Ontario Set to Make Ghosting Candidates Illegal: New Legislation Promotes Transparency in Recruitment
Starting in January 2026, Ontario will implement a groundbreaking legal measure aimed at fostering transparency and accountability in the hiring process. Under the province’s new pay transparency legislation, employers who fail to communicate the outcome of a job interview within 45 days may face significant fines, marking a notable shift in employment standards.
Key Provisions of the Legislation
One of the most notable aspects of this legislation is its stance against “ghosting” candidates—an increasingly common phenomenon where employers leave applicants without feedback or closure after interviews. Effective from January 2026, organizations that neglect to inform candidates about their application status within the stipulated 45-day window can be fined up to CAD $5,000 for first offenses. Repeat violations could lead to fines reaching as high as CAD $100,000, signaling Ontario’s serious commitment to promoting respectful and transparent recruitment practices.
Enhanced Transparency in Job Postings
In addition to addressing candidate communication, the legislation mandates that job postings include specific information to improve candidate awareness. Employers will be required to disclose the expected compensation or a compensation range, providing greater clarity and enabling applicants to make informed decisions. Furthermore, organizations must now disclose whether they intend to use artificial intelligence (AI) in the recruitment process, ensuring transparency around new and emerging screening technologies.
Implications for Employers and Candidates
This legislative shift underscores Ontario’s dedication to fair employment practices and candidate rights. For employers, compliance will necessitate updates to recruitment policies, improved communication protocols, and transparent job advertisements. For candidates, the legislation aims to foster a more respectful application experience, reducing uncertainty and promoting trust in the hiring process.
Looking Ahead
Ontario’s move to criminalize ghosting and enhance transparency signals a broader trend toward ethical recruitment standards and technological accountability. Organizations operating in Ontario should proactively review and adjust their hiring practices to align with these upcoming legal requirements, ensuring they remain compliant and uphold their reputation as fair, transparent employers.
Conclusion
As the January 2026 deadline approaches, it’s essential for businesses to understand and prepare for these new standards. By prioritizing transparent communication and honest disclosures, employers can build stronger relationships with candidates, foster trust, and avoid legal repercussions—all while contributing to a more equitable and respectful recruitment landscape in Ontario.