Ontario’s ESA Update

Ontario’s ESA Update

News
September 09, 2025•2 min read

New Hiring Rules for Ontario!


Ontario’s ESA Update

Posted on July 9th, 2025 in Human Resources Advisory

Brown gavel on a white background with a teal dot behind it.

Ontario’s Employment Standards Act (ESA) has undergone a series of important updates aimed at strengthening transparency, fairness, and staff protections. From new hiring disclosure rules to expanded job-protected leave and mandatory pay transparency, these changes, rolling out between June 2025 and January 2026, will impact how businesses hire, manage, and support their employees.

Effective June 19, 2025 – Long‑Term Illness Leave Introduced

A brand‑new, job-protected, unpaid leave allows eligible employees (13 weeks’ continuous employment) up to 27 weeks of leave within a 52 week window, for serious medical conditions. Specific requirements must be met to request this leave, and it may be extended under certain conditions. It is also not a requirement that the weeks of leave be consecutive.

Effective July 1, 2025 – Mandatory Written Hiring Details

Ontario employers with 25+ staff must now provide new employees, before (or as soon after) their first workday, written details that include:

  • Employer’s legal and operating name(s)

  • Complete contact information and at least one contact person

  • General work location

  • Starting wage rate or commission

  • Pay period and payday

  • Anticipated hours of work

Effective January 1, 2026 – Pay Transparency & Fair Hiring Rules

For publicly advertised roles, employers with 25+ staff are subject to new requirements:

  • Compensation Disclosure: Required if salary is under $200,000; salary range may span up to $50,000.

  • Artificial Intelligence (AI) Transparency: Must disclose any use of AI in screening or selection.

  • Vacancy Status: Employers must specify whether a posting is for an existing vacancy.

  • Ban on “Canadian Experience” Requirement: Job postings can no longer mandate Canadian work experience.

  • Interview Follow-Up: Applicants must be notified within 45 days after the last interview about the hiring decision.

  • Record Retention: Employers must keep job postings, applications, and candidate correspondence on file for three (3) years.

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