Most lawyers have seen it before: a job posting that promises a “competitive salary” or says compensation is “commensurate with experience,” without offering any real numbers.
Candidates are left guessing whether the role pays more, less, or roughly the same as their current position. In many cases, that uncertainty only clears up late, often months into the hiring process, when expectations turn out not to align. This ends up being a waste of time for both the applying lawyer and the hiring law firm.
Well, as of January 1, 2026, that lack of clarity is (mostly) a thing of the past in Ontario. New pay transparency rules now require many employers to include salary information in public job postings. These changes come from amendments to the Employment Standards Act, 2000 (ESA) and are part of a broader effort to make hiring more transparent.
So, do these rules apply to law firms as well? In many cases, they do.
When the Salary Disclosure Rules Apply
The new requirements apply to employers with 25 or more employees on the day a job is posted. If a firm meets that threshold, any public job advertisement must include either the expected salary for the role or a salary range.
A “publicly advertised job posting” means an external posting that’s available to the general public, such as a posting on a firm’s website, LinkedIn, or a job board. Internal postings aimed only at existing employees are excluded, as are general “help wanted” ads that don’t refer to a specific role.
What Needs to be Disclosed
Where the rules apply, employers must disclose either the expected salary or a salary range, as long as the range does not exceed $50,000.
For example, a range of $90,000–$130,000 would be acceptable, but a broader range would not.
The term “compensation” refers to wages under the ESA. In practical terms, this means salary or other regular pay. It does not include discretionary bonuses, benefits, or expense reimbursements.
There is also an important exception: if the expected salary for the role, or the top end of the salary range, exceeds $200,000 per year, the disclosure requirement does not apply.
What this Means for Law Firms Looking to Hire
Law firms are not exempt from these rules.
If a law firm:
- with 25 or more employees,
- publicly advertises an employment position for an associate, law clerk, staff, etc., and
- the expected salary does not exceed $200,000.00 annually…
…then the new salary disclosures will apply.
Practical Takeaway
Law firms should start reviewing their job posting templates if they haven’t already. Firms that regularly hire staff or lawyers and meet the employee threshold now need to ensure that public job ads include a compliant salary or salary range.
Beyond compliance, there’s a practical upside. Clear salary information upfront can save time on both sides, attract candidates who are genuinely aligned with the role, and reduce frustration during the hiring process.
This blog is for informational purposes only and does not constitute legal advice.
