Ontario is stepping into a new era of openness in hiring, and an employment lawyer in Mississauga is increasingly hearing the same questions from both employers and job seekers: what exactly has changed, when does it start, and how do you stay compliant without losing flexibility. Bill 149, the Working for Workers Four Act, introduces job posting and fair hiring rules that aim to reduce guesswork, discourage “phantom” postings, and give applicants clearer expectations from the start.
What Bill 149 Changes and When It Matters
The new requirements focus on “publicly advertised” job postings and are tied to employer size. In plain terms, if you are advertising roles to the general public and you meet the employee threshold, you should assume these rules apply to your recruiting workflow, including the text of the posting and, in some cases, the application process that goes with it. The practical impact is less about one single change and more about a bundle of transparency obligations that recruiters must build into templates, approval steps, and recordkeeping.
Pay Transparency in Job Postings
The headline change is pay disclosure. Public job ads must include the expected compensation or a compensation range. If a range is used, it cannot be overly broad, which means employers need to choose ranges that reflect the real hiring intent, not a wish list. For employers, this pushes internal alignment: hiring managers, HR, and finance should agree on a realistic band before the posting goes live. For applicants, it reduces wasted time by showing whether the opportunity fits their needs before interviews begin.
Fair Hiring Rules Beyond Pay
Bill 149 also addresses common frustration points in the hiring process. Job postings must indicate whether the role is for an existing vacancy, which is designed to discourage speculative ads that collect resumes without a real opening. Employers that use artificial intelligence tools to screen, assess, or select applicants must disclose that AI is being used. In addition, employers are prohibited from requiring “Canadian experience” in publicly advertised job postings and associated application forms, a change intended to reduce barriers for qualified candidates who built their experience elsewhere.
Post Interview Communication Expectations
Another practical requirement is candidate communication after interviews. If you interview someone, you should be prepared to provide an update on whether a hiring decision has been made within a defined window. That means employers need a consistent process for tracking interview dates, documenting decision status, and sending standardized messages so no one is missed when the team is busy.
A Practical Compliance Checklist
Employers can reduce risk by standardizing a few habits like updating job ad templates to include compensation, vacancy status, and AI disclosure where relevant; removing “Canadian experience” language from postings and application questions; training recruiters on what must be said publicly versus what can be discussed later; keeping clear records of what was posted and when; and creating a simple follow-up cadence for interviewed candidates so communications are timely and consistent.
Conclusion
Bill 149 does not just add new text to job ads. It changes expectations about honesty, clarity, and process discipline in Ontario hiring. Employers that treat these rules as a one-time edit may struggle, but those that build them into templates, approvals, and interview tracking can stay compliant while improving candidate experience. For job seekers, the shift should mean fewer dead ends and more informed decisions, with pay and process details that are easier to evaluate upfront.
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