Pay Transparency Job Postings Canada by Province, Compared Across PEI, BC and Ontario

The short answer: as of today, only three Canadian jurisdictions legally require a salary or salary range on publicly advertised job postings — Prince Edward Island, British Columbia, and Ontario. Everywhere else, disclosure is a courtesy, not a rule. Here’s pay transparency job postings canada by province compared properly, because the three laws that do exist aren’t identical to each other either.

Prince Edward Island — first, and simplest

In force since 1 June 2022, applying to all employers regardless of size. Every publicly advertised posting must state the expected pay or a pay range, employers can’t ask about salary history, and employees can’t be barred from discussing their own pay with colleagues.

British Columbia — broadest coverage, no range cap

In force from 1 November 2023, also applying to all employers regardless of size. Postings must show wage or salary information reflecting the employer’s reasonable expectation at the time of posting, with no cap on how wide that range can be, unlike Ontario’s approach below. A salary-history ban and anti-reprisal protections arrived alongside it.

Ontario — narrower reach, but with real teeth

In force from 1 January 2026, applying only to employers with 25 or more staff. This is the ontario pay range disclosure 2026 recap worth knowing in detail: a posted range can’t exceed $50,000, the whole requirement disappears entirely for roles paying $200,000 or more, and it arrived bundled with several other new rules — AI-screening disclosure, a statement on whether a posting is for a genuinely existing vacancy, and a requirement that interviewed candidates be told within 45 days whether a hiring decision has been made. Adoption jumped fast once it took effect: postings with pay information across Canada rose to 57% by June 2026, with Ontario itself at 71%, up roughly 30 percentage points in a single year.

The one everyone gets wrong: Newfoundland and Labrador

This is the newfoundland pay transparency law not in force detail most guides simply skip. NL passed its own Pay Equity and Pay Transparency Act back in October 2022, and it does contain a job-posting salary requirement — but the transparency provisions have never actually been proclaimed into force. Regulations remain in development, with no enforcement date announced anywhere. Write it as “passed but not in force,” not as “no law” and not as “already in effect.”

Which provinces require salary range postings, full stop

PEI, BC and Ontario — nowhere else, currently. Manitoba’s attempt at similar legislation was introduced twice and didn’t pass either time; Nova Scotia has a salary-history ban but no posting requirement of its own; Alberta and Saskatchewan have neither kind of law on the books.

Laid out side by side like this, pay transparency job postings canada by province stops being a single national rule you can assume applies everywhere, and becomes what it actually is: three separate provincial experiments at three different stages.

Using this practically

If you’re comparing offers or scanning postings, expect real numbers in these three jurisdictions specifically, and expect to ask directly everywhere else in the country. That’s simply how the law currently sits, and it’s worth re-checking before you rely on it, since transparency legislation has moved quickly across Canada in the last two years alone. For anything about your own work-permit eligibility against a specific posting, that question belongs with a licensed RCIC rather than a comparison table.