The Ontario Ministry of Labour, Immigration, Training and Skills Development officially initiated compliance enforcement following key enactments under the Working for Workers Six Act, 2024, commonly known as Bill 190. Amendments to the provincial Employment Standards Act now mandate that provincially regulated employers explicitly disclose the use of artificial intelligence technology in publicly advertised job postings if such tools are utilized to screen, evaluate, or select candidates. This requirement marks a major regulatory step toward algorithmic transparency in talent acquisition across the province.

In tandem with recruitment disclosure rules, the new framework strictly prohibits employers from requiring employees to present a certificate from a qualified health practitioner when taking statutory sick leave days under the Employment Standards Act. Provincial officials clarified that this prohibition aims to alleviate unnecessary administrative pressure on the healthcare system while protecting worker privacy. Employers retain the right to request reasonable evidence of illness, such as a self-declaration, but formal medical notes are no longer legally enforceable for statutory absences.

Regulatory authorities confirmed that provincial health and safety inspectors have begun auditing recruitment workflows and corporate leave policies. Employers operating within Ontario with 25 or more workers must ensure that candidate portals, applicant tracking systems, and human resources handbooks are fully updated to reflect these statutory changes. Non-compliant organizations face immediate compliance orders and potential monetary penalties as enforcement sweeps expand throughout the region.