Ontario to make ghosting job applicants illegal

HR ghosting has long been the dirty secret of recruitment. Candidates spend hours crafting applications, prepping for interviews and showing up—only to be met with silence. But Ontario is finally saying what job seekers have known all along: ghosting is unprofessional, and it’s got to stop.

A new law set to take effect on 1 January 2026 mandates that employers in Ontario must notify job applicants of hiring outcomes within 45 days of their last interview. That’s not a suggestion—it’s a legal requirement. And it marks a major shift in how Canadian employers will need to approach recruitment moving forward.

As outlined in HCAMag, the new rules apply to all Ontario employers with 25 or more staff who post publicly advertised roles. These businesses will now be required to retain candidate records—including applications, interviews and communication—for up to three years. In short, silence is no longer an option.

The crackdown comes amid growing pressure on employers to modernize their hiring practices—especially with a new generation of workers entering the market. Gen Z, the most connected and values-driven generation yet, expects more from employers. That includes clear, respectful communication—especially during the hiring process. “Hiring managers can’t just ghost applicants anymore,” noted the HCAMag article. “That era is over.”

While the law is a major win for candidates, it’s also a wake-up call for employers — particularly small and medium-sized businesses (SMBs), which may not have formalized recruitment processes in place. But this isn’t just about legal compliance—it’s about reputation, retention and basic human decency.

The silent cost of ghosting

Candidate ghosting has always been a poor practice, but in the age of digital transparency, it’s brand-damaging too. Job seekers who are left in the dark don’t just move on—they tell others. They leave reviews, post to social media and warn their networks. One ghosted candidate can quietly cost a business dozens of future hires.

Ghosting is one of the most frustrating experiences job seekers face. But it’s not just frustrating—it’s alienating. And it’s driving young talent to disengage with companies before they’ve even joined them.

For employers, the stakes are higher than ever. In a competitive hiring landscape, the best candidates have options. If your business can’t provide a basic follow-up, why would they choose to work for you?

Today’s workforce is different. Gen Z doesn’t just want a job—they want a culture that aligns with their values. Younger workers are far less tolerant of old-school hiring practices, and they’re quick to call out poor experiences. This isn’t about entitlement—it’s about expecting professionalism. “People who apply to jobs deserve to understand what’s happening behind the scenes,” explains Bonnie Dilber, a recruiting leader at Zapier, to CNBC.

For SMBs, this shift is an opportunity. With leaner teams and less bureaucracy, smaller businesses are well-placed to lead on more human, respectful recruitment experiences. Automating simple candidate comms, setting up structured interview workflows or just having a plan to respond—these aren’t expensive fixes, but they go a long way.

How SMBs can get ready for Ontario’s anti-ghosting rule

If you’re an Ontario-based employer with 25 or more employees, you’ve got until 1 January 2026 to get your processes sorted. Here’s how to stay ahead:

• Build a follow-up system
  Whether manual or automated, every candidate who reaches the interview stage should receive a timely outcome.
• Track your process
  Keep records of applications and communications. You’ll need to retain them for three years under the new law.
• Update your job postings
  This law is part of broader transparency reforms, which include disclosing salary ranges and clarifying the use of AI in hiring.
• Empower your team
  Make sure hiring managers know their responsibilities—and that no candidate falls through the cracks.

Employers that fail to comply may face enforcement actions from the Ministry of Labour and could be fined up to 100,000 Canadian dollars, according to Bloomberg Reports.

Ontario’s new anti-ghosting law is more than a legal update. It’s a cultural signal. It tells candidates: you matter. Your time matters. And we see you. For employers, it’s a challenge—but also a chance. To rise above the old norms. To humanize recruitment. And to stand out in a crowded hiring market. Because the companies that treat candidates with respect? They’re the ones people actually want to work for.