安大略2026年的《支付透明度法》规定,在职位分配中应规定工资范围,并禁止关于先前工资的问题,以减少工资差距。 Ontario’s 2026 pay transparency law mandates salary ranges in job postings and bans questions about prior pay to reduce wage gaps.

安大略省于2026年1月1日生效的新的工资透明度法要求拥有25名或25名以上雇员的雇主将工资范围(以50,000美元为限)纳入所有职位分配中,禁止要求了解加拿大以前的经验,并披露大赦国际在雇用方面的使用。 Ontario’s new pay transparency law, effective January 1, 2026, requires employers with 25 or more employees to include salary ranges—limited to $50,000—in all job postings, prohibit asking for prior Canadian experience, and disclose AI use in hiring. 该法旨在通过促进公平和透明,缩小工资差距,特别是妇女和边缘化群体的薪酬差距。 The law aims to reduce pay gaps, especially for women and marginalized groups, by promoting fairness and transparency. 雇主必须在最后面试后45天内对候选人作出答复,工人可以讨论报酬问题而不必报复。 Employers must respond to candidates within 45 days after the final interview, and workers can discuss pay without retaliation. 该规则使安大略省与其他省份保持一致,并有望提高雇用效率和信任度。 The rule aligns Ontario with other provinces and is expected to improve hiring efficiency and trust.