Ontario’s No-Ghosting Rule: What Changes in January 2026 & Why It Matters

Introduction

For years, job candidates have faced the frustration of “crickets after interviews” — no feedback, no rejection notice, no closure. That era is about to change in Ontario. Beginning January 1, 2026, new legislation will require many employers to notify candidates of their status within 45 days of the last interview, effectively ending the practice of ghosting in hiring.

This shift is part of broader reforms under Ontario’s Working for Workers Four and Five Acts aimed at making hiring more transparent, fair, and accountable.

In this post, we’ll break down what the new law entails, who must comply, the implications for employers and job seekers, and how organizations can adapt to comply — while actually gaining an advantage in their recruitment practices.

What the New Law Requires

1. “Duty to Inform” All Interviewed Candidates

Under the new regulation, for publicly advertised job postings, employers must respond to candidates who made it to the interview stage. They need to inform them — in writing, in person, or via technology — whether a hiring decision has been made within 45 days after the final interview.

If the employer interviewed someone more than once, the 45-day window starts after the last interview.

2. Which Employers & Job Postings Are Affected

This requirement applies only to employers with 25 or more employees and only for publicly advertised positions.

3. Other Related Changes in Hiring Transparency

This no-ghosting rule is just one part of sweeping changes. Employers will also need to:

• • Include compensation ranges in all public job advertisements, with limits on the spread of those ranges.

• • Disclose whether AI is used in screening or selection processes.

• • Retain posting and interview records for 3 years.

• • Remove “Canadian experience” requirements from postings.

Why This Matters

For Job Seekers

• • No more silence: you’ll finally get clarity on interviews you put time into.

• • Better candidate experience — even rejection feels more respectful.

• • Employers who get this right will build more trust and a stronger employer brand.

For Employers

• • Increased accountability: failing to respond can invite complaints to the Ministry of Labour.

• • A need to overhaul communication processes, set up tracking systems, and train hiring teams.

• • A chance to stand out: companies that comply strongly could win respect and attract better candidates.

• • Noncompliance risks fines or warnings, especially under the Employment Standards Act.

---

Steps Employers Should Take to Prepare

1. 1. Audit your current hiring practices
      
      • • Do you reliably respond to candidates?
      • • Do you already keep interview logs?
      • • Are your job postings compliant (salary disclosure, AI usage, non–Canadian experience)?

1. 1. Update your job posting templates
      
      • • Add salary ranges (within allowed spreads).
      • • Disclose AI usage.
      • • Clarify whether the posting is for an existing vacancy.

1. 1. Automate candidate communication workflows
      
      • • Use your ATS or hiring tools to set reminders/alerts for the 45-day window.
      • • Create templates for “rejection” and “still-under-consideration” messages.

1. 1. Train your HR, recruiting, and hiring managers
      
      • • Emphasize timelines and responsibilities.
      • • Ensure they understand what “interview” legally means under the new law.
      • • Explain what counts as “publicly advertised posting.”

1. 1. Maintain records properly
      
      • • Keep logs of all interviews, dates, outcomes, and communications for 3 years.
      • • Be able to demonstrate compliance in case of audits or complaints.

Challenges & Considerations

• • Workload & Scalability: Smaller HR teams may struggle to respond to many interviewees. Automating is essential.

• • Deliberation Time: Some hiring decisions take time; employers should send a communication stating they’re still deciding (rather than ghosting).

• • Enforcement Unknowns: The precise enforcement mechanisms and how strictly this will be policed are still emerging. HCAMag+1

• • Cultural Change: Companies that have long tolerated silence will need to shift their mindset and systems.

---

Sample Communication Template

Below is a template you could use to respond to interviewed candidates:

Hello [Candidate Name],
Thank you again for meeting with us on [date].
We wanted to let you know that we are still reviewing our decision and will get back to you by [specific date within 45 days].
If you have any questions in the meantime, feel free to reach out.
Thank you for your patience,
[Hiring Manager Name, Title]

Even if you can’t decide immediately, sending a short update is better than silence.

---

Conclusion

Ontario’s decision to end interview ghosting is more than a legal update — it’s a transformation of the hiring culture. Starting January 2026, the era of silence ends.

For job seekers, it’s long overdue fairness. For employers, it’s a push toward better process, better communication, and stronger reputation.

If you’re an HR leader, talent manager, or business owner in Ontario, now’s the time to review, rebuild, and gain a competitive edge in how you hire.