transparent job postings for candidates.
For more information
For more information about the new legislation affecting employers in Ontario, refer to the Government of Ontario backgrounder on regulations and statutes in force as of Jan. 1, 2026:
https://news.ontario.ca/en/backgrounder/1006892/regulations-and-statutes-in-force-as-of-january-1-2026
