The Clock Is Ticking
Ontario’s various Working For Workers Acts (Bill 149, Bill 190) are a clear call to action for HR leaders. Yet many organizations have not responded. HR professionals have told us they don’t know where to start, are hesitant to be the first to act, or are focused on other pressing responsibilities. Waiting is risky: HR leaders who delay risk compliance issues, employee trust, and losing top talent.
These Bills, now enacted and effective January 2026, touch every aspect of people management. From hiring to pay to onboarding to everyday HR processes, the legislation will change how organizations communicate, document, and deliver the employee experience.
Understanding exactly where the legislation hits hardest will allow HR teams act decisively before delays translate into compliance risks and lost talent. Our recommended areas of focus:
1. Modernizing Hiring Practices
- Updating job posting content to include transparent hiring ranges, disclose job vacancy status, outline any use of AI in recruitment processes, and remove requirements of Canadian experience.
- Fostering fair and defensible hiring practices including maintaining job postings for three years and posting transparent hiring ranges
- Providing timely notice of hiring decisions (within 45 days) to interviewees.
2. HR Process Overhaul
- Updating policies and procedures related definitions of the workplace, onboarding, pay practices, sick leave, and hygiene.
- Revising and standardizing offer letters, onboarding materials, and other employee communication templates to ensure consistency and compliance
- Training and coaching people leaders to reinforce the organization’s commitment to compliance, fairness, and positive candidate/employee experiences.
3. Pay Transparency
- Create and post hiring ranges for all external job postings
- Promote your pay philosophy to foster trust and understanding,
- Refine structures, policies, processes, and systems to support transparency,
- Empower people leaders with training, tools, and clarity to uphold pay transparency, and,
- Progress with legally-compliant, future-focused practices.
(This is The Talent Company’s PREP For Pay Transparency framework – ask us about it) - Update your systems and processes. When policies, systems, and processes are aligned it fosters compliance, operational efficiency, and desired talent outcomes.
The Risk / Cost of Waiting
Bill 190 increases the maximum Employment Standards Act fine from $50,000 to $100,000 for both individuals and employers. Organizations that delay also risk scrambling to meet compliance deadlines, damaging trust with employees and candidates.
Proactive preparation gives HR teams the time to implement changes thoughtfully, ensuring smooth transitions and stronger employee engagement.
Take Action Today
Change is coming. HR leaders who act now will be ready to navigate pay transparency, modernize talent acquisition, and strengthen HR processes. Preparing today isn’t just compliance—it’s a strategic advantage.
The Talent Company Can Help
Prepare for change now. To ensure your HR practices are compliant, fair, and future ready:
- Download our Compliance Checklist
- Engage us to conduct an HR audit and revamp your HR practices
- Partner with us to build and execute compliant, effective recruitment strategies
- Engage us to PREP For Pay Transparency
- Hire us to deliver custom training for your people leaders
- Ask us about our best practices library, resources, and insights
I champion stronger solutions through sharing of diverse of perspectives, experience, and expertise.
Kathleen Jinkerson, VP HR & Total Rewards Solutions