Big Changes Are Ahead For Ontario Employers. Here’s What You Need to Know About Bill 149

The Working for Workers Four Act brings in new rules for pay transparency, AI disclosure and job postings.

As of January 1, 2026, amendments to legislation from the Working for Workers Four Act will be implemented, which will have big ripple effects for employers in Ontario. It’s important for companies to be informed and stay ahead of the curve with these legislative changes taking place in the new year.

The Government of Ontario first tabled the Working for Workers Four Act (Bill 149) to modernize employment laws, respond to economic challenges and improve worker protections, whether it’s encompassing jobs like general labourers, production workers, machine operators or press operators.

To ensure ongoing compliance, businesses need to start preparing for these changes and be aware of how they will impact their hiring process. These are some of the most important changes that employers should know.

Pay Transparency in Job Postings

Prior to the changes to the Working for Workers Four Act, employers were not required to post the salary or pay range in their job postings.
Effective January 1, 2026, employers must disclose the salary or pay range within all of their publicly advertised job postings. The range must not exceed $50,000. This requirement is for positions which earn $200,000 annually and below.

Example: A Machine Operator position is hiring, with a salary range of $45,000 to $55,000 dependent on qualifications and experience.

In actuality, including the salary in your job posting can be beneficial for many reasons. It can filter out potential job seekers who do not fit within the salary range. This introduces a significant element of transparency to the hiring process from the outset.

Another new requirement is that employers must now keep a copy of every publicly advertised job posting for three years once the job posting has been taken down.

Employers can no longer require “Canadian work experience”

Another key change prohibits employers from requiring “Canadian work experience” as a qualification. This is meant to eliminate discrimination in the hiring process and ensure fair treatment, rather than giving undue preference to Canadian-born citizens over immigrants or foreign workers.

Workers can trust that their skills will be judged equally, regardless of their background.

Disclosing the use of AI (artificial intelligence) in the hiring process

AI has become a part of our everyday life and some employers have turned to artificial intelligence to assist them in their hiring processes. As anyone who’s ever hired an employee can attest to, the screening, interview and selection practice can be a painstaking and time-consuming process.

AI tools can help narrow down candidates, saving time in the long run. There is no law stating that employers can’t utilize artificial intelligence in this process, but employers must now disclose whether they use AI to screen, interview or select candidates.

Example Disclosure: “The screening process for this machine operator position involved the use of artificial intelligence (AI).”

Most candidates are familiar with the fact that some form of AI may be involved in the qualifying and sorting process, once they submit a resume or application to an Applicant Tracking System (ATS). What can be unexpected for applicants is encountering AI in the interview or assessment phase of their application.

Employers must now be forthcoming if they are using these AI tools to narrow the field and choose a candidate.

Employers must notify interviewed applicants of the hiring result

If you’re an employer, you can spend countless hours narrowing down the field to select the perfect candidate. You’ve sent the employment offer; your number one candidate has accepted the offer and now you’re ready to move forward with onboarding.

However, there’s one last thing to do: notify the other interviewed candidates that they were unsuccessful in landing the job. Before it was a common courtesy to inform interviewed candidates of the decision, but now it’s required.

Employers are now legally obligated to inform each interviewed applicant of the hiring result within 45 days of their last interview. This isn’t required for applicants who applied but were not selected to move into the interviewing stage of the process, only those who completed an in-person or virtual interview.

Job vacancy disclosure and record keeping requirements

Employers are required to clearly indicate in all job postings whether the position advertised is for an existing vacancy. Additionally, it is mandatory for employers to retain copies of job postings, application forms, and all communications regarding hiring decisions for a minimum of three years following the removal of the posting or the communication of the decision. This ensures proper record-keeping and compliance with employment regulations.

HCR Personnel Solutions delivers results
Whether you are seeking to fill temporary roles or recruit for permanent positions, HCR Personnel Solutions is dedicated to connecting exceptional candidates with leading employers, ensuring the perfect match every time. Our expertise spans a wide range of roles, including machine operators, forklift operators, press operators, engineers, production supervisors, and material planners.

By partnering with HCR, you streamline your hiring process and gain a competitive edge. Our proven personnel solutions deliver skilled, motivated professionals who are ready to contribute to your organization from day one. We take pride in our ability to identify top talent and facilitate seamless placements that drive business success.

For job seekers, HCR opens doors to exciting opportunities within the hidden job market, giving candidates access to positions that are often unavailable on public employment platforms. Our commitment to personalized support and industry connections empowers applicants to advance their careers with confidence and ease.

Sometimes it’s not about what you know, but who you know. Let HCR be your conduit to the exciting next step in your career.

This content is provided for informational purposes only and does not constitute legal advice. For specific legal questions, please consult a qualified attorney or your organization’s legal department.

For more information on our recruitment strategies, or to discuss your next career move, visit HCR.ca.