The Hiring Game Is Changing

If your dealership posts jobs in Ontario, major compliance changes are on the horizon.

Starting January 1, 2026, amendments to the Employment Standards Act under Bills 149 and 190 will change how dealerships advertise, interview, and onboard.

Every job posting will now need to:

• Include salary ranges that reflect the role’s compensation band

• Disclose any use of AI tools in screening or hiring

• Recognize unpaid “trial periods” as paid training time

It’s a major shift, not just for HR, but for dealership culture. These rules aren’t about adding red tape. They’re about accountability, fairness, and trust.

Ontario Is Leading, But the Rest of Canada Is Close Behind

Even if your dealership isn’t in Ontario, pay and data transparency are coming for everyone.

• British Columbia already requires large employers to publish Pay Transparency Reports each year.

• Québec’s Law 25 mandates stricter privacy standards and mandatory privacy impact assessments for new tech tools, including HR software.

• Federal Bill C-27 (Canada’s proposed Artificial Intelligence and Data Act) is introducing national standards for responsible AI use and data protection.

The direction is clear: every province is moving toward higher expectations for transparency, privacy, and ethical use of technology in hiring.

The Link Between Compliance and Culture

It’s easy to treat new legislation as an HR issue, but this is a leadership moment.

Every dealership that rushes to post a job without reviewing templates, salary structures, or data permissions is taking a risk, not just of fines, but of losing trust.

Transparency in hiring communicates that you value fairness.
Disclosing AI use shows responsibility and integrity.
And updating your job templates signals to both employees and candidates that your dealership operates with care and consistency.

Compliance isn’t bureaucracy, it’s brand protection.

AI and Cyber Awareness Go Hand in Hand

Earlier this fall, our “Pause Before You Click” cybersecurity session focused on one critical behaviour: slow down.

The same rule applies to compliance.
Rushing is the enemy of accuracy.

As AI becomes more embedded in dealership operations, from screening tools to automated job ads, dealerships must know what systems are being used, where data is going, and how it’s disclosed.

A single AI-generated posting that omits the proper disclosure could put you out of compliance on day one of 2026.

What Leading Dealerships Are Doing Right Now

Progressive dealer groups aren’t waiting for January. They’re acting now to stay ahead of the curve.

They’re using systems like DriveHRIS to:

• Build salary-range and AI-disclosure fields directly into job-posting templates

• Enforce mandatory review steps before a posting goes live

• Track approvals, version history, and documentation for audit readiness

• Train hiring managers to recognize where AI appears in their process

• Integrate compliance workflows with HR, payroll, and privacy policies

This creates a clear record of diligence, proof that hiring is transparent, compliant, and defensible.

National Takeaway: Compliance Is the New Credibility

The dealership of the future doesn’t just sell cars. It builds confidence in how it hires, develops, and protects its people.

Ontario’s new rules are the beginning of a larger shift toward ethical automation, pay equity, and responsible leadership.

When compliance and culture align, dealerships don’t just meet the standard, they set it.

Before You Post Another Job

Ask three questions:

1. Does this posting clearly communicate compensation?

2. Does it disclose any AI involvement?

3. Is it aligned with our values and policies across every rooftop?

If you hesitate on any of them, pause. Review. Verify.

Because in 2026, transparency won’t just be a legal requirement, it’ll be a competitive advantage.

About DriveHRIS

DriveHRIS is the only HR and Safety platform built specifically for dealerships across Canada.
From recruitment and onboarding to compliance and training, DriveHRIS helps dealer groups stay audit-ready, reduce risk, and build strong, people-first cultures.

Book a demo to learn more