In a bid to level the playing field for newcomers, Ontario amended the Employment Standards Act effective 1 January 2026 to prohibit employers from listing “Canadian work experience” as a mandatory criterion in publicly advertised job postings or application forms. Companies must also disclose if artificial-intelligence tools are used at any stage of recruitment, from résumé screening to final selection.
Immigrant-support organisations have long argued that the Canadian-experience filter traps qualified candidates in survival jobs and slows economic integration. The new rule—enforced by the Ministry of Labour—brings Ontario in line with Quebec, which introduced a similar ban in 2024. Employers who flout the requirement face fines of up to C$100,000 for repeat offences.
Talent-acquisition teams are reviewing templates to remove boiler-plate language and adding AI-use statements to career portals.
![Ontario bans “Canadian work-experience” requirement and mandates AI transparency in job ads]()
While organisations fine-tune their recruitment workflows, newcomers still need to secure the correct immigration status. VisaHQ’s Canada hub (https://www.visahq.com/canada/) streamlines applications for work permits, visas and electronic travel authorisations, offering step-by-step guidance and live support so skilled candidates can arrive job-ready and employers can tap talent without administrative delays.
Legal advisers recommend auditing third-party applicant-tracking systems to confirm whether automated decision-making is taking place, and documenting that assessment to defend against potential discrimination complaints.
For global mobility managers, the change could accelerate spousal employment for newly arrived transferees and increase the talent pool for companies with newcomer-friendly onboarding programmes. Conversely, hiring managers will need alternative methods—such as skills-based testing—to gauge local readiness without breaching the new rules.
Immigrant-support organisations have long argued that the Canadian-experience filter traps qualified candidates in survival jobs and slows economic integration. The new rule—enforced by the Ministry of Labour—brings Ontario in line with Quebec, which introduced a similar ban in 2024. Employers who flout the requirement face fines of up to C$100,000 for repeat offences.
Talent-acquisition teams are reviewing templates to remove boiler-plate language and adding AI-use statements to career portals.
While organisations fine-tune their recruitment workflows, newcomers still need to secure the correct immigration status. VisaHQ’s Canada hub (https://www.visahq.com/canada/) streamlines applications for work permits, visas and electronic travel authorisations, offering step-by-step guidance and live support so skilled candidates can arrive job-ready and employers can tap talent without administrative delays.
Legal advisers recommend auditing third-party applicant-tracking systems to confirm whether automated decision-making is taking place, and documenting that assessment to defend against potential discrimination complaints.
For global mobility managers, the change could accelerate spousal employment for newly arrived transferees and increase the talent pool for companies with newcomer-friendly onboarding programmes. Conversely, hiring managers will need alternative methods—such as skills-based testing—to gauge local readiness without breaching the new rules.
