Ontario Job Posting Checker

Paste a job posting. The checker looks for the elements Ontario's job-posting rules require since 1 January 2026 (ESA Part III.1 and O. Reg. 476/24) and gives you ready-to-paste wording for anything missing. Runs entirely in your browser.

Step 1 — Does Part III.1 apply to this posting?

How many employees did you have on the day the posting went up?

The exemption is by headcount on the day of posting, not on 1 January (O. Reg. 476/24, s. 1). If two related businesses are treated as one employer under ESA s. 4, count them together.

What kind of posting is it?

Only a "publicly advertised job posting" is covered; the four exclusions are in O. Reg. 476/24, s. 2(1).

Do you use artificial intelligence to screen, assess or select applicants for this position?

"Artificial intelligence" is defined broadly: a machine-based system that infers from input to generate predictions, content, recommendations or decisions (O. Reg. 476/24, s. 2(1)). Résumé-ranking or screening features inside an applicant-tracking system can count. If you are not sure, ask your ATS vendor.

Is this posting for an existing vacancy?

Step 2 — Paste the posting

Job posting text (title, description, requirements, compensation, everything)

Want the full hiring kit?

The Ontario Hiring & Job Posting Kit 2026 (CA$19) has a compliant posting template, the four required statements in editable form, the three 45-day applicant-notification emails, a hiring-records log with the 45-day and three-year dates calculated for you, and a one-page "does this apply to us?" flowchart. Editable Word and Excel files.

Get the kit — CA$19 Full HR & compliance pack — CA$59

What the rules actually say

Requirement	Who	Source
Include information about the expected compensation for the position, or the range of expected compensation, in the posting. A range of expected compensation shall not exceed an amount equivalent to $50,000 annually. The duty does not apply where the position has an expected compensation equivalent to more than $200,000 annually, or a range of expected compensation that ends at an amount equivalent to more than $200,000 annually. "Compensation" means wages.	Employers with 25+ employees on the day of posting; publicly advertised postings only	ESA s. 8.2; O. Reg. 476/24 ss. 1, 2(2), 3, 4
No requirements related to Canadian experience in the posting or any associated application form.	Same	ESA s. 8.3
If artificial intelligence is used to screen, assess or select applicants, a statement disclosing that use.	Same	ESA s. 8.4; O. Reg. 476/24 s. 2(1)
A statement disclosing whether the posting is for an existing vacancy or not.	Same	ESA s. 8.5(1)(a)
Tell every applicant you interviewed whether a hiring decision has been made, within 45 days of the interview (or the last interview), in person, in writing or using technology.	Same	ESA s. 8.6; O. Reg. 476/24 s. 5
Keep a copy of every publicly advertised posting and associated application form for three years after it comes down; keep a copy of the information given to interviewed applicants for three years after it was given.	ESA employers. These duties sit in s. 15, outside Part III.1, so on the face of the sections the 25-employee exemption in O. Reg. 476/24, s. 1 does not switch them off — a reading of where the sections sit, not a settled interpretation	ESA s. 15(7.1), (7.1.1)

Consolidated law as published on e-Laws, current to 2 September 2026 (checked 17 September 2026). "Interview" excludes preliminary screening before candidates are selected for a meeting (O. Reg. 476/24, s. 2(2)).