Effective January 13 2026, employers in Ontario can no longer request “Canadian work experience” in job postings or during hiring. (cictimes.com)
The provincial regulation, part of Premier Bhavna Patel’s labour-mobility agenda, targets a long-criticised barrier that trapped skilled newcomers in survival jobs despite international credentials. More than 300 regulated occupations—from engineering and architecture to several healthcare roles—are covered.
For global mobility managers relocating staff to the Greater Toronto Area, the change simplifies spousal employment transitions and reduces assignment costs linked to under-employment. It dovetails with Ottawa’s broader push to align immigration with labour-market needs after caps on temporary residents were announced in the 2026-2028 Immigration Levels Plan.
![Ontario Bans “Canadian Work Experience” Requirement in Job Ads, Boosting Newcomer Mobility]()
With credential barriers easing, many professionals will still need help navigating entry documentation; VisaHQ’s online platform offers fast, step-by-step assistance for securing Canadian work permits, eTAs and business visas for both individuals and corporate teams, easing HR workloads and accelerating onboarding (https://www.visahq.com/canada/).
Employers still retain the right to assess competencies, but the onus now shifts to objective validation through credential-assessment authorities rather than blanket experience demands. Failure to comply can trigger fines up to CAD 25,000 per infraction.
HR consultancies advise companies to update applicant-tracking systems and recruiter scripts immediately. Newcomers, meanwhile, gain legal backing when challenging discriminatory screening—a move expected to widen the talent pool amid persistent shortages in construction, tech and healthcare.
The provincial regulation, part of Premier Bhavna Patel’s labour-mobility agenda, targets a long-criticised barrier that trapped skilled newcomers in survival jobs despite international credentials. More than 300 regulated occupations—from engineering and architecture to several healthcare roles—are covered.
For global mobility managers relocating staff to the Greater Toronto Area, the change simplifies spousal employment transitions and reduces assignment costs linked to under-employment. It dovetails with Ottawa’s broader push to align immigration with labour-market needs after caps on temporary residents were announced in the 2026-2028 Immigration Levels Plan.
With credential barriers easing, many professionals will still need help navigating entry documentation; VisaHQ’s online platform offers fast, step-by-step assistance for securing Canadian work permits, eTAs and business visas for both individuals and corporate teams, easing HR workloads and accelerating onboarding (https://www.visahq.com/canada/).
Employers still retain the right to assess competencies, but the onus now shifts to objective validation through credential-assessment authorities rather than blanket experience demands. Failure to comply can trigger fines up to CAD 25,000 per infraction.
HR consultancies advise companies to update applicant-tracking systems and recruiter scripts immediately. Newcomers, meanwhile, gain legal backing when challenging discriminatory screening—a move expected to widen the talent pool amid persistent shortages in construction, tech and healthcare.
