Future of Work Insights

Beginning January 1, 2026, Ontario employers will have a new legal obligation to notify candidates about the outcome of their job applications. Employers are required to inform candidates within 45 days of a formal interview regarding the status of their application. This “duty to inform” is designed to improve communication between employers and candidates, fostering a more transparent and professional recruitment experience. Non-compliance could result in complaints to the Ministry of Labour and potential enforcement action.

It is important to note that this obligation applies only to formal interviews and does not extend to preliminary screenings, resume reviews, or applicants who were not interviewed. Employers are therefore not required to provide updates to every individual who submits a resume.

For organizations, this new requirement will likely necessitate greater operational oversight of recruitment processes. Most standard Applicant Tracking Systems (ATS) can automate notifications to help ensure compliance, and for those organizations without an ATS, setting a calendar reminder every 30 to 45-days to update all candidates should suffice. 

As the rollout approaches, recruiters and hiring managers should review their systems and processes to confirm they can meet this new requirement.

November 11, 2025

As Canada's healthcare system continues to face capacity and administrative pressures, many provinces are moving to restrict or prohibit the practice of requesting sick notes from employees for short-term or incidental absences. Policymakers have recognized that requiring medical notes for minor illnesses places unncessary strain on healthcare providers and can discourage employees from staying home when unwell, ultimately increasing the risk of illness spreading in the workplace. These changes reflect a braoder shift towards trust-based attendance management, reduced administrative burden, and a stronger focus on employee wellbeing. 

A common concern for employers is the perception that these changes require them to simply absorb increased absenteeism. In practice, employers retain meaningful tools to manage attendance effectively. This includes monitoring attendance patterns over time, holding appropriate perofmrnace and attendance discussions, reinforcing clear call-in and reporting expectations, and training managers to have consistent, supportive conversations. When applied thoughtfully, these approaches allow employers to balance operational needs while supporting employee health and wellbeing.