Ontario AI job-posting disclosureIn forceCanada · Ontario

Ontario Employment Standards Act — AI disclosure in publicly advertised job postings (Working for Workers Four Act, 2024)

Last reviewed Sep 25, 2026.

In short

From 1 January 2026, Ontario employers with 25 or more employees must state in every publicly advertised job posting whether artificial intelligence is used to screen, assess or select applicants. The same law requires pay ranges, a statement on whether the posting is for an existing vacancy, no 'Canadian experience' requirements, follow-up with interviewed candidates within 45 days, and retention of postings and application forms for three years. 'AI' is defined broadly as a machine-based system that infers from inputs to produce predictions, recommendations or decisions.

Who it applies to

Organisations that use AI systems (deployers, including vendor tools) in Canada · Ontario.
Use cases in scope: hiring & HR.
Size: bites for small companies and up.
Applies to employers with 25 or more employees on the day a job is publicly advertised in Ontario; internal-only postings are exempt.

Key dates

Mar 21, 2024✓Working for Workers Four Act, 2024 received Royal Assent
Jan 1, 2026✓Job-posting rules in force (AI disclosure, pay ranges, vacancy status, record-keeping)

What you have to do

Add a clear statement to every public job posting (and linked application form) if any AI tool screens, ranks, assesses or selects applicants.
Audit your applicant-tracking system and vendor tools for AI features you may not know are on.
Include the expected pay range and whether the posting is for an existing vacancy.
Tell interviewed candidates within 45 days whether a hiring decision has been made.
Keep copies of postings and application forms for three years.

Penalties

Enforced by the Ministry of Labour under the Employment Standards Act: compliance orders, notices of contravention with administrative penalties, and prosecution for repeat offences. No AI-specific fine tier is set.

Related lessons

Level 1The world map of AI rules: EU, US patchwork, Canada, standards8 min
Level 2Transparency and disclosure: telling people AI is involved7 min
Level 3Documenting decisions: records and impact assessments7 min

Real cases

Settlement2023 · US-federal
EEOC v. iTutorGroup — hiring software that auto-rejected older applicants
Settlement announced 9 August 2023 (EEOC v. iTutorGroup, Inc., No. 1:22-cv-02565, E.D.N.Y.). iTutorGroup agreed to pay $365,000 to rejected applicants, adopt new anti-discrimination policies and training, stop asking for birth dates, invite previously rejected applicants to re-apply if US hiring resumes, and accept EEOC monitoring for five years. The company did not admit wrongdoing.

Industries where it matters

HR & hiring

Sources

Last reviewed Sep 25, 2026.