Ontario 2026 Job Law Changes Boost Newcomer Hiring

Ontario’s 2026 Labour Law Changes: What Newcomers Need to Know

Starting in 2026, Ontario is rolling out new employment rules that could make life a whole lot easier for newcomers trying to break into the job market. These upcoming changes are designed to level the playing field by removing long-standing barriers many immigrants face when seeking employment — especially when it comes to “Canadian work experience.”

If you’ve been frustrated by job ads that ask for local credentials despite your years of international experience, there’s good news on the horizon.

Key Highlights

• Ban on requiring Canadian work experience for publicly posted jobs starting January 1, 2026
• Mandatory salary ranges must be included in job ads (with some exceptions)
• Employers must disclose use of AI during hiring
• Job postings must confirm if a real vacancy exists
• Post-interview updates required within 45 days
• Applies to employers with 25+ employees

Why This Is a Big Deal for Newcomers

If you’re new to Canada and job hunting in Ontario, you’ve likely come across job descriptions demanding “Canadian experience” — even for roles where your international qualifications and work history should be more than enough. This requirement has been widely criticized as an unfair obstacle for skilled immigrants.

The Ontario government is finally stepping in. As of January 1, 2026, employers in Ontario with 25 or more staff will no longer be allowed to list “Canadian work experience” as a requirement in job ads or application forms. This move aligns with the province’s goal of improving fairness in the hiring process and making the labour market more inclusive for newcomers.

This is particularly good news for recent immigrants and skilled professionals entering the job market. It opens the door to interviews and opportunities that might have previously been out of reach — not because of skill gaps, but simply due to a lack of local experience.

What Else Is Changing in Ontario’s Hiring Laws?

In addition to banning Canadian experience requirements, Ontario is introducing several more changes aimed at improving hiring transparency and fairness. Let’s break them down:

1. Salary and Compensation Must Be Listed

Starting in 2026, publicly posted job ads must include either an expected salary or a salary range. If a range is listed, it can’t exceed a $50,000 difference between the lowest and highest value.

This rule applies to most roles, except those offering over $200,000 per year. Transparent pay ranges can help applicants assess whether a job is worth applying for and prevent wasted time on mismatched opportunities.

2. AI in Hiring? Employers Must Say So

With the rise of artificial intelligence (AI) in screening applications, Ontario is taking steps to ensure job seekers know when an employer is using AI tools. If any part of the hiring process involves AI — such as resume scanning or automated decision-making — the employer must clearly disclose it in the job posting.

For newcomers, this transparency is especially helpful. It gives you a heads-up to tailor your resume in a way that aligns with AI filters — for example, by using keywords directly from the job posting.

3. Confirming Whether the Job Is Real

Ontario employers will also need to state whether a job posting represents an actual, current vacancy. In some industries, companies post “placeholder” ads to gauge interest, build talent pools, or fulfill labour market testing requirements (like for an LMIA).

Going forward, job seekers will be able to tell whether a position is open right now, saving time and energy applying to jobs that may not exist yet.

4. Interview Follow-Up Is Now Required

Have you ever gone to an interview and never heard back? That frustrating experience might soon be a thing of the past — at least in Ontario. Employers who interview candidates will now be obligated to inform them of the hiring decision within 45 days of the interview. This notice can be sent by email, in writing, or communicated in person.

For job seekers, it means closure — and a better understanding of where you stand, allowing you to move forward confidently with your job search.

How These Changes Support Newcomers

Ontario’s new employment laws are a big step toward a more equitable labour market. By eliminating barriers like Canadian experience requirements and increasing transparency in job postings, the province is making it easier for newcomers to showcase their skills and get their foot in the door.

These changes also reflect growing recognition that international experience is valuable — and should be evaluated fairly alongside domestic credentials.

Know Your Rights When Job Hunting in Ontario

Even before these changes officially take effect, it’s important to understand your rights during the hiring process in Canada. For example, employers are not allowed to ask questions about your age, marital status, religion, or immigration status during interviews. If you’re unsure, here’s a helpful guide on questions employers can’t ask in interviews.

You’ll also want to brush up on how to prepare for Canadian job interviews and learn what newcomers can do to succeed in the Canadian job market. Little things, like understanding common interview formats and tailoring your resume to Canadian standards, can make a big difference.

Looking Ahead

With these new labour laws coming into effect in 2026, Ontario is sending a strong message: everyone deserves a fair shot at employment, no matter where they come from. If you’re a newcomer with international experience, these changes may open doors that were previously closed.

Getting familiar with your rights and staying informed about updates like these will help you navigate your job search with confidence.

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Here’s to a more inclusive and welcoming job market in Ontario — one step at a time.