3 in 4 Canadian job candidates more likely to apply for job with pay range: survey

Nearly three-quarters (73%) of Canadian workers say they would be more likely to apply for a job that includes the pay range in the posting, according to a report from Indeed. 

However, 59 per cent say they have withdrawn from an application or interview process after seeing the salary range.

"Job seekers today value salary disclosure from the start," says Alexandra Tillo, Senior Talent Marketing Consultant at Indeed. "Knowing a role's pay upfront removes much of the uncertainty and stress around salary discussions."

More than half of respondents (54%) cited ensuring equitable compensation as a top benefit of pay transparency legislation, and 63% believe the legislation will help reduce pay inequities.

Despite these demonstrated benefits, many workers remain unaware of pay transparency laws. Only 35% of Ontarians are aware that employers will be required to disclose salary ranges in job postings beginning January 2026. This awareness gap is not isolated to Ontario. In British Columbia, where mandatory pay transparency has been in effect since November 2023, just 38% of residents are aware of the policy.

This lack of awareness persists despite 83% of respondents feeling positively about pay transparency policies, and 96% believing that mandatory salary disclosure is beneficial overall.

In response to escalating regulatory demands worldwide, North American companies are increasingly adopting pay transparency strategies, according to a previous WTW report.

Ontario's legislation sets specific parameters for salary ranges. Employers must disclose pay ranges no wider than $50,000, unless the top end exceeds $200,000 annually, in which case there is no limit. Additionally, employers must notify interviewed candidates whether a hiring decision has been made within 45 days from the date of their last interview.

Respondents to Indeed’s survey express differing views on appropriate salary range width. The largest share of respondents, 17%, felt a $10,000 range was suitable, while 13% considered a band wider than $50,000 acceptable.

Pay inequity and pay transparency

 In BC, 68% of respondents feel that pay transparency legislation has achieved its objective of making pay fair, according to Indeed’s survey of 900 workers in B.C., Ontario and Quebec, conducted Sept. 29 to Oct. 3, 2025.

However, the impact on salary negotiations has been modest. Only 28% of BC workers have attempted to negotiate their pay following the legislation's implementation, and just 15% negotiated successfully.

Pros, cons to pay transparency

Despite overwhelming support for the legislation, 83% of respondents identify potential drawbacks. The top concern is potential resentment if new hires earn more than current employees with greater experience, cited by 41% of respondents. An additional 33% worry that colleagues and employees will expect increased compensation to match market rates, and 30% fear reduced negotiating power when salary bands are publicly known.

"These concerns signal important considerations that employers must keep in mind when creating job listings, particularly around the implications that publicly listed pay ranges might have on existing employees," Tillo says.

Tillo notes that pay transparency offers employers advantages as well. "Disclosing pay ranges allows candidates to feel more confident about where they stand in the market, which can empower workers to negotiate or seek roles that reflect their value," she says. "At the same time, pay transparency offers an opportunity for employers to review and adjust their pay practices, thanks to improved access to market ranges."

What should employers do?

Employers must pay attention to pay transparency rules, and it's not just about abiding by legislation, according to Mercer.

"Whether you have been providing salary information internally and externally for years or are just getting familiar with these concepts, your journey to pay transparency is crucial for your organisation's overall evolution," it says.

"Pay transparency is not a passing fad, and will continue to accelerate with shifting expectations and continuing legislative activity."

Here's what employers should do in view of the coming pay transparency rule change in Ontario, according to Achkar Law:

• Review your compensation practices - Make sure job postings reflect accurate pay ranges within the required $50,000 limit. Confirm whether roles fall under the $200,000 exemption.

• Audit and update hiring processes - Identify any use of AI in your screening or selection process and ensure it's disclosed. Remove "Canadian experience" from job applications.

• Plan for candidate communication - Create a system to notify all interviewed applicants within 45 days and keep records. For many, this can be automated using existing HR tools.

• Train HR and hiring teams - Educate everyone involved in recruitment about the new requirements and what changes need to be made to templates and workflows.

• Strengthen recordkeeping systems - Set up a process to store all required records, including postings, applications, and communications, for at least three years.