The job hunt in Ontario has fundamentally changed for newcomers. In a landmark move to crush systemic barriers, the Ontario government has enforced a new law prohibiting employers from requiring “Canadian work experience” in publicly advertised job postings and application forms.
For decades, the phrase “must have Canadian experience” has been the single biggest hurdle for skilled immigrants—a “catch-22” where you can’t get a job without experience, but can’t get experience without a job. Here is a detailed guide on what this ban means for you and how to navigate the new landscape.
- The New Law: What is Illegal Now?
As of New Year’s Day 2026, under the updated Employment Standards Act (specifically amendments from the Working for Workers Four Act), employers with 25 or more employees are banned from:
- The Posting: listing “Canadian work experience” as a qualification in any public job advertisement.
- The Application: Including checkboxes or questions on application forms that filter candidates based on local experience (e.g., “Do you have 1+ years of experience in Canada?”).
Crucial Distinction: This expands on the 2023 ban that applied only to regulated professions (like engineers and nurses). The 2026 law applies to all sectors—from IT and finance to marketing and sales.
- Why This Matters: The “Lazy Filter” is Gone
Employers often used “Canadian experience” as a lazy proxy for “soft skills” or “cultural fit.” This practice automatically discarded thousands of highly qualified candidates before a human ever read their resumes.
- The Shift: Employers must now assess competency, not geography. They can ask, “Have you managed a budget of $50k?” but they cannot ask, “Did you manage it in Toronto?”
- The Win: This forces hiring managers to look at your actual skills, technical abilities, and global experience, getting you past the initial 15-second screening and into the interview pile.
- The “Hidden” 2026 Updates You Need to Know
This ban didn’t come alone. Several other pro-worker rules also kicked in on January 1, 2026, which you should leverage:
- Salary Transparency: Job ads must now include a salary range (with a maximum gap of $50,000 between the low and high numbers). No more guessing games.
- AI Disclosure: Employers must explicitly state if they are using Artificial Intelligence (AI) to screen, assess, or rank your application.
- No “Ghost Jobs”: Employers must confirm the job posting is for a real vacancy, not just to build a resume pool for the future.
- Strategic Advice for Job Seekers
While the text in the ad is regulated, the interview is still a battleground. Here is how to adapt:
- Don’t Hide Your Global Experience: Since they can’t filter you out automatically, your resume will likely be seen. Highlight the transferability of your international wins. (e.g., “Managed cross-functional teams in a high-compliance banking environment” is universal).
- Prepare for “Competency” Questions: Employers will replace the lazy “Canadian experience” question with tougher behavioral questions to test your communication and cultural fit. Be ready to explain how your international experience solves their local problems.
- Know Your Rights: If you see a job posting today that says “Canadian experience required,” the employer is breaking the law. You can file a complaint with the Ministry of Labour, Immigration, Training and Skills Development.
- The “Loophole” Warning
Be realistic—bias doesn’t disappear overnight. While employers cannot post the requirement, some may still unconsciously prefer local candidates.
- The Fix: Your cover letter and interview answers must aggressively bridge the gap. Don’t just list your duties abroad; explain how those duties align with Ontario regulations, software, and industry standards. Show them you are “plug-and-play” ready, regardless of where you learned your skills.