Since January 1, 2026, if an Ontario employer with 25 or more employees uses artificial intelligence to screen, assess, or select applicants, every publicly advertised posting for the job has to say so. One sentence does it. The hard part is knowing whether you use AI.
O. Reg. 476/24 requires a publicly advertised job posting to include a statement disclosing the use of artificial intelligence to screen, assess, or select applicants for the position, where the employer uses it. There's no prescribed wording and no requirement to explain how.
This is where most employers get caught. "AI" here isn't limited to a chatbot interviewing candidates. If your ATS ranks résumés, scores applications against the posting, filters by predicted fit, or recommends candidates, a vendor has almost certainly built that on machine learning — which is artificial intelligence for this purpose. Keyword matching you configured yourself is a greyer area. The practical test: ask the vendor, in writing, whether any feature you use applies AI or machine learning to applicants. Keep the answer.
If the answer is yes, or you can't get an answer, disclose. The cost of disclosing when you didn't strictly have to is one sentence; the cost of not disclosing when you did is a contravention.
We use artificial intelligence to screen applications.We use artificial intelligence to assess applications and rank candidates for interview.We use artificial intelligence to screen, assess, and select applicants. A person makes the final hiring decision.Put it near the "how to apply" section, where an applicant would look for it. If you genuinely use no AI at any stage, you may say so, and it's a reasonable thing to say on a posting seen in other provinces where the question comes up.
The same regulation requires every covered posting to state whether it is for an existing vacancy. This posting is for an existing vacancy. — or that it isn't and you're building a candidate pool. It's aimed at "ghost postings"; it takes one sentence; and it's the item most often missing from otherwise careful postings.
A covered posting or application form may not require or request Canadian work experience, education, or professional networks. "Preferred" is still a request. Describe the actual competence instead — experience with the Ontario Building Code, with CRA payroll remittances, with the Canadian mid-market — or drop it. Licensing requirements set by a regulator are a different thing: state the licence, not the country.
Two duties that follow: tell every interviewed applicant within 45 days of their last interview whether a hiring decision has been made (email is fine, no reasons required), and keep the posting, the application form, and what you told interviewees for three years.
Paste your posting into the free checker — it flags the missing AI line, the missing vacancy line, and any "Canadian experience" wording, and gives you the sentences.
Checked against these pages on September 12, 2026. Information, not legal advice.