How we verify and keep the rules current
Every legal statement on this site and in every document we produce traces to a numbered section of an Ontario Act or regulation, or to a named government guidance page. This page explains where the statements come from, how they were checked, how we watch for changes, and what has not been reviewed yet. Rules current to October 23, 2026.
What “rules current to” means
Our rule set has a date stamp. It means that on that date we read the consolidated text of each Act and regulation on Ontario’s e-Laws site and the related government guidance pages, and the statements in our documents and guides matched them. The date advances when we re-read the sources and either confirm nothing changed or incorporate what did. Every document we generate carries this date in its footer, together with the version of the rule set it was built from, so you can tell at a glance whether a document predates a change.
Primary sources
We work from the official texts, not summaries of them. The nine sources below are the ones our statements cite and our daily watch reads.
| Source | What we take from it |
|---|---|
| Employment Standards Act, 2000 | Job posting rules (Part III.1, ss. 8.1 to 8.6), disconnecting from work (s. 21.1.2), electronic monitoring (s. 41.1.1), record keeping (s. 15), the poster (s. 2). |
| O. Reg. 476/24 | The 25-employee threshold, the $50,000 range limit, the $200,000 exemption, the definition of “interview”, the 45-day period. |
| O. Reg. 285/01 | The new hire information requirement (s. 1.2) and when work is deemed to be performed. |
| Accessibility for Ontarians with Disabilities Act, 2005 | Reports (s. 14) and certification (s. 15). |
| O. Reg. 191/11, Integrated Accessibility Standards | Who is covered, small versus large organizations, every standard’s requirements, the Customer Service Standard (Part IV.2) and the reporting exemptions (s. 86.1). |
| ESA guide: publicly advertised job postings | The Ministry’s interpretation and examples: what counts as compensation, range examples, screening versus interview, recruiter responsibility. |
| ESA guide: written policy on disconnecting from work | How to count employees, what the policy may contain, copy and retention rules. |
| ESA guide: recent changes | In-force dates for new requirements. |
| Completing your accessibility compliance report | How the portal works, what it asks for and the deadline. |
We also rely on the Human Rights Code for the rule that job postings may not express an age preference, and on the government’s electronic monitoring guide for counting and examples.
How a statement gets onto the site
- It is written into our internal rules summary with the section number it relies on and a marker for whether it comes from the statute text itself or from a government guidance page.
- It is checked against the saved copy of the primary text. A statement that cannot be matched to a section is removed or rewritten as a hedge, not left in.
- It is encoded as data in our rule catalogue with a fixed applicability test, for example “25 or more employees in Ontario on January 1”. No language model decides whether a rule applies to anyone.
- The document template that carries it is given a version number. If the wording of a template changes, its version changes, and documents built on the earlier wording are marked outdated.
Where the law is silent we say so rather than fill the gap. Where only a guidance page supports a statement, the guides attribute it to the guide. We do not publish penalty amounts as marketing, because enforcement of these rules has historically been complaint-driven and the point of the documents is to be able to answer honestly, not to avoid a fine.
The daily rule-change watch
Each day an automated job fetches the current text of the nine sources above, one page at a time, with an honest user agent, from ontario.ca only. It strips dates of access and other text that changes without the law changing, then compares the result with the last copy it saw. A difference produces a finding and an email to the owner. Nothing changes automatically. A person reads the change, decides whether it affects a rule or a document, updates the rules summary, the catalogue and the templates together, and bumps the rule set version. Customers then see which documents are outdated, and Keep-Current subscribers get them re-issued.
Review history
- October 23, 2026: e-Laws text of every source re-read; rule set dated to this day.
- October 28, 2026: independent review of all legal wording in the documents and the site by a second model that had not written it, working only from the primary texts. It produced 15 findings; each was verified against the source and fixed. A separate fact-check of the two guides published that day was done the same way.
- Not yet done: review by an Ontario employment lawyer. We will say so here when it has happened. Until then, treat every statement as a careful plain-language summary and have unusual situations reviewed by a lawyer.
Where a model is used, and where it is not
- Not used to decide which rules apply, to compute deadlines, to check a job posting against the rules, or to write the legal content of any document. Those are fixed rules and templates.
- Optionally used to polish the wording of a job posting rewrite. The draft is checked against the facts you entered (pay, vacancy, AI use); if any required statement is missing or altered, the draft is discarded and the deterministic version is kept.
Tell us if we are wrong
If you find a statement that does not match the law, email support@employerready.com with the page and the section you are reading. We would rather correct it than defend it.
Rules current to October 23, 2026. EmployerReady is operated by LLnet Inc. and is not affiliated with the Government of Ontario. Not legal advice. See also about, FAQ and the guides.