📰 Ontario Cracks Down on ‘Ghosting’ Job Seekers: What Bill 30 Means for Employers and You

Mati Lio
Aug 4
3 min read

Ontario has introduced Bill 30, the Working for Workers Seven Act, 2025, a major legislative update aiming to improve fairness in hiring and protect job seekers from being ignored after job interviews. Here’s what you need to know—and why it matters.

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🔍 What Is Bill 30 and Why It’s Important

On May 28, 2025, Ontario tabled Bill 30, building on previous “Working for Workers” legislation. It proposes amendments to key employment laws including:

The **Employment Standards Act (ESA)**

The **Occupational Health and Safety Act (OHSA)**

The **Workplace Safety and Insurance Act (WSIA)**

📢 New Rule: No More Ghosting After Interviews

Starting January 1, 2026, employers with 25 or more employees who publicly advertise job postings must notify all candidates they have formally interviewed of the hiring outcome—within 45 days. This applies even if the position remains unfilled.

Failure to comply may lead to official complaints filed with the Ministry of Labour and potential enforcement actions.

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💬 Other Important Proposed Changes

⚠️ Job-Seeking Leave After Mass Termination

If an employer terminates 50 or more employees within four weeks, affected workers are entitled to up to three unpaid days off, to look for jobs, attend interviews, or pursue training—unless the employer paid termination pay in lieu of working notice.

🚨 Anti-Fraud Measures for Job Platforms

Job board operators must establish visible procedures for reporting fraudulent or misleading job postings. These policies must be publicly available and retained for at least three years.

🛡️ Stronger Penalties & New Compliance Powers

Unpaid leave protections, administrative penalties under OHSA, extended layoffs, and broader WSIB compliance regulations are part of the proposed changes. Penalties—including fines—can escalate based on repeat violations.

🧠 Expert Opinions: Will It Really Help?

Supporters believe these changes will restore basic decency and structure to job-seeking experiences, reducing frustration and miscommunication.

Critics, however, warn that without clear enforcement mechanisms or meaningful penalties, employers may still avoid compliance—and job seekers could remain in the dark.

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🌍 What This Means for You (Especially Newcomers & Job Seekers)

Employers must respond within 45 days to interviewed applicants, or face potential complaints.

If your employer conducts mass terminations, you may be eligible for job-seeking leave to help transition.

As a job seeker, you’ll benefit from clearer job postings, including salary ranges and legitimate job status — fewer “ghost jobs.”

Ontario is aiming to lead Canada in employment fairness—but change depends on how well these laws are implemented and enforced.

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💬 Final Thoughts from News and Updates With Mati Lio

Ontario’s Bill 30 introduces long-overdue transparency in hiring—but its success will depend on enforcement and employer compliance. It’s a step toward respect and accountability in a world too often automated and silent.

Because every shade of life matters.

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⚠️ Disclaimer

This article is independently authored by News and Updates With Mati Lio using information from publicly available, credible news and legal sources. I strive to inform readers fairly and accurately, in line with journalistic and fair dealing standards.

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