Ontario's 10-Day Rule for Out-of-Province Workers - HR Insights

Ontario businesses have long faced a challenge. Hiring skilled workers from other provinces was a long, bureaucratic process. This old system could take months. This made it difficult to fill key roles in sectors like construction, engineering, and healthcare. All of that is about to change. Ontario’s new “As of Right” framework will launch on January 1, 2026. This framework will cut the waiting time to just 10 days for certified professionals. It is a huge win for companies and a step toward a more integrated national workforce. As an HR leader or business owner, you must understand these new Ontario professional licensing rules. They are crucial for your talent strategy in the new year.

This bold move is part of the broader Protect Ontario through Free Trade within Canada Act, 2025. The act aims to cut red tape and boost economic growth. It directly addresses labour shortages. It also recognizes that a skilled workforce is mobile. By streamlining the certification process, the government helps businesses access a wider talent pool. Workers can also start their jobs faster. This is more than a simple regulatory change. It’s a major shift in how we approach interprovincial labour mobility.

How the New Professional Licensing Rules Work

The new “As of Right” framework creates a streamlined process for workers in regulated non-health occupations. Health care professionals already have a version of this rule. This new law expands the benefit to over 300 certifications. It includes more than 50 regulatory bodies. These professions include architects, engineers, geoscientists, and electricians. Under these new Ontario professional licensing rules, a worker with certification in another Canadian province can apply for “deemed certification” in Ontario.

They submit their registration documents to the relevant Ontario regulatory authority. The authority confirms their certification within a swift 10 business days. This confirmation allows them to begin working immediately. They get a one-time, six-month period while their full application for permanent certification is processed. The goal is to get skilled people on the job without the crippling delays of the old system. A recent Statistics Canada study found that a quarter of employers struggled to hire out-of-province candidates due to licensing issues. This new framework directly solves that problem.

The Impact on Your Workforce and Recruitment Strategy

For Ontario businesses, the effects of these new professional licensing rules are significant. This is a game-changer for attracting talent. You are no longer limited to a local or provincial talent pool. You can now realistically and quickly tap into a nationwide workforce. This expanded access can help you fill critical skills gaps. This is especially true for technical and skilled trades roles. For example, imagine a project is stalled because you can’t find certified engineers. In the past, you might wait six months for a qualified candidate from Alberta to get licensed. With the new framework, that person could be on the job within weeks.

“The 10-day rule isn’t just about faster paperwork. It’s about faster access to talent, which means faster project completion, faster innovation, and faster growth for Ontario businesses.”

Challenges and Considerations for Your HR Team

While these changes are great, they do create new tasks for your HR team. You must stay on top of the regulations. Each of the dozens of regulatory bodies will publish details on their websites. It’s up to your HR team to find this information and advise prospective employees. Compliance is another consideration. The new framework streamlines the process, but it doesn’t remove the need for due diligence. Your HR team must ensure all documentation is complete. The candidate must meet other requirements, like paying a fee or obtaining insurance. The deemed certification is temporary. Authorities can revoke it if the final application is denied or if the information provided was inaccurate.

You must also consider your compensation and benefits. With greater mobility, you may see candidates used to different pay scales. You will need to review your current offerings to ensure they are competitive. You should also review your internal policies. They must align with the new reality of a more fluid workforce. Understanding the ins and outs of these Ontario professional licensing rules will be key to a seamless hiring process.

What Ontario Employers Should Do Next

Success with these changes requires a proactive approach. Here’s a quick checklist to prepare your business for the new professional licensing rules coming January 1, 2026:

Review Your Recruitment Process: Update your job postings. Highlight the simplified process for out-of-province candidates. Inform hiring managers about the new 10-day rule and its benefits for sourcing talent.
Establish a Point of Contact: Designate an HR professional or team member to become the expert on the “As of Right” framework. This person should monitor updates from regulatory bodies and be the go-to resource for internal teams and candidates.
Update Your Onboarding Checklist: Create a new checklist for out-of-province hires. Ensure it includes all steps for them to get their deemed certification and complete full registration. This will make the process as smooth as possible.

The new Ontario professional licensing rules are an important tool for addressing Ontario’s talent gaps. By understanding the new framework and preparing your HR processes, you can use this change to your company’s advantage. This is an opportunity to strengthen your workforce and position your business for future growth.

Need help navigating HR changes? Book your free HR audit today or speak with our team about how Divino can support your business.

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