Canada Took the First Step on Ghost Jobs. The U.S. Must Go Further.
In recent years, job seekers have increasingly found themselves applying to listings that never seem to close—or worse, never existed in the first place. Known as "ghost jobs," these misleading or fraudulent postings waste applicants’ time, erode trust in employers, distort labor market data, and expose job seekers to data misuse. While Ontario, Canada, has taken legislative steps to curb these practices, the United States has yet to adopt a comprehensive national solution. That’s where the Truth in Job Advertising and Accountability Act (TJAAA) comes in.
Ontario’s Modest First Strike
In 2025, Ontario amended its Employment Standards Act, 2000, making it illegal for employers to advertise a job that does not exist. The amendment is concise: employers cannot list job postings unless they are “actively recruiting” to fill the role. If an employer fails to follow this rule, job seekers can file a complaint, and the Ministry of Labour may investigate.
This is a critical first move. It acknowledges that ghost jobs are harmful and worthy of government oversight. But while well-intentioned, Ontario’s approach is narrow in scope and limited in enforcement. There are no clear penalties, no applicant notification rights, no audit trail for postings, and no transparency requirements on data use or AI screening. Simply put, Ontario outlawed ghost jobs—but offered few tools to prove or prevent them.
The TJAAA: A Full-Scale Solution for the U.S.
By contrast, the Truth in Job Advertising and Accountability Act (TJAAA) is an ambitious, comprehensive legislative proposal designed to end ghost jobs, protect applicants’ privacy, and restore integrity to the hiring ecosystem. Unlike Ontario’s minimalist language, the TJAAA creates a robust framework to address both the intent and the impact of misleading postings.
Key provisions include:
Legally binding definitions of ghost jobs, including recycled postings, AI-data traps, and fictitious openings.
Strict disclosure rules, requiring employers to state salary ranges, funding status, reposting history, intended start dates, and more.
Time limits: Postings can’t stay open longer than 90 days, and must remain live at least 4 days to prevent bait-and-switch openings.
Audit trails and reference codes to track the origin and life cycle of every posting—critical for compliance and investigation.
Privacy protections, banning the use of passive behavioral tracking or AI profiling without full disclosure and consent.
Enforcement teeth, with fines up to $200,000 per violation and statutory damages for affected applicants.
Transparency tools, including monthly public reports and a federal job posting database.
Where Ontario says "don’t post fake jobs," the TJAAA says "prove your postings are real—and treat job seekers like human beings, not data sources."
Why the U.S. Needs the TJAAA Now
Ghost jobs are not just annoying. They’re corrosive.
They damage job seekers' mental health, steal time from the unemployed, and exploit personal data under false pretenses. For marginalized applicants—those without professional networks, or without the privilege of waiting out endless application cycles—ghost jobs aren’t just a nuisance; they’re a barrier to survival.
Ontario showed it's possible to legislate the issue. The TJAAA shows how to do it right. It creates accountability across the entire hiring chain: employers, recruiters, job boards, and AI systems alike. It’s not about punishing honest employers—it’s about ending the impunity of dishonest ones.
Call for Voices: Share Your Story
Legislators need more than policy language—they need to hear how ghost jobs have impacted real people. If you've applied to a job that went nowhere, waited weeks for a response that never came, or had your resume vanish into a black hole, we want to hear from you.
Submit your story at www.truthinjobads.org or tag us on social media (@TJAAAWorkingGroup). Your experience can help shape a better job market for everyone.
The TJAAA is more than a bill. It’s a promise that the hiring process can—and must—be worthy of the people who trust it.
