The Ontario government’s proposed Working for Workers Seven Act, 2025 (Bill 30) signals one of the province’s most consequential HR reforms in years. It would require all job postings from medium and large employers (those with 25 or more staff) to include salary ranges, disclose the use of artificial intelligence in candidate screening, and indicate whether a vacancy represents a new or existing position.

Although the legislation is framed around fairness and transparency for job seekers, its ripple effects will extend deep into staffing agencies and corporate HR departments. It changes how jobs are marketed, how wages are negotiated, and how technology is governed inside the hiring process.

A New Era of Wage Transparency

For staffing firms, the first impact is straightforward but far-reaching: every advertised role would come with a publicly visible pay range. What was once a private discussion between recruiter and candidate would become part of the competitive landscape.

This shift carries both risk and opportunity. Agencies that rely on wage flexibility to secure placements may find less room to maneuver, while those able to benchmark salaries with precision could strengthen their reputation as data-driven advisers. The transparency requirement could also reduce “rate compression” among temp and permanent placements, since pay gaps will be easier to spot.

The Compliance Burden… and a Chance to Differentiate

Bill 30 would make employers responsible for truthful disclosure of pay bands, meaning staffing partners will need accurate wage data from clients before publishing roles. Any inconsistency could expose both parties to reputational risk.

Yet this compliance work may become a new service line: staffing firms with strong payroll analytics can help clients construct defensible pay ranges that balance attraction with cost control.

For HR teams, the policy could accelerate internal pay-equity reviews. Once job postings display public ranges, internal employees will naturally compare their pay. Agencies that anticipate this and assist clients in “range hygiene” audits may gain a consulting edge.

Artificial Intelligence Comes Under the Microscope

Perhaps the most novel clause of Bill 30 is the disclosure requirement for AI-assisted screening. Employers and recruiters would need to tell applicants when an algorithm or automated system influences hiring decisions.

This provision aligns Ontario with emerging international norms, particularly the European Union’s AI Act, and places staffing technology under closer scrutiny.

For recruitment firms that use résumé-parsing tools or automated matching engines, transparency will become mandatory. Vendors will be pressed to explain their models and ensure data-privacy safeguards. Early compliance could, however, become a marketing advantage: firms that can publicly document responsible AI practices may attract both clients and candidates seeking ethical hiring partners.

Balancing Costs and Credibility

In the short term, the bill will increase administrative work. Job-board templates, ATS workflows, and recruiter scripts will all need revision. But the broader effect could be to elevate trust in the hiring ecosystem. By setting a new baseline for openness, Ontario is signaling that secrecy and opacity in compensation no longer align with a modern labour market.

For the staffing industry, credibility will be the new currency. Agencies that embrace transparency through accurate market data, responsible technology, and proactive compliance will likely gain a competitive foothold as clients navigate this new regulatory environment.

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