In this first of a two-part series, we review the new employment law changes in Ontario in 2025 and the latest changes in hiring practices. These changes aim to enhance honesty, transparency, and fairness in the workplace. This blog will demonstrate the key updates in employer-employee relationships and the new processes involved.
New hiring Practices: Disclosure
Pre-Employment Information Requirements
Starting July 1, 2025, Ontario employers with 25 or more employees will need to provide specific information to new hires before their first day of work or as soon as possible.
This will include:
- Employer legal name and operating business names
- Contact information such as address, number and contact names
- A general description of the work location
- Starting wages or commission structure
- Pay period and pay day details
- General description of anticipated hours of work
This new requirement will ensure transparency for employees and assist employers in reviewing their onboarding process.
Job Posting Requirements
Beginning January 1, 2026, Ontario will implement new pay transparency details for publicly advertised job postings. This will include:
- Disclosing expected compensation or range of compensation for positions posted publicly.
- Providing information about whether Artificial Intelligence (AI) is used in hiring.
- The job posting must clearly state if it is for an existing vacancy.
- Employers must keep a copy of the job posting for three years.
- The job posting cannot require that potential candidates have or need Canadian-related work experience.
This new legislation does not include publicly advertised job postings for companies with less than 25 employees. However, it does not include general recruitment campaigns such as “help wanted” signs or internal job postings.
Post-Interview Follow-Ups
Employers will be expected to inform candidates they have interviewed within 45 days of their last interview if a decision has been made. This can be done in writing, in person or by phone calls.
These new hiring changes promoting disclosure will enhance transparency and address potential biases in the recruitment process. Employers must prepare for the latest recruitment processes and comply with the new rules.
Takeaways
It is important to stay current on the new changes in Ontario in 2025, and employers should assess and be proactive in adapting to the new changes by reviewing their onboarding processes and updating their hiring practices.
If you would like to discuss the above policy updates further or believe your employer is not complying with these new policies, we encourage you to reach out to employment lawyer Toronto experts at Sultan Lawyers PC. You can contact us online or by phone at 416-214-5111. We are here to assist you.
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