Your resume is your professional first impression. But if you’ve worked in other countries or are new to Canada, you might be including information that’s standard elsewhere but actually prohibited in Canada. Here are five items that can hurt your chances in the Canadian job market.
1. Your Photo
This is probably the biggest shock for job seekers coming from many countries. Never include a photo on your Canadian resume — it can actually work against you.
Why it hurts:
- Canadian employers are legally obligated to base hiring decisions on qualifications, not appearance
- Photos open the door to unconscious bias based on age, gender, race, or appearance
- Many employers automatically reject resumes with photos to avoid any legal risk
- It signals that you may not understand Canadian hiring practices
What to do instead:
- Use a professional headshot on LinkedIn instead
- Let your skills and experience speak for you
- If a job application specifically requests a photo (very rare in Canada), only provide it if required
Legal basis: The Canadian Human Rights Act prohibits discrimination based on physical appearance in employment decisions.
2. Your Age or Date of Birth
Don’t hint at your age by including your birth year or graduation dates that give away your age.
Why it hurts:
- Age discrimination is illegal in Canada, so employers avoid any appearance of age-based decisions
- Including your birth year or calculating backward from graduation dates can trigger age bias
- Young candidates might worry about being overqualified; older candidates might face stereotypes about energy or technology skills
- It’s simply not relevant to your qualifications
What to do instead:
- Never include your birth year or age
- For recent degrees (within the last 5-7 years), it’s fine to include the graduation year
- For older degrees, leave the year off entirely
- Focus on your experience and accomplishments, not how long ago you graduated
Legal basis: Age discrimination is prohibited under the Canadian Human Rights Act for employees aged 19-65 (varies by province).
3. Marital Status or Family Information
Don’t mention whether you’re married, single, divorced, or have children.
Why it hurts:
- Family status is a protected ground under the Canadian Human Rights Act
- Employers cannot make hiring decisions based on marital status or family responsibilities
- Some employers might assume you’re less available or flexible due to family obligations
- It’s irrelevant to your ability to perform the job
What to do instead:
- Don’t mention marital status, spouse’s occupation, or number of children
- If there’s a gap in employment due to family reasons, you can briefly explain in your cover letter (optional)
- Assume employers know you can fulfill job duties regardless of your family situation
- Use a cover letter if you want to explain employment gaps, not your resume
Legal basis: The Canadian Human Rights Act and Employment Equity Act protect employees from discrimination based on family status.
4. Your Social Insurance Number (SIN)
This one is critical for security reasons as much as legal ones.
Why it hurts:
- Your SIN is sensitive personal information used for taxes and employment
- Including it creates serious identity theft and security risks
- Employers don’t need it until after you’re hired
- It shows poor judgment about information security
What to do instead:
- Never include your SIN on your resume
- You’ll be asked for it during the hiring process if and when you’re offered a job
- Keep it secure and private until an official HR person requests it
- Be cautious about sharing it via email — wait until you’re in a formal employment agreement
Legal basis: PIPEDA (Personal Information Protection and Electronic Documents Act) requires organizations to protect sensitive personal information.
5. Nationality or Citizenship (Unless Work Authorization is Unclear)
Don’t mention your country of origin, nationality, or ethnicity.
Why it hurts:
- Nationality and ethnic origin are protected grounds under the Canadian Human Rights Act
- Employers cannot discriminate based on where you’re from
- Mentioning it can trigger unconscious bias
- Focus should be on your work authorization and qualifications
What to do instead:
- Don’t include your nationality or ethnic background
- If work authorization is a specific job requirement, you can state: “Canadian citizen” or “Valid work permit (expires 2025)”
- For internationally trained professionals, focus on translating your experience into Canadian context, not emphasizing your origin country
- Let your Canadian work authorization status be known if it’s required, but not your nationality
Legal basis: The Canadian Human Rights Act prohibits discrimination based on national or ethnic origin.
Bonus: Other Things to Reconsider
While not strictly “prohibited,” these items often hurt more than they help:
- Marital status abbreviations (Ms., Mrs., Mr.) — Just use your name
- Salary expectations — Save this for interviews or email conversations
- Height, weight, or health status — Never relevant to employment
- Personal interests unrelated to the job — “Hobbies: gardening, cooking” adds no value
- Objective statement — Modern resumes focus on achievements, not generic objectives
- References — Just say “References available upon request” or provide them when asked
The Canadian Difference
The fundamental principle underlying all of this is that Canadian employment law focuses on merit-based hiring. Employers must decide based on your qualifications, experience, skills, and fit for the role — nothing else.
This is actually good news for you: it means you’re evaluated purely on what you can do, not on personal characteristics. By removing these details from your resume, you’re not hiding anything — you’re helping the employer focus on what matters: can you do the job well?
Ready to Check Your Resume?
Use ResumeScore Canada’s free ATS checker to scan your resume and identify any prohibited personal details that might be hurting your candidacy. Our Canadian Compliance Check specifically flags these problematic items so you can remove them before sending your resume to employers.