Ontario 2026 employment law changes: what employers need to know

If you’re an Ontario employer, 2026 has already been a busy year on the legislative front. Between new hiring rules, higher penalties, mandatory pay transparency, and AI disclosure requirements, there’s a lot to keep track of and even more at stake if something slips through the cracks.

We’ll be going over the following to help you get a solid grasp on what’s changed and what’s ahead:

• What Ontario employment law changes are already in effect as of January 2026, including doubled ESA fines, mandatory pay transparency, AI disclosure in recruitment, the 45-day candidate notification rule, and new employment information requirements.
• What’s on the horizon, including expanded WSIB coverage, retail holiday proposals, and a minimum wage increase in October 2026.
• How to stay on top of it all with our Ontario Employer’s Checklist: 2026 HR Compliance Changes.

What Ontario employment law changes are already in effect?

Several significant changes came into force on January 1, 2026, under the Working for Workers Four Act, 2024 (Bill 149) and the Working for Workers Five Act, 2024 (Bill 190).

ESA violation fines have doubled. The maximum fine for an Employment Standards Act (ESA) contravention jumped from $50,000 to $100,000 per offence. Individuals, including managers and HR professionals, can be held personally liable. The best protection? A documented trail showing your policies were communicated and acknowledged.

Pay transparency is now mandatory in job postings. Employers with 25 or more employees must include expected compensation (or a range that cannot span more than $50,000 annually) in every publicly advertised job posting.. Employers can also no longer require “Canadian experience” in any posting or application form. The real challenge isn’t knowing the rule; it’s maintaining consistency across your organization.

AI disclosure is required in recruitment. If your organization uses artificial intelligence to screen, assess, or rank applicants in any way, you must disclose that in your job postings. Ontario’s definition of AI is broad, covering everything from automated resume screening to ATS scoring tools. 

The 45-day candidate notification rule is live. Employers with 25 or more employees must now notify every interviewed candidate whether a hiring decision has been made within 45 days of their most recent interview. Copies of those notifications must be retained for three years.

New employment information requirements came into effect on July 1, 2025. Employers with 25 or more employees must now provide new hires with a written document containing key employment details, including the employer’s legal name, contact information, work location, starting wage, pay period, and anticipated hours, before their first day of work or as soon as reasonably possible afterward.

What Ontario employment law changes are coming next?

Beyond the January 2026 changes, there are several more developments Ontario employers should be watching.

Expanded WSIB coverage for frontline care workers was proposed in April of 2026. If passed, all privately operated residential care facilities would be required to participate in the WSIB, bringing mandatory coverage to personal support workers, registered nurses, social workers, occupational therapists, and operations staff.

Retail openings on Family Day and Victoria Day were proposed in March 2026. If approved, eligible retail employees would have the option to work on these holidays and receive public holiday pay plus time-and-a-half premium pay.

A minimum wage increase takes effect October 1, 2026, bringing Ontario’s general minimum wage from $17.60 to $17.95 per hour.

Stay on top of it all

That’s a lot of change happening at once. To help you navigate it, we’ve put together a free Ontario Employer’s Checklist: 2026 HR Compliance Changes that breaks down each of the key changes, explains what they mean for your business, and gives you a practical action plan you can mark up as you go. Download the checklist here and take the guesswork out of staying compliant.