How Ontario's pay transparency rules will impact talent in 2026

On January 1, 2026, new pay transparency legislation takes effect in Ontario, impacting talent recruitment. If you're in HR, talent management, or searching for your next marketing role, these changes will change recruitment and retention strategies.

What the law covers

For employers with 25+ employees, publicly advertised job postings as of January 1, 2026 must include:

• Salary transparency: Every public job posting must include the expected compensation or a salary range. Ranges for roles under $200,000 cannot exceed a $50,000 spread.

For example, $100,000–$150,000 is acceptable, but $100,000–$200,000 exceeds the allowed range.

• AI use disclosure: Companies must state if artificial intelligence is used to screen, assess, or select applicants.
• Vacancy context: Postings must indicate whether the role fills an existing vacancy or represents new growth.
• Prohibition of Canadian experience requirements: Canadian experience requirements are prohibited, opening doors for internationally trained marketing professionals.
• Candidate communication: Interviewed candidates must receive hiring decisions within 45 days.
• Record retention: Job postings and applications must be retained for three years.

Marketing talent advantages

Marketing roles can vary dramatically in compensation based on industry, company size, and specialization. Transparent ranges provide unprecedented career roadmaps, so can see exactly how digital marketing specialist roles compare to marketing operations manager positions, enabling strategic skill development and career timing decisions.

The elimination of Canadian experience requirements particularly benefits marketing, where international campaign experience, multicultural perspectives, and global digital skills add genuine value. A specialist with international market experience now competes on equal footing with local candidates.

Transparent ranges level the playing field, especially for professionals less confident in salary discussions. This contributes directly to reducing gender and racial wage gaps while providing concrete market benchmarks for all negotiations.

Proactive preparation for employers

This external transparency demands internal preparation. When salary ranges become public, existing employees may discover pay disparities. Before posting that marketing manager role, ensure your current team's compensation aligns with these disclosed ranges.

Marketing roles often blur traditional boundaries, a content marketing specialist might handle social media, email campaigns, and analytics. Clear documentation of how you value specific skills, experience levels, and scope of work becomes essential to justify pay decisions.

Manager training becomes critical. When candidates ask why they're offered a specific salary in the range, managers must be able to articulate how experience, skills, and growth potential influenced that positioning.

Competitive strategy

The legislation creates both opportunities and pressures. Disclosing salary structures can give competitors insight into your compensation strategy, potentially intensifying competition for specialized marketing talent.

However, proactive organizations can maintain a competitive edge through:

• Regular benchmarking: Market analysis ensures posted ranges attract top talent without overpaying
• Total rewards emphasis: Highlight comprehensive benefits and career progression beyond mandatory salary disclosure
• Process efficiency: Transparent ranges reduce time spent on unsuitable applicants

Implementation checklist

• Audit compensation: Review marketing roles for internal equity and market competitiveness
• Update templates: Ensure job posting compliance with all disclosure requirements
• Train teams: Equip managers with confident compensation conversation skills
• Develop communication: Prepare current employees for increased transparency
• Document philosophy: Create clear rationales for pay decisions across marketing specializations

The road ahead

Organizations that embrace transparency, audit their compensation practices, and communicate clearly will attract talent and build stronger teams.

For marketing professionals, these changes offer clarity and leverage in career decisions. For employers, they demand strategic preparation but offer the opportunity to strengthen both employer brand and internal trust.