Paste the posting. Pick where it will be seen. Get the flags for Ontario's 2026 job-posting rules, BC and PEI pay transparency, and the EU Pay Transparency Directive — with the wording to fix each one. Nothing leaves your browser.
"Nothing flagged" means the checker found nothing in the text; it does not mean the posting is compliant. It reads English only, can't see what your ATS does, and doesn't know your business. Read the rules once yourself: the sources are below.
The Job Posting & Pay Transparency Kit is the templates behind this checker: a posting skeleton per jurisdiction and one combined version that passes all four, the paste-ready lines (compensation, vacancy, AI disclosure, the EU pay block in six languages), Ontario's 45-day notice emails, a record log that computes its own delete-by dates, and a pay-range worksheet with the $50,000 check built in. PDF, DOCX and XLSX. CA$19, one organisation, 14-day refund.
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| Rule | Ontario (25+ staff, since Jan 1, 2026) | BC (all, since Nov 1, 2023) | PEI (all, since Jun 1, 2022) | EU (all employers, Directive 2023/970) |
|---|---|---|---|---|
| Pay in the posting | Expected compensation or range; range ≤ $50,000 wide; exempt above $200,000 | Expected salary or wage or range; no width cap | Expected pay or range | Initial pay or range in the ad or before the interview — Italy, Ireland and Poland require it in the ad |
| Asking pay history | Not banned | Banned | Banned | Banned |
| AI in hiring | Must disclose if used to screen, assess, or select | — | — | — |
| "Canadian experience" | May not require or request | — | — | — |
| Existing vacancy | Must state whether it is one | — | — | — |
| Gender-neutral title / process | — | — | — | Required |
| After the interview | Tell interviewees within 45 days whether a decision was made; keep records 3 years | — | — | Workers may ask for pay information; answer within 2 months |
Last checked against these pages: . EU national transposition is still moving; where a country's law is a draft, it's a draft.