Tom Sorensen | NPAworldwide

Ghosting candidates will soon be illegal. 

New law in 2026 forces companies to give every candidate a final answer.

There is also a cultural shift. Many HR and recruitment teams have treated silence as neutral. 

This new law states that silence is misconduct.

HR teams must inform candidates if they are hired, rejected, or still under consideration.

They must also disclose salary ranges and any use of artificial intelligence in the hiring process.

Ghosting damages your credibility, no matter where you operate.

The expectation for transparent communication is already global. 

Candidates talk. Markets are small. Reputations move fast.

For companies that already communicate well, this law will not change much. For those who ghost candidates, the days of silence are over.

This is the world's first fully enacted anti-ghosting law. But where do you ask!

You can jump straight to the full blog - click here.

There is much more to read under the headlines below. Perhaps most importantly, you need to find out where in the world this new anti-ghosting law becomes effective 1^st January 2026.

There are much more cool stuff under the headers below. Click here to continue reading. 

• Where in the world is this new law?
• Ghosting will become a global compliance issue for HR
• What it means for recruitment firms and search consultants
• Why hiring companies should never ghost candidates
• Contingency recruitment agencies must stop ghosting
• Why executive search firms must hold higher standards
• The global expectation

You do not need local laws to tell you that communication matters.

Candidates judge you based on how you act.

The market rewards those who treat candidates with dignity.

Silence creates damage that follows you for years.