You spent hours tailoring your resume for a logistics firm in Brampton, navigated three rounds of interviews at a tech office in Mississauga, and then... nothing. No "thank you," no "we've moved on," just a deafening silence that leaves you wondering if your application fell into a black hole.

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Introduction

In 2026, that silence isn't just rude—it's potentially illegal. Under the Working for Workers Five Act, Ontario has officially declared war on "ghosting." If you have participated in an interview, you are legally entitled to an answer. This law is designed to restore basic human decency to the Peel Region job market and hold large employers accountable for the "phantom" hiring practices that have plagued job seekers for years.

Fast Answers for Interviewed Candidates:

• The 45-Day Deadline: Employers with 25+ staff must notify you of their hiring decision within 45 days of your last interview.
• Mandatory Disclosure: Job postings must now state if there is an actual vacancy and if AI is being used to screen you.
• Record Keeping: Employers are required to keep records of your interview and their decision for three years.
• Hefty Penalties: Companies found violating these ESA rights can face fines of up to $100,000.
• Peel Region Context: Whether you interviewed at a warehouse in Caledon or a law firm near the Brampton Court House, these rules apply.

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The Breakdown: What is the "Duty to Inform"?

In plain English, the anti-ghosting rule (officially part of the Employment Standards Act) means that once an employer takes up your time with an interview, they owe you a response. An "interview" is defined as any meeting—in person or via technology like Zoom—where questions are asked and answered.

This isn't just about a "yes" or "no." The law requires the employer to tell you whether a hiring decision has been made. This puts an end to the era where Brampton job seekers were left in "recruitment limbo" for months.

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The "Legal Test": Do You Have a Claim?

To see if an employer has breached Peel Region labor law, we look at three specific criteria:

1. The Interview Trigger: Did you have at least one formal interview (phone, video, or in-person)?
2. The Timeline: Has it been more than 45 days since your final interview without any status update?
3. The Employer Size: Does the company employ 25 or more people in Ontario?
   If you answer "Yes" to all three, the employer is likely in violation of the Working for Workers Act.

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The Action Plan: Step-by-Step Instructions

If you’ve been ghosted by a Mississauga or Brampton employer, don't just walk away. Follow this plan:

• Log Your Last Contact: Save the date and time of your final interview and the names of everyone you spoke to.
• Send a "Compliance Follow-Up": At day 35, send a polite email mentioning your awareness of the 45-day duty to inform under the ESA.
• Gather the Posting: Save a copy of the original job ad. If it lacked an AI disclosure or a salary range, those are additional violations.
• Do Not Sign Releases: If the company reaches out late with a "hush" payment or an offer to keep you in a "talent pool" in exchange for not reporting them, consult a Brampton employment lawyer first.

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The Financials: Can You Actually "Sue"?

While the Ministry of Labour handles fines, a wrongful dismissal Brampton expert like Randy Ai looks at the bigger picture.

• ESA Fines: Individual employers can be fined up to $100,000 for systemic ghosting.
• Human Rights Damages: If you were ghosted because of a protected ground (age, race, or disability) that came up during the interview, you could seek damages for "injury to dignity" at the Human Rights Tribunal.
• Misrepresentation: If an employer posted a "ghost job" (no actual vacancy) just to harvest data, you might be able to claim damages for your lost time and travel expenses.

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‍Local/Tribunal Context: Where Does This Go?

Most anti-ghosting complaints start with a claim through the Ministry of Labour. However, if the ghosting is part of a larger pattern of workplace harassment or discrimination, the case moves to the Human Rights Tribunal of Ontario. High-value claims for fraudulent recruitment are heard at the Ontario Superior Court of Justice right here in Brampton.

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FAQs: People Also Ask

1. Does the 45-day rule apply if I only sent a resume?

No. The anti-ghosting rule only kicks in once you have had an interview. If they ghost your initial application, it’s rude, but not currently illegal.

2. What if the company says they "haven't decided yet"?

By day 45, they must tell you if a decision has been made. If they are still deciding, they must explicitly tell you that. Silence is what is prohibited.

3. Can a small business in Caledon ghost me?

If they have fewer than 25 employees, they are currently exempt from the mandatory 45-day response rule, though it is still considered a poor business practice.

4. What information must the employer provide?

They are only required to tell you "whether a hiring decision has been made." They are not legally required to give you detailed feedback on why you weren't picked.

5. How do I report a "Ghost Job"?

If you suspect a posting is for a "phantom" role (no real vacancy), you can report it to the Ministry. Under the 2026 rules, postings must disclose if a vacancy currently exists.

6. Is ghosting considered "Workplace Harassment"?

In the hiring phase, no. However, if you are an internal candidate being ghosted for a promotion, a constructive dismissal Peel expert might argue it contributes to a toxic environment.

7. Should I hire a lawyer just for being ghosted?

Usually, a Ministry complaint is enough. However, if you left a job for this "new" role and they ghosted you after the offer stage, you need a professional severance review immediately.

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Don't Let Your Career Be Haunted

Brampton's job market is competitive, and your time is valuable. The 2026 anti-ghosting laws are here to ensure that "we'll be in touch" actually means something. If a major Peel Region employer has gone silent on you, it’s time to speak up.

Contact Brampton Employment Lawyers today for a free consultation or to report a hiring violation.

Next Step: Would you like me to draft a formal "Notice of Non-Compliance" letter you can send to an employer who has exceeded the 45-day limit?

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