Ontario Employment Law Compliance for Quebec Employers

Ontario Employment Compliance in 2026: Are Your Job Postings Putting Your Business at Risk?

As of January 1, 2026, sweeping changes to Ontario’s Employment Standards Act (ESA) are reshaping how employers recruit, advertise positions, and manage hiring processes. For Québec-based companies with employees, candidates, or operations in Ontario, these changes are not optional — they are a compliance imperative.

Employment law follows where the employee works, not where your company is headquartered. That means even well-established Quebec businesses can unknowingly expose themselves to complaints, inspections, and penalties if their Ontario-facing practices aren’t aligned with the new rules.

As a corporate law firm with employment law expertise, Paquette Attorneys helps Quebec employers stay compliant, confident, and competitive across provincial borders.

New Ontario Job Posting Rules: What Quebec Employers Must Get Right in 2026

One of the most impactful changes is the introduction of mandatory pay transparency. Most Ontario job postings must now include an expected salary or pay range, with a maximum spread of $50,000 annually (unless compensation exceeds $200,000).

Paquette Attorneys supports Quebec employers by:

• Structuring and reviewing compensation frameworks
• Drafting fully compliant Ontario job postings
• Aligning Ontario disclosure requirements with existing Quebec HR policies

This proactive legal guidance minimizes compliance risk while preserving internal equity and employer branding.

Ontario law also now prohibits references to “Canadian experience” at any stage of recruitment. For companies using standardized, multi-province templates, this is a common — and costly — oversight. Our team reviews job descriptions, application forms, and hiring criteria to ensure Ontario compliance without disrupting your operations.

AI in Recruitment: Transparency, Governance, and Risk Management

If your organization uses artificial intelligence to screen, assess, or rank candidates, Ontario law now requires clear disclosure. Many employers rely on automated tools without realizing the legal and privacy implications.

Paquette Attorneys advises Quebec businesses on:

• Drafting compliant AI disclosure language
• Addressing governance, privacy, and corporate risk issues

The legislation also requires job postings to clearly state whether a role is an actual vacancy or a general recruitment opportunity, and mandates follow-up with interviewed candidates within 45 days. Paquette Attorneys can help employers implement compliant communication protocols and internal processes that meet these obligations while preserving efficiency.

Record-Keeping, Audits, and Inspection Readiness

Ontario employers must now retain job postings, applications, and candidate communications for three years. These records may be requested during audits or investigations.

We help you:

• Implement compliant record-retention systems
• Prepare for inspections and Ministry audits
• Integrate employment compliance into broader corporate governance strategies

Your Strategic Legal Partner for Interprovincial Growth

With deep experience in corporate law, employment law, and interprovincial compliance, Paquette Attorneys partners with Quebec businesses navigating Ontario’s evolving regulatory landscape. Our approach is practical, strategic, and focused on protecting your business today — and as regulations continue to evolve.

When should a company consult an employment lawyer?

Employers should consult legal counsel before hiring in Ontario, expanding operations, using AI in recruitment, or updating job postings to ensure full compliance with current employment regulations.

Don’t Let a Job Posting Become a Legal Liability

If your company hires, recruits, or operates in Ontario, now is the time to act.

Contact Paquette Attorneys today to review your Ontario job postings, recruitment practices, and compliance strategy.