From Ethics to Enforcement: Why Candidate Care Can’t Wait.

Starting 1 January 2026, employers in Ontario, Canada, will be legally required to notify all interviewed candidates of the outcome within 45 days.

✅ Not shortlisted? You'll be informed.

✅ Didn't get the job? You'll still get closure.

On the surface, this is a welcome and overdue step toward candidate transparency. But let's not miss the uncomfortable truth underneath it:

We are now having to LEGISLATE basic human decency? 🤯

As a Recruitment professional, I find this both progressive and disheartening in equal measure.

Applaud-worthy? Yes.

But necessary? Sadly, yes again.

The questions that keep circling in my mind are:

❓ How is this not already standard practice?

❓ Why do we need a legal framework to treat people with respect?

❓ And why stop at interviewed candidates! What about those who took the time to apply, who researched, invested emotionally, and were met with silence?

The Silent Epidemic of Candidate Ghosting.

“Ghosting” is now so prevalent in the recruitment process that it's no longer limited to dating terminology. Candidates being left in the dark, with no feedback, no response, and no closure, has become a common (and sadly expected) experience. This trend erodes trust in hiring processes and damages employer brands. It's not just poor form, it’s bad business. And more importantly, it’s inhumane.

The Legal Landscape in the UK and Beyond.

While the UK has strong employment laws related to non-discrimination, fair treatment, and data privacy, there is no legal obligation to inform candidates of their application outcome, even if they’ve been interviewed.

Under the UK Equality Act 2010, employers are prohibited from discriminating during recruitment processes. The GDPR ensures transparency in how candidate data is handled. Yet, when it comes to basic closure, even a simple “no,” the law remains silent.

Some guidance does exist. The ACAS Code of Practice and CIPD recommend that employers give feedback post-interview. But these are just that: recommendations. They’re not enforceable.

And this isn’t just a UK issue. Globally, recruitment legislation focuses on procedural fairness and discrimination, not on ensuring dignity and communication. Which is why Ontario's move is so powerful: it sets a legal expectation for human interaction.

Be the Standard. Don’t Wait for One.

Because Ethics Should Outrun Enforcement!

Should we wait for UK legislation to follow Ontario’s example? Or should we, as recruiters and employers, lead with values, rather than waiting to be legally required to act decently?

As a Recruiter, I already make candidate communication a priority. Why?

🌟Because it’s the right thing to do.

🌟Because every person who applies is a human being, not a number.

🌟Because dignity shouldn't be conditional on job success.

✅ I tell candidates when they haven’t been shortlisted, at EVERY stage of the application process.

✅ I offer feedback as standard.

✅ I treat candidate time and effort with respect.

Not because the law tells me to, but because it’s the decent thing to do.

Practical Decency: Here’s What Basic Respect Looks Like in Practice

What Employers Can Do Now. No Law Required

Whether or not your jurisdiction mandates it, here’s what you can implement today:

• Close the loop: Always let candidates know where they stand, especially post-interview.

• Automate, but don’t depersonalise: Use tools to streamline communication, but keep the message human.

• Give feedback when possible: Even a short explanation can help a candidate grow.

• Prioritise candidate experience: It reflects directly on your employer brand and future hiring success.

This Isn’t Radical, It’s Just Right.

The Future of Hiring Starts With Us!

Ontario’s legislation might be a first of its kind, but it shouldn’t have to be. This isn't about bureaucracy, it’s about basic respect. If we’re waiting for ghosting to become illegal before we stop doing it, then we’ve missed the point entirely. Let’s not let our sense of ethics be dictated by what’s legally required. Let’s rise above the bare minimum and lead with humanity.

Because in recruitment, as in life, acknowledgement should never be optional.