Starting in January 2026, employers in Ontario will have to include salary ranges in their job postings, thanks to new pay transparency laws. This move aims to make pay fairer and clearer for job seekers. But while many workers support these changes, a lot of them still don’t know the rules are coming.
A recent survey by Indeed shows that nearly three out of four Canadian workers want to see pay ranges when they apply for jobs. Knowing the salary upfront helps reduce stress and uncertainty. Alexandra Tillo, a senior consultant at Indeed, explained that sharing pay details early makes candidates feel more confident and can help them find roles that match their worth.
The law in Ontario is quite specific. Employers must list salary ranges that are no wider than $50,000, unless the top end is over $200,000 a year—then there’s no limit. They also have to tell candidates within 45 days if they’ve made a hiring decision after an interview. That’s new and aims to keep job seekers from being left in the dark.
But even with these rules, awareness is low. Only 35% of people in Ontario know about the upcoming law. The situation is similar in British Columbia, where pay transparency has been mandatory since late 2023, yet just 38% of residents are aware of it.
Many workers see clear benefits to these rules. Over half say it helps ensure fair pay and reduces wage gaps. Yet, almost everyone agrees that salary disclosure has pluses. At the same time, 83% worry about some downsides, like resentment if new hires earn more than experienced staff or employees expecting raises to match market rates. Around 30% also fear they won’t have as much room to negotiate salaries once pay ranges are public.
In British Columbia, where the law is already active, 68% of workers feel pay transparency has made pay fairer. But only a small number have actually tried to negotiate their salary, and fewer succeeded.
With new laws coming in Ontario, experts say employers need to prepare thoughtfully. Achkar Law recommends companies carefully check their pay scales to fit the $50,000 range limit and identify which roles might be exempt. They should also review their hiring processes, including disclosing any use of AI and dropping the "Canadian experience" requirement where possible. It’s also important to set up systems to inform candidates about hiring decisions within the 45-day window and keep accurate records for at least three years.
Training HR and hiring teams on these new rules is also key. Mercer points out this isn’t just about following the law but an important step in how companies handle pay and hiring going forward. As pay transparency becomes more common, it can help employers attract better candidates and improve trust.
Overall, the coming pay transparency laws mark a shift in how companies must handle salary information. While challenges remain, workers and employers alike stand to benefit from clearer, fairer pay practices in the near future.