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A University Student’s Perspective on Bill 149: Pay Transparency

Peak Performance HR recently welcomed a new intern to our team, bringing fresh perspectives and innovative ideas to our email campaigns. One of their suggestions focused on the upcoming Pay Transparency legislation in Ontario and its potential impact on graduating students as they begin their careers.
Written By: Henry Freedlander
As a soon-to-be university graduate entering the job market, there are so many unknowns when I apply to jobs – is my experience sufficient? Am I the kind of candidate that the employer is looking for? And crucially: How much will I be getting paid? Though we don’t always like to say so plainly, the salary we receive is the most important part to a prospective job – especially considering the rapidly-changing global economic landscape and increasing cost-of-living.

Potential employees apply to jobs with, at-times, no idea what they’ll be getting paid. But now, thanks to new legislation coming into effect in Ontario, that’s about to change.

Starting January 1, 2026, Ontario will require all employers with 25 or more employees to include salary information in public job postings. This is part of the ‘Working for Workers Four Act, 2024 (Bill 149)’, and as someone just starting out in their career, this is an incredible development.

The main change is that companies must now post either a specific salary or a reasonable salary range, and they can’t be vague. For roles that pay $200,000 or less per year, the range can’t be wider than $50,000, so no more listings like “Salary: Competitive” that tell you nothing. This kind of transparency can save young people like me a lot of time and energy.

We’ll be able to focus on roles that truly meet our expectations and needs, rather than applying to jobs and hoping for the best in terms of salary. It also helps level the playing field, as not everyone has the same ability to negotiate, know how to ask the right questions in terms of salary and what an expected salary is for a position.

This also ensures that everyone applying starts with the same basic information, allowing a more diverse range of applicants to apply for a position. Furthermore, these changes have the ability to help the employer. By enabling transparency for salaries, businesses gain greater access to the salaries their competitors are offering, allowing for competitive salaries, which attract higher-quality applicants. In addition, transparent salaries create increased trust between applicants and employers right from the get-go, ensuring that the employer-employee relationship starts off on the right foot.

All in all, these changes make Ontario a fairer, more transparent place to look for work, especially for young people, newcomers, and anyone tired of wasting time on job listings that hide crucial details. It’s a sign that the job market is evolving to meet the needs of today’s workforce.

For me, it’s reassuring to know that as I start my career, I’ll have access to better information, clearer expectations, and an increased understanding of what my work is worth. I’m hopeful that this will lead to better hiring experiences – not just for me, but for all job seekers across the province.

At Peak Performance HR, we go beyond traditional consulting — we become true partners. As your on-demand HR resource, we’re here to streamline your people operations, so you can stay focused on leading and growing your business.

We understand the everyday challenges small and mid-sized businesses face — from navigating complex employee issues to keeping up with ever-changing legislation, like Ontario’s new Pay Transparency requirements. Whether you’re implementing new compliance measures, developing policies, managing leaves, or strengthening employee engagement, we provide practical, tailored HR solutions that align with your goals and budget. With a proactive approach to compliance and workplace culture, we’ll help you build a resilient, high-performing team — and ensure your business is ready for what’s next.