{"id":14798,"date":"2026-07-23T06:00:00","date_gmt":"2026-07-23T10:00:00","guid":{"rendered":"https:\/\/www.hiringlab.org\/en-ca\/?p=14798"},"modified":"2026-07-23T13:32:37","modified_gmt":"2026-07-23T17:32:37","slug":"growth-in-canadian-salary-transparency-driven-by-two-provinces","status":"publish","type":"post","link":"https:\/\/www.hiringlab.org\/en-ca\/2026\/07\/23\/growth-in-canadian-salary-transparency-driven-by-two-provinces\/","title":{"rendered":"Growth in Canadian Salary Transparency Driven by Two Provinces"},"content":{"rendered":"\n<p><strong>Key points:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Wage and salary information has become much more commonplace in Canadian job postings over the past few years, with 57% of Canadian postings on Indeed containing pay information as of June 2026, up from ~20% six years ago.<\/li>\n\n\n\n<li>Recent progress on salary transparency has been driven by British Columbia and Ontario, provinces affected by pay disclosure legislation. The share of postings in Ontario that include pay information has risen roughly 30 percentage points over the past year.<\/li>\n\n\n\n<li>Some of the sectors with the largest increases in pay transparency following Ontario\u2019s policy changes this year were the same that saw the largest gains in AI mentions in postings, an effect of the same legislation.<\/li>\n<\/ul>\n\n\n\n<p><em>The Hiring Lab publishes its <\/em><strong><em>Pay Transparency Tracker<\/em><\/strong><em>, updated monthly, on the <\/em><a href=\"https:\/\/data.indeed.com\/#\/transparency\" target=\"_blank\" rel=\"noreferrer noopener\"><strong><em>Hiring Lab Data Portal<\/em><\/strong><\/a><strong><em>.<\/em><\/strong><\/p>\n\n\n\n<p>Wage and salary information is much more common in Canadian job postings than it used to be. In June 2026, more than half of Canadian postings on Indeed contained pay information, up from 1 in 5 postings six years ago. This is a win for proponents of salary transparency (the practice of regularly including wage data in job postings), who argue that disclosing pay in job ads helps to inform job seekers\u2019 application decisions, improves the hiring process for employers by slimming the applicant pool to those for whom compensation expectations match, and even removes potential for wage discrimination.<\/p>\n\n\n\n<p>Salary transparency in Canada largely rose organically for a few years following the pandemic. Changes to the Indeed platform itself in 2020 contributed somewhat to the upswing as employers were prompted to include pay information when posting a job ad directly to the site. At the same time, the need to attract job seekers amidst the tight labour market coming out of the pandemic \u2014 alongside changing HR norms more broadly \u2014 likely had a hand in driving pay transparency higher.<\/p>\n\n\n\n<p>Since 2023, however, legislation in British Columbia and in Ontario has driven all further increases. Salary transparency in the rest of Canada has stalled at ~40% for roughly three years.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Progress on salary transparency increasingly legislation-driven<\/h2>\n\n\n\n<p>The B.C. government started requiring employers to include <a href=\"https:\/\/www2.gov.bc.ca\/gov\/content\/governments\/about-the-bc-government\/gender-equity\/wage-or-salary-information-on-job-postings\" target=\"_blank\" rel=\"noreferrer noopener\">information about compensation<\/a> in job postings on November 1, 2023, at which time we <a href=\"https:\/\/www.hiringlab.org\/en-ca\/2024\/03\/21\/salary-transparency-canadian-job-postings\/\" target=\"_blank\" rel=\"noreferrer noopener\">wrote about the immediate effects of the law<\/a>. Now, we are beginning to see an impact in the Indeed data from new legislation in Canada\u2019s most populous province.&nbsp;<\/p>\n\n\n\n<p>As a part of Ontario\u2019s overhauled <a href=\"https:\/\/www.ontario.ca\/document\/your-guide-employment-standards-act-0\/requirements-related-publicly-advertised-job\" target=\"_blank\" rel=\"noreferrer noopener\">Employment Standards Act<\/a>, as of January 1, 2026, employers with at least 25 employees have been required to include details on expected pay in job ads. Transparency began rising modestly in advance of the legislation taking effect, and just before it was implemented, 49% of postings in Ontario included explicit pay information, according to our Indeed Pay Transparency Tracker. As of June 2026, that figure had risen to 71%, an increase of roughly 30 percentage points over the past year.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"614\" src=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22163851\/Fig1_transpa_trend_region-1024x614.png\" alt=\"Line chart titled \u201cSalary transparency jumps after policies change\u201d shows the Indeed Pay Transparency Tracker for B.C., Ontario and the rest of Canada from 2020 to June 2026, with vertical lines notating key legislation dates of November 2023 for the B.C. legislation and January 2026 for Ontario\u2019s new legislation. The share of postings disclosing pay jumps noticeably in the provinces around times of policy change, with the rest of Canada showing little progress in transparency in the period.\" class=\"wp-image-14802\" srcset=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22163851\/Fig1_transpa_trend_region-1024x614.png 1024w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22163851\/Fig1_transpa_trend_region-300x180.png 300w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22163851\/Fig1_transpa_trend_region-768x461.png 768w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22163851\/Fig1_transpa_trend_region-1536x922.png 1536w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22163851\/Fig1_transpa_trend_region-2048x1229.png 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\"><em>Line chart titled \u201cSalary transparency jumps after policies change\u201d shows the Indeed Pay Transparency Tracker for B.C., Ontario and the rest of Canada from 2020 to June 2026, with vertical lines notating key legislation dates of November 2023 for the B.C. legislation and January 2026 for Ontario\u2019s new legislation. The share of postings disclosing pay jumps noticeably in the provinces around times of policy change, with the rest of Canada showing little progress in transparency in the period.<\/em><\/figcaption><\/figure>\n\n\n\n<p>Crucially, spillovers to the rest of Canada from these policies have been muted thus far. While the share of transparent postings did tick up outside of Ontario around the January 1 implementation date, the improvement is marginal. To date, only 41% of Canadian job postings outside of B.C. and Ontario include pay data.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Some fields still without widespread pay transparency in Ontario<\/h2>\n\n\n\n<p>Within Ontario, the share of postings explicitly including pay information jumped after the policy change across effectively all sectors we track, with a median gain of 31 percentage points from June of last year to June 2026. In general, some of the largest increases occurred in occupations that were least likely to disclose salary information previously. Many engineering roles, in particular, stand out: the share of postings disclosing compensation rose 43 percentage points in mechanical engineering and 46 percentage points in civil engineering. Transparency was already relatively high in the construction sector, so had less room to grow. Even so, the field still saw a 17 percentage-point gain in transparency over the past year.<\/p>\n\n\n\n<p>Meanwhile, other fields with more lackluster increases in transparency tended to be higher-paying. According to the legislation, employers are not required to disclose expected compensation if it exceeds $200,000 annually. It makes sense, then, to see postings for the highest-paying roles see the smallest change in transparency (in fact, transparency in postings for physicians &amp; surgeons <em>fell<\/em> 1ppt). Meanwhile, job postings for therapists, dentists, and in banking &amp; finance all saw among the smallest gains in transparency. The new legislation simply does not affect these sectors to the same degree as those less likely to pay a salary above $200,000.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"853\" height=\"1024\" src=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164235\/Fig2_ON_change_by_occ_dumbbell-853x1024.png\" alt=\"Dumbbell chart titled \u201cPosted pay disclosure rose across occupations\u201d shows the share of job postings containing salary information in Ontario by occupational sector, in June 2025 and June 2026, respectively. The largest jumps were generally seen among sectors that had low posted salary shares before the January 2026 law change.\u00a0\" class=\"wp-image-14803\" srcset=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164235\/Fig2_ON_change_by_occ_dumbbell-853x1024.png 853w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164235\/Fig2_ON_change_by_occ_dumbbell-250x300.png 250w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164235\/Fig2_ON_change_by_occ_dumbbell-768x922.png 768w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164235\/Fig2_ON_change_by_occ_dumbbell-1280x1536.png 1280w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164235\/Fig2_ON_change_by_occ_dumbbell-1707x2048.png 1707w\" sizes=\"auto, (max-width: 853px) 100vw, 853px\" \/><figcaption class=\"wp-element-caption\"><em>Dumbbell chart titled \u201cPosted pay disclosure rose across occupations\u201d shows the share of job postings containing salary information in Ontario by occupational sector, in June 2025 and June 2026, respectively. The largest jumps were generally seen among sectors that had low posted salary shares before the January 2026 law change.&nbsp;<\/em><\/figcaption><\/figure>\n\n\n\n<p>A second driver of increased pay transparency at the sectoral level is compliance rates. In Ontario, the new policy not only required employers to disclose expected compensation in public job postings, but <a href=\"https:\/\/www.hiringlab.org\/en-ca\/2026\/07\/08\/ontario-job-postings-highlight-the-widespread-use-of-ai-in-hiring-processes\/\" target=\"_blank\" rel=\"noreferrer noopener\">also to disclose AI use in the hiring process<\/a>. The same sectors that saw the largest increases in our Indeed AI tracker also led the way in heightened salary transparency.&nbsp;<\/p>\n\n\n\n<p>Even so, as of June 2026, no more than 90% of postings in any single occupation analyzed included salary data \u2014 a hint that there is still some room to grow and that some employers may not yet be fully compliant with the new requirements.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">More transparency, but less certainty, in expected compensation<\/h2>\n\n\n\n<p>Even with improvements in overall salary transparency, job seekers in Ontario still often lack exact details about what a new opportunity will pay. Of the jobs that <em>do<\/em> provide information, the majority disclose an expected salary range, rather than a single figure. Only 16% of \u201csalary transparent\u201d job postings in Ontario quoted exact pay in June, effectively the same share as in Canada as a whole.&nbsp;<\/p>\n\n\n\n<p>Moreover, job seekers in Ontario might notice that these ranges are wider than they used to be. For the first half of last year, the median posted salary range width was roughly 16%. In the first half of this year, it had widened to 18%. Put another way, it&#8217;s the equivalent of a job posting last year noting that a job might pay between $100k and $116k, while the same job posting this year might note that pay was between $100k and $118k. The move in ranges suggests the employers who were hesitant about sharing pay information pre-policy have been moderately less precise once they do disclose.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"614\" src=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164457\/Fig3_range_width_ontario-1024x614.png\" alt=\"Line chart titled \u201cPosted salary ranges in Ontario have widened marginally\u201d shows the median posted salary range of postings with pay information (% between high\/low ranges), both for postings that report a single figure and a median range excluding exact salaries in Ontario from January 2019 to June 2026. Both measures have risen over the past year, around the same time as the policy went into effect.\" class=\"wp-image-14804\" srcset=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164457\/Fig3_range_width_ontario-1024x614.png 1024w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164457\/Fig3_range_width_ontario-300x180.png 300w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164457\/Fig3_range_width_ontario-768x461.png 768w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164457\/Fig3_range_width_ontario-1536x922.png 1536w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/2\/2026\/07\/22164457\/Fig3_range_width_ontario-2048x1229.png 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\"><em>Line chart titled \u201cPosted salary ranges in Ontario have widened marginally\u201d shows the median posted salary range of postings with pay information (% between high\/low ranges), both for postings that report a single figure and a median range excluding exact salaries in Ontario from January 2019 to June 2026. Both measures have risen over the past year, around the same time as the policy went into effect.<\/em><\/figcaption><\/figure>\n\n\n\n<p>For employers, including pay details via ranges maintains optionality while still attracting job seekers who might otherwise not apply to a position lacking any wage information. For Canadian job seekers who report that higher pay is the <a href=\"https:\/\/www.hiringlab.org\/uk\/blog\/2025\/12\/17\/why-workers-search-pay-leads-but-meaning-matters-more-than-ever\/\" target=\"_blank\" rel=\"noreferrer noopener\">number one<\/a> reason they search for new roles, more specific insight into what new job opportunities might pay is always welcome news.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion<\/h2>\n\n\n\n<p>Many job postings across Canada still lack any information on pay, but recent legislation in B.C. and Ontario has driven disclosure higher, and helped push Canada as a whole up the rankings of pay-transparent advanced economies. Prior to the recent jump, Canada&#8217;s pay transparency rate was broadly in line with that of the United States. Now, Canada has definitively overtaken the US (49%), and as of June, trailed only Japan (a global standout with 97% of postings including pay detail) and the UK (58%).&nbsp;<\/p>\n\n\n\n<p>Still, in an international salary transparency race among the 11 economies regularly <a href=\"https:\/\/data.indeed.com\/#\/transparency\" target=\"_blank\" rel=\"noreferrer noopener\">tracked by Hiring Lab<\/a>, the bar is getting higher. While an EU-wide regulatory initiative to boost transparency has <a href=\"https:\/\/www.hiringlab.org\/uk\/blog\/2026\/05\/07\/full-salary-transparency-in-europe-is-still-a-distant-prospect\/\" target=\"_blank\" rel=\"noreferrer noopener\">largely stalled on the continent so far<\/a>, a separate <a href=\"http:\/\/bbc.co.uk\/news\/articles\/ckg7gg2zdexo\" target=\"_blank\" rel=\"noreferrer noopener\">proposal in the UK<\/a> aims to elevate transparency there even further. With organic growth stalling outside of B.C. and Ontario, Indeed data suggest that Canada&#8217;s future trajectory in these global rankings will largely reflect the presence or absence of new provincial mandates.<\/p>\n\n\n\n<p><strong>Methodology<\/strong><\/p>\n\n\n\n<p><em>We define salary-transparent jobs as job postings on Indeed that provide explicit wage or salary information. In the analysis, the \u201cRest of Canada\u201d consists of job postings in Canada for which the province is identifiable and is not either British Columbia or Ontario. We include Prince Edward Island among the \u201cRest of Canada\u201d for ease, even though it does enforce pay transparency legislation due to the province\u2019s small size relative to the Canadian labour market.<\/em><\/p>\n\n\n\n<p><em>All figures are self-reported and reflect Indeed\u2019s user base, which may differ from the overall US workforce.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Indeed data show that progress on salary transparency is increasingly legislation-driven, with pay details in provinces without transparency initiatives stalling out.<\/p>\n","protected":false},"author":103,"featured_media":14805,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"recruiter-hub-blocks.php","format":"standard","meta":{"_acf_changed":true,"footnotes":""},"categories":[1],"tags":[606],"post_mwm_category":[733],"post_topic":[],"post_content_type":[],"post_duration":[],"post_actions":[],"post_franchise":[],"post_mwm_author":[749],"class_list":["post-14798","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-spotlight","post_mwm_category-pay-and-benefits","post_mwm_author-awoessner"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Growth in Canadian Salary Transparency Driven by Two Provinces - Indeed Hiring Lab Canada<\/title>\n<meta name=\"description\" content=\"Indeed data show that progress on salary transparency is increasingly 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