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Ontario’s anti-ghosting rules introduce a 45-day deadline to follow up with job applicants. If you’re interviewing candidates, you’ll need a clear process for tracking timelines and closing the loop so you stay compliant.

New job posting rules are raising the bar on what employers need to include upfront. One of those is disclosing compensation ranges (not exceeding a $50,000 range). Salaries over $200,000 are exempt.

Ontario’s minimum wage is increasing to $17.60, which may affect payroll budgets, hourly wages and how you structure offers for entry-level and frontline roles. If you employ hourly workers, it’s worth pressure-testing the ripple effects now: wage compression, role leveling and how you communicate changes to your team.

Ontario continues to expand worker protections through the Working for Workers Acts. Employers should review policies and documentation now to reduce risk and avoid surprises as new requirements come into effect.

Ontario is also making moves related to worker mobility and labour market access. If you hire across provinces or rely on specialised talent, these changes could affect how easily workers can move and work across jurisdictions.