From salary range mandates to mandatory pre-employment details and sweeping new leave entitlements, what’s next for employment law?

A push for greater employer transparency is reshaping the employment law landscape, with Ontario’s latest changes reflecting a shift in what workers are entitled to know and when.

From mandatory pre-employment disclosures to expansive new job-protected leaves, the onus is now on employers to review and realign their policies if they want to avoid non-compliance.

“There are a couple of upcoming changes and changes that are actually already in effect that employers should be aware of,” says Alessandra Fusco, associate in the employment and labour group at Cassels, Brock and Blackwell. “I think it's certainly a busy time for employers.”

Pay transparency obligations

Starting January 1, 2026, Ontario’s Employment Standards Act will mandate pay transparency in public job postings. Employers must disclose either the expected compensation or a salary range – with a maximum spread of $50,000. Postings will also need to indicate whether there’s an actual job vacancy, explicitly state if AI is being used in hiring and exclude any mention of “Canadian experience” as a job requirement.

“I think pay transparency is probably the biggest [change],” Fusco says. “Particularly because some employers don't post job salary ranges right now.”

While the law doesn’t require employers to adjust existing salaries that may fall below a publicly advertised range, that...

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