Salary ranges may soon be required in Ontario job postings

By

Published November 7, 2023 at 9:24 am

ontario job postings salary
Photo: Karolina Grabowska

Employers may soon be required to list salary ranges in job postings in Ontario.

The Ontario government is set to introduce legislation that, if passed, would require employers to include expected salary ranges in job postings, the Ministry of Labour, Immigration, Training and Skills Development announced in a press release.

The province also wants businesses to disclose if artificial intelligence (AI) is used during their hiring process.

“At a time when many companies are posting record profits, it is only fair they communicate transparently about how they pay workers,” said David Piccini, Minister of Labour, Immigration, Training and Skills Development.

“And as the use of artificial intelligence in Ontario skyrockets, our government will continue to take action to ensure workers aren’t excluded from the job market because of technological biases and that their privacy rights are protected.”

Women in Ontario earn an average of $0.87 for every dollar earned by men – a number that is worse for racialized and Indigenous women, the press release stated.

Including salary ranges with job postings can help close the gender pay gap while allowing companies to find qualified candidates more quickly and improve retention, helping tackle the nearly 250,000-person labour shortage.

Many job posting websites already require a salary range disclosure.

AI tools and algorithms are being adopted by Ontario businesses at a rapid rate and generate high volumes of personal data about job applicants and employees.

Increasingly, AI may also make employment decisions that affect people’s lives. In response to growing concerns about the ethical, legal and privacy implications of AI, Ontario is proposing to require employers to inform job seekers when it is used to inform decisions in the hiring process.

The announcement comes as the province also said it is looking at ending the use of Non-Disclosure Agreements (NDAs) in the settlement of cases of workplace sexual harassment, misconduct or violence.

“The consultations will identify legislative options to restrict the use of NDAs while protecting the rights of victims and survivors,” said Piccini. “It’s past time we end a practice that allows businesses to shelter the behaviour of some of the worst members of our communities.”

insauga's Editorial Standards and Policies advertising