{"id":5190,"date":"2025-09-03T21:10:51","date_gmt":"2025-09-04T01:10:51","guid":{"rendered":"https:\/\/employmenthero.com\/en-ca\/?post_type=news&p=5190"},"modified":"2025-12-03T05:55:45","modified_gmt":"2025-12-03T10:55:45","slug":"ontario-anti-ghosting","status":"publish","type":"news","link":"https:\/\/employmenthero.com\/en-ca\/news\/ontario-anti-ghosting\/","title":{"rendered":"Ontario to make ghosting job applicants illegal"},"content":{"rendered":"\n
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HR ghosting has long been the dirty secret of recruitment. Candidates spend hours crafting applications, prepping for interviews and showing up\u2014only to be met with silence. But Ontario is finally saying what job seekers have known all along: ghosting is unprofessional, and it\u2019s got to stop.<\/strong><\/p>\n\n\n\n

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<\/a>. That\u2019s not a suggestion\u2014it\u2019s a legal requirement. And it marks a major shift in how Canadian employers will need to approach recruitment moving forward.<\/p>\n\n\n\n

As outlined in HCAMag<\/a>, 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\u2014including applications, interviews and communication\u2014for up to three years. In short, silence is no longer an option.<\/p>\n\n\n\n

The crackdown comes amid growing pressure on employers to modernize their hiring practices\u2014especially 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\u2014especially during the hiring process. \u201cHiring managers can\u2019t just ghost applicants anymore,\u201d noted the HCAMag article<\/a>. \u201cThat era is over.\u201d<\/p>\n\n\n\n

While the law is a major win for candidates, it\u2019s also a wake-up call for employers \u2014 particularly small and medium-sized businesses (SMBs), which may not have formalized recruitment processes in place. But this isn\u2019t just about legal compliance\u2014it\u2019s about reputation, retention and basic human decency.<\/p>\n\n\n\n

The silent cost of ghosting<\/strong><\/h2>\n\n\n\n

Candidate ghosting has always been a poor practice, but in the age of digital transparency, it\u2019s brand-damaging too. Job seekers who are left in the dark don\u2019t just move on\u2014they 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.<\/p>\n\n\n\n

Ghosting is one of the most frustrating experiences job seekers face. But it\u2019s not just frustrating\u2014it\u2019s alienating. And it\u2019s driving young talent to disengage with companies before they\u2019ve even joined them.<\/p>\n\n\n\n

For employers, the stakes are higher than ever. In a competitive hiring landscape, the best candidates have options. If your business can\u2019t provide a basic follow-up, why would they choose to work for you?<\/p>\n\n\n\n

Today\u2019s workforce is different. Gen Z doesn\u2019t just want a job\u2014they want a culture that aligns with their values. Younger workers are far less tolerant of old-school hiring practices, and they\u2019re quick to call out poor experiences. This isn\u2019t about entitlement\u2014it\u2019s about expecting professionalism. \u201cPeople who apply to jobs deserve to understand what\u2019s happening behind the scenes,\u201d explains Bonnie Dilber, a recruiting leader at Zapier, to CNBC<\/a>.<\/p>\n\n\n\n

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\u2014these aren\u2019t expensive fixes, but they go a long way.<\/p>\n\n\n\n

How SMBs can get ready for Ontario\u2019s anti-ghosting rule<\/strong><\/h2>\n\n\n\n

If you\u2019re an Ontario-based employer with 25 or more employees, you\u2019ve got until 1 January 2026 to get your processes sorted. Here\u2019s how to stay ahead:<\/p>\n\n\n\n