New employment information requirements for Ontario employers effective July 2025

At a glance

• From 1 July 2025, Ontario employers with 25 or more employees must provide specific employment information in writing before or soon after an employee's first day of work.
• The required information includes the employer's legal and business names, contact details, work location, wage rate, pay period, and initial hours of work.
• These requirements will not apply to assignment employees. 
  Employers should review their hiring practices to comply with these new requirements. 

In addition to the new pay transparency and job posting requirements under the Ontario Employment Standards Act, 2000, which will come into effect in 2026, Ontario also announced regulations on 2 December 2024 regarding the information that must be provided to employees. 

Effective 1 July 2025, employers with 25 or more employees must provide to an employee in writing, before the employee’s first day of work or, if not practicable, as soon as reasonably possible after the employee’s first day of work, the following information:

• the legal name of the employer, as well as any operating or business name of the employer if different from the legal name;
• contact information for the employer, including address, telephone number and one or more contact names;
• a general description of where it is anticipated that the employee will initially perform work;
• the employee’s starting hourly or other wage rate or commission, as applicable;
• the pay period and pay day established by the employer in accordance with the 'payment of wages' provision of the Ontario Employment Standards Act, 2000; and
• a general description of the employee’s initial anticipated hours of work.

The obligation to provide the employment information set out above will not apply to assignment employees.

Ontario employers should review their practices and procedures, in particular with respect to hiring and recruitment, to ensure they are acting in compliance with the new employment information and job posting requirements coming into force. If you have any questions about any of the recent legislative amendments, do not hesitate to contact a member of our DLA Piper Canadian Employment and Labour Law Service Group.