No More Ghosting: Ontario Makes Interview Feedback a Legal Requirement
Introduction
In a bold move to bring accountability and basic courtesy back into recruitment, Ontario has passed new legislation that makes ghosting after interviews illegal. Beginning January 1, 2026, employers in the province will be legally required to notify candidates of hiring outcomes within 45 days of their final interview (1). This change is part of Bill 149, introduced through the Working for Workers Four Act, and it is set to have ripple effects across Canada (2).
What Is Changing and Who It Affects
The new rules apply to employers with 25 or more employees who advertise jobs publicly. These organizations must:
Notify interviewed candidates of the outcome within 45 days (2).
Keep records of that communication for three years (3).
Disclose any use of artificial intelligence in recruitment (4).
Remove any requirement for Canadian experience in job postings (5).
Include compensation details or salary ranges in all job ads (4).
These steps are no longer optional. Employers must comply or face penalties (1).
Who Will Monitor Compliance?
Ontario’s Ministry of Labour, Immigration, Training and Skills Development is responsible for compliance. Candidates who experience ghosting can file a formal complaint with the Employment Standards Branch, triggering an investigation. Employers found in violation may be required to correct the issue, face penalties, or undergo inspections (1,2).
Why It Matters
Candidate ghosting has become a widespread issue across industries. According to Greenhouse, 75 percent of applicants never hear back after an interview. In tech, the numbers are even higher (1). Candidates complete multiple interviews, submit assignments, and meet with entire teams, only to be met with complete silence.
This approach wastes time, damages employer brands, and deters top talent from ever applying again (1,4). Ontario’s legislation brings structure and accountability to the process. It also directly addresses discriminatory practices, such as requiring Canadian experience, and creates a stronger culture of transparency in hiring (5).
What About Employers Outside Ontario?
Even if your company is not based in Ontario, this legislation signals a new direction. Candidates now expect timely feedback, transparent job postings, and respectful communication, and they will choose employers who meet that standard.
At Intelligenciia, we have never believed in ghosting. Long before these requirements were introduced, we committed to our own human driven experience metrics. Every candidate we engage with receives ongoing communication, whether or not they are selected. We work across Canada, but our values remain constant: if you take the time to speak with us, you will always hear back promptly.
The Bigger Picture: A Push for Ethical Recruitment
Ontario is not acting in isolation. Other regions across Canada are moving toward greater transparency, from salary disclosure laws in British Columbia and Prince Edward Island to new requirements around artificial intelligence and data privacy (4,5). Globally, job seekers are demanding better treatment, and governments are beginning to respond.
For employers, this is a chance to lead rather than follow. Updating your recruitment practices now will keep you competitive, compliant, and attractive to the best talent.
What to Do Next
If you are hiring in Ontario, this is the time to review your processes. You should:
Establish systems to track candidate communications
Update your job postings to meet the new legal standards
Remove language that excludes newcomers or masks pay expectations
Be prepared to explain how artificial intelligence is used in your hiring process, if at all (4)
Even if you operate outside the province, these are best practices that will benefit your team, your brand, and your recruitment outcomes.
Final Thoughts
Professionalism should never require legislation, yet ghosting has become commonplace in recruitment. Ontario has stepped in to set the minimum standard, but at Intelligenciia, our standards have always been higher. We do not wait 45 days to respond. Instead, we communicate consistently, clearly, and proactively throughout the entire recruitment process.
Respectful communication is not simply a policy for us; it is core to our approach. Candidates deserve timely updates, meaningful interactions, and genuine respect. That is how Intelligenciia builds relationships, and why top talent trusts us.
If you want a recruitment experience defined by transparency, consistency, and respect, Intelligenciia is ready to connect.
References:
Ontario introduces new laws to protect job seekers from ghosting, Benefits Canada
Bill 149: What employers need to know, Achkar Law
Working for Workers Four Act receives royal assent, George Waggott Law
Transparency and fairness in hiring: New Ontario requirements, Blaney McMurtry
Employers must disclose AI use and salary ranges under new law, Dentons
Ontario bans Canadian experience requirement in job ads, Canadian HR Reporter