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New Rules For 2026

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Both candidates and employers will experience significant changes as part of the Employment Standards Act (ESA) amendments. Effective January 1, 2026, hiring managers in companies with more than 25 employees will need to adapt their practices significantly to ensure compliance, and we're here to help!


Some of these changes centre around public job posting transparency, ensuring that candidates have all the necessary information about the positions they are applying for. This includes:

  • Salary Ranges: Employers must disclose a salary range or salary scale in public job postings, which helps set clear expectations for candidates.

  • Inclusion of Benefits: A summary of benefits associated with the role should also be included, providing candidates with a better understanding of the overall compensation package.

  • Whether or not the position is currently vacant: All publicly advertised opportunities must clearly state if they are for an existing vacancy, as opposed to being an “evergreen” job posting.

 

Additionally, clarity in how candidates are evaluated and communicated with are both essential pieces of the new legislation.

  • Transparency in AI Usage: Employers must indicate if AI tools are used in the hiring process, especially for screening applications.

  • Post-Interview Notification: Employers are required to notify interviewed candidates about the hiring decision within 45 days of their interview. Notification methods can be in person, in writing, or via technology.

 

These are just a few of the changes that are now in effect, so if you’re a hiring manager, you may find it beneficial to outsource your hiring processes to a trusted retained executive search firm like Verriez. We can help you simplify compliance with the new regulations while leveraging our expertise to attract top talent. If you need help navigating these new rules or simply want to talk talent strategy, get in touch!  Email Paul, Brent, Troy, or Tara, or give us a call at 519-673-3463. 


 
 
 

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