Ontario Job Posting Checker
Paste a job posting. The checker looks for the elements Ontario's job-posting rules require since 1 January 2026 (ESA Part III.1 and O. Reg. 476/24) and gives you ready-to-paste wording for anything missing. Runs entirely in your browser.
Step 1 — Does Part III.1 apply to this posting?
Step 2 — Paste the posting
Want the full hiring kit?
The Ontario Hiring & Job Posting Kit 2026 (CA$19) has a compliant posting template, the four required statements in editable form, the three 45-day applicant-notification emails, a hiring-records log with the 45-day and three-year dates calculated for you, and a one-page "does this apply to us?" flowchart. Editable Word and Excel files.
What the rules actually say
| Requirement | Who | Source |
|---|---|---|
| Include information about the expected compensation for the position, or the range of expected compensation, in the posting. A range of expected compensation shall not exceed an amount equivalent to $50,000 annually. The duty does not apply where the position has an expected compensation equivalent to more than $200,000 annually, or a range of expected compensation that ends at an amount equivalent to more than $200,000 annually. "Compensation" means wages. | Employers with 25+ employees on the day of posting; publicly advertised postings only | ESA s. 8.2; O. Reg. 476/24 ss. 1, 2(2), 3, 4 |
| No requirements related to Canadian experience in the posting or any associated application form. | Same | ESA s. 8.3 |
| If artificial intelligence is used to screen, assess or select applicants, a statement disclosing that use. | Same | ESA s. 8.4; O. Reg. 476/24 s. 2(1) |
| A statement disclosing whether the posting is for an existing vacancy or not. | Same | ESA s. 8.5(1)(a) |
| Tell every applicant you interviewed whether a hiring decision has been made, within 45 days of the interview (or the last interview), in person, in writing or using technology. | Same | ESA s. 8.6; O. Reg. 476/24 s. 5 |
| Keep a copy of every publicly advertised posting and associated application form for three years after it comes down; keep a copy of the information given to interviewed applicants for three years after it was given. | ESA employers. These duties sit in s. 15, outside Part III.1, so on the face of the sections the 25-employee exemption in O. Reg. 476/24, s. 1 does not switch them off — a reading of where the sections sit, not a settled interpretation | ESA s. 15(7.1), (7.1.1) |
Consolidated law as published on e-Laws, current to 2 September 2026 (checked 17 September 2026). "Interview" excludes preliminary screening before candidates are selected for a meeting (O. Reg. 476/24, s. 2(2)).
Ontario job-posting rules 2026 — quick answers
Which employers do the job-posting rules apply to? Employers with 25 or more employees on the day the posting is published, for publicly advertised job postings only (O. Reg. 476/24, ss. 1, 2(1)). A posting restricted to existing employees, a general recruitment campaign or help-wanted sign that does not advertise a specific position, and a posting for work performed outside Ontario are not "publicly advertised job postings" (s. 2(1)).
What does a covered posting have to include? Information about the expected compensation for the position or a range of expected compensation, with the range not exceeding an amount equivalent to $50,000 annually (ESA s. 8.2; O. Reg. 476/24, s. 4); a statement disclosing the use of artificial intelligence, if it is used to screen, assess or select applicants (s. 8.4); and a statement disclosing whether the posting is for an existing vacancy or not (s. 8.5(1)(a)). The posting and any associated application form may not include any requirement related to Canadian experience (s. 8.3).
When is the compensation line not required? Where the position has an expected compensation equivalent to more than $200,000 annually, or a range of expected compensation that ends at an amount equivalent to more than $200,000 annually (ESA s. 8.2(2); O. Reg. 476/24, s. 3). The test is about the position, not about what figures happen to appear in the text.
Does "compensation" include bonuses and benefits? "Compensation" means wages (O. Reg. 476/24, s. 2(2)). Under the ESA s. 1(1) definition, wages do not include tips, expenses and travelling allowances, employer contributions to a benefit plan, or sums paid as gifts or bonuses that are dependent on the discretion of the employer and that are not related to hours, production or efficiency — so a commission or a production bonus the employer is bound to pay is wages, while a discretionary year-end gift is not.
Is "competitive salary" enough? No. Section 8.2(1) requires information about the expected compensation or the range of expected compensation; a phrase with no figure is not either.
What do we owe applicants after the interview? Every applicant you interviewed must be told, within 45 days after the interview (or after the last interview, if there were several for that posting), whether a hiring decision has been made in respect of the posting — in person, in writing or using technology (ESA s. 8.6; O. Reg. 476/24, s. 5). No reasons are prescribed. "Interview" excludes preliminary screening before applicants are selected for such a meeting (s. 2(2)).
How long do we keep the posting? Keep a copy of every publicly advertised posting and any associated application form for three years after public access to it is removed, and a copy of the information given to each interviewed applicant for three years after it was given (ESA s. 15(7.1), (7.1.1)).
We have fewer than 25 employees — anything to do? Part III.1 does not apply to you (O. Reg. 476/24, s. 1). The accommodation-availability notice for applicants with disabilities is a separate rule that does not depend on headcount: it applies to an organisation that provides goods, services or facilities to the public or other third parties and has at least one employee in Ontario (IASR, O. Reg. 191/11, ss. 1(3), 22).
Is anything I paste sent anywhere? No. The check runs entirely in your browser; nothing is transmitted or stored.
Consolidated law as published on e-Laws, current to 2 September 2026 (checked 17 September 2026). General information, not legal advice.