Doug Ford’s job law will drive business out of Ontario

Far from helping workers, Bill 149 piles on rules that discourage hiring and do little to fix Ontario’s faltering economy

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Ontario Premier Doug Ford says Ontario is open for business, yet his new employment law does the opposite. Bill 149 piles on costly rules and risks that will drive companies to friendlier jurisdictions instead of creating the jobs Ontarians desperately need.

Taking effect Jan. 1, 2026, Bill 149 is part of Ford’s Working for Workers Four Act, the fourth in a series of labour bills he has promoted as protecting employees. It changes Ontario’s Employment Standards Act with new mandates on job postings—from wage ranges to artificial intelligence disclosures. Ford calls it transparency. In reality, it’s red tape that punishes employers and discourages investment when Ontario can least afford it.

Ontario’s economy is already struggling. Growth is slowing, debt costs are climbing, and businesses face fierce competition from other provinces and nearby U.S. states eager to attract investment. Instead of clearing the path for job creation, Ford is making Ontario less competitive.

The law applies only to employers with 25 or more employees. It requires publicly advertised jobs to include pay ranges, disclosure of whether the job is for a real vacancy, confirmation if AI will be used to screen applicants, and a guarantee that all interviewed candidates are told the outcome within 45 days. Employers must also keep detailed records of postings and applications for at least three years.

On paper, this looks like a victory for workers. In practice, it’s a minefield. The AI disclosure clause alone threatens fines of up to $100,000 for non-compliance. Section 8.4 of the Employment Standards Act, as amended, states:

“Every employer who advertises a publicly advertised job posting and who uses artificial intelligence to screen, assess or select applicants for the position shall include in the posting a statement disclosing the use of artificial intelligence.”

The definition of “artificial intelligence” is so broad it captures everything from keyword filters in résumé-screening software to video interview tools. That means companies could face six-figure penalties for using the very systems they rely on to handle high volumes of applicants. A mid-sized tech firm choosing between expanding in Toronto or Calgary could easily decide Ontario isn’t worth the risk.

The pay transparency rule is no better. Job postings must list a wage range that cannot exceed $50,000 unless the top end is over $200,000. That restriction limits flexibility and could deter employers in competitive fields where compensation varies widely.

The ban on requiring Canadian experience is largely symbolic. Employers determined to hire candidates with local experience will do so without stating it outright.

Meanwhile, Bill 149 ignores the real problems in Ontario’s job market. Fake postings designed only to collect résumés remain common. Employers can still repost the same job repeatedly to boost visibility without ever contacting applicants. And despite long-standing laws against discriminatory hiring based on gender and age, enforcement remains weak. These are the issues Ford should be tackling if he genuinely wanted to help Ontario workers.

The cheerleading on LinkedIn tells the story. Self-styled professionals applaud the promise of more transparency, especially the rule requiring employers to notify interviewees within 45 days. But the law applies only to candidates who make it to a formal interview, not the far larger group who never get past the résumé stage. Once job seekers realize little has changed, they’ll be back to blaming the government for their struggles.

Ford knows how to play politics. He cast himself as Captain Canada in the fight against U.S. President Donald Trump’s tariffs and now claims to be championing Ontario workers. But his strategy is short-sighted. Prosperity comes from attracting investment and expansion, not from virtue signalling legislation that drives employers away.

If Ford truly wants to secure Ontario’s future—and his own political survival—he should focus on making the province the best place to do business in North America. That means reducing barriers, not erecting new ones. It means delivering real growth, not toothless laws that invite frivolous complaints and push companies elsewhere.

Ford’s slogan was “Ontario is open for business.” Bill 149 tells employers something very different: if you want to grow and hire, you’d better look elsewhere.

Nick Kossovan is a well-seasoned veteran of the corporate landscape and a self-described connoisseur of human psychology.