Employment lawyers are raising questions about how Ontario’s new hiring rules will be enforced, saying they are largely “toothless” because there is no enforcement mechanism for delinquent companies.
A range of new employment rules came into effect on Jan. 1 as part of the province’s Working for Workers Act. Companies with at least 25 employees will now have to state the salary range or hourly wage bracket on job postings, and that annual salary range cannot be wider than $50,000.
Employers will also have to disclose if they are using artificial intelligence to screen, assess or select job applicants in publicly advertised job postings. Additionally, an employer has to respond to an applicant about a hiring decision, whether or not they got the job, within 45 days from the date of an interview.
But some lawyers are questioning the effectiveness of these new rules.
“Self-compliance is the way that the current provincial government has been choosing to try and improve employment law. But there is no effective punishment for non-compliance,” said Andrew Monkhouse, a Toronto-based labour and employment lawyer.
Since Premier Doug Ford came to power in 2018, the Ontario government has made a series of changes to the province’s labour code (Employment Standards Act) by introducing numerous versions of the Working for Workers Act, with the stated aim of enhancing workers’ rights and righting the balance of power between employers and employees. There have been seven Working for...
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