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Published on: December 14, 2025
Last reviewed: August 2026
Canadian employers applying for a Labour Market Impact Assessment (LMIA) generally need to demonstrate that they made genuine efforts to recruit qualified Canadian citizens and permanent residents before seeking to hire a temporary foreign worker. In 2026, the minimum advertising period differs significantly between high-wage and low-wage positions, and employers must carefully follow the recruitment rules that apply to their specific LMIA stream.
This guide explains the key LMIA job advertising requirements, recruitment periods, advertising methods, information that should appear in a job advertisement, and records employers should retain.
Quick Answer: For most high-wage LMIA applications, employers must advertise for at least 4 consecutive weeks within the three months before applying. For low-wage LMIA applications, the minimum advertising period is generally 8 consecutive weeks within the three months before applying. At least one required recruitment activity must normally continue until a positive or negative LMIA decision is issued.
A Labour Market Impact Assessment is used by Employment and Social Development Canada (ESDC)/Service Canada to assess the impact that hiring a temporary foreign worker may have on Canada's labour market.
Before applying for an LMIA, employers are generally expected to make reasonable efforts to recruit or train Canadians and permanent residents for the available position.
Job advertising therefore serves an important purpose: it provides qualified workers already available in the Canadian labour market with a genuine opportunity to learn about and apply for the position.
Employers should not treat LMIA advertising as simply a procedural step. Recruitment should be genuine, appropriately targeted and consistent with the occupation being advertised.
One of the most important things employers should understand is that high-wage and low-wage positions do not have identical advertising requirements.
The stream is determined by comparing the wage offered for the position with the applicable provincial or territorial hourly wage threshold established under the Temporary Foreign Worker Program.
For a high-wage LMIA application, employers generally must:
advertise on the Government of Canada's Job Bank, unless an acceptable alternative is used and properly explained;
conduct at least two additional recruitment activities appropriate for the occupation;
ensure that at least one additional recruitment method is national in scope;
advertise for at least 4 consecutive weeks within the three months before submitting the LMIA application; and
keep at least one required recruitment activity ongoing until a positive or negative LMIA decision is issued.
A national recruitment method should allow Canadians and permanent residents in different provinces and territories to search for the position through a single accessible platform.
Low-wage LMIA recruitment requirements became more extensive in 2026.
Employers generally must:
advertise the position on the Government of Canada's Job Bank, unless an acceptable alternative is properly justified;
demonstrate recruitment efforts aimed at youth aged 15 to 30;
use additional recruitment methods appropriate to the occupation;
target different underrepresented groups through the required additional recruitment activities;
advertise for at least 8 consecutive weeks within the three months before submitting the LMIA application; and
keep at least one required recruitment activity ongoing until an LMIA decision is issued.
Underrepresented groups identified by the Temporary Foreign Worker Program can include:
Indigenous peoples;
vulnerable youth;
newcomers to Canada;
persons with disabilities; and
asylum claimants who hold valid work permits.
Employers should confirm the current requirements that apply to their particular occupation, location and LMIA stream before beginning recruitment.
RequirementHigh-Wage LMIALow-Wage LMIAJob Bank advertisingGenerally requiredGenerally requiredMinimum advertising period4 consecutive weeks8 consecutive weeksAdvertising period must fall within3 months before LMIA application3 months before LMIA applicationAdditional recruitment methodsAt least 2Additional targeted methods requiredNational-scope recruitmentAt least one additional method must generally be nationalFocus includes targeted recruitment of underrepresented groupsYouth recruitmentNot a separate standard requirement in the same waySpecific youth recruitment efforts requiredOngoing recruitmentAt least one activity until LMIA decisionAt least one activity until LMIA decisionRecruitment recordsRetain for at least 6 yearsRetain for at least 6 years
Important: Certain occupations, industries, provinces, territories or LMIA categories may have different or additional requirements. Employers should always verify the current Government of Canada requirements before relying on a recruitment plan.
Consistency between the job advertisement and the LMIA application is extremely important.
According to current Temporary Foreign Worker Program requirements, an LMIA job advertisement should generally contain information such as:
the employer's operating name;
business address;
job title;
job duties;
terms of employment;
language of work;
wage or wage range;
applicable benefits;
work location;
employer contact information; and
required skills, education and work experience.
If a wage range is advertised, the minimum wage in that range must meet the applicable prevailing-wage requirement.
Employers should ensure that the job title, duties, wage, working location, education, experience and other employment conditions advertised are consistent with the position described in the LMIA application.
Depending on the LMIA stream and occupation, employers may use different recruitment methods in addition to Job Bank.
Examples can include:
general employment websites;
specialized occupational job boards;
national employment websites;
community-focused job boards;
Indigenous-focused employment platforms;
youth-focused employment websites;
local, regional or national newspapers;
professional associations;
industry publications;
employment centres;
schools, colleges and training institutions;
job fairs;
community organizations;
professional recruitment agencies; and
other recruitment activities appropriate for the occupation.
The recruitment method should make sense for the type of worker the employer is seeking.
For example, advertising an accounting position on a specialized accounting employment platform may be more appropriate than advertising it on a website whose audience has little connection with the occupation.
Yes. Indigenous peoples are specifically identified by the Temporary Foreign Worker Program as one of the underrepresented groups in the Canadian labour market.
An employer may therefore include appropriately targeted outreach to First Nations, Métis and Inuit job seekers as part of a broader recruitment strategy where it meets the applicable program requirements.
AllFirstNationsJobs.ca provides Canadian employers with a platform to advertise employment opportunities and increase their visibility among First Nations, Métis, Inuit and other qualified job seekers across Canada.
For low-wage recruitment, however, employers should remember that current requirements call for additional recruitment methods targeting different underrepresented groups. Advertising to Indigenous job seekers should therefore not automatically be assumed to satisfy every required recruitment activity.
AllFirstNationsJobs.ca is a Canada-wide job advertising platform designed to provide employment visibility to First Nations, Métis, Inuit and other qualified job seekers.
Depending on the position, LMIA stream and employer's overall recruitment strategy, advertising through an Indigenous-focused employment platform may support an employer's efforts to reach an underrepresented group.
However, the employer remains responsible for ensuring that:
every required recruitment method meets current ESDC requirements;
the advertising reaches the appropriate audience;
the advertisement remains active for the required period;
all required information is included;
applications from Canadians and permanent residents are genuinely considered; and
sufficient proof of recruitment is retained.
Use of any individual job board does not guarantee that an LMIA recruitment requirement has been satisfied or that an LMIA application will be approved.
For high-wage LMIA recruitment, at least one of the additional recruitment methods must generally be national in scope.
A national platform should allow Canadians and permanent residents to search advertisements for employment locations across Canada through a single website rather than requiring them to visit separate regional websites.
Employers should also ensure that the recruitment source is appropriate for the education, professional experience and skill level required for the occupation.
The employer is ultimately responsible for establishing that the selected recruitment method meets ESDC requirements.
Low-wage employers must demonstrate efforts to reach and encourage young Canadians and permanent residents aged 15 to 30 to apply.
Examples of youth-focused recruitment may include:
Job Bank's youth section;
youth-focused job boards;
high schools, colleges and universities;
post-secondary career centres;
youth employment programs;
community organizations serving young job seekers;
career fairs;
internships or employment initiatives; and
digital platforms commonly used to reach youth.
The objective is to demonstrate that young workers had a meaningful opportunity to learn about and apply for the position.
Canada's Temporary Foreign Worker Program is designed so that Canadians and permanent residents have first access to available employment opportunities.
Targeted recruitment can help employers reach qualified workers who may not be reached through general advertising alone.
Depending on the LMIA stream, these groups can include Indigenous peoples, newcomers, vulnerable youth, persons with disabilities and other workers who may face barriers in the labour market.
Employers should make sure their recruitment efforts are genuine and that qualified applicants are fairly considered.
Posting an advertisement on Job Bank involves more than simply keeping the advertisement active.
Employers using Job Bank for LMIA recruitment should pay close attention to the current Job Match and Direct Apply requirements.
For example, Job Bank uses its Job Match service to identify potential candidates whose profiles correspond with the advertised position.
Different invitation requirements can apply to high-wage and low-wage positions.
Employers should therefore monitor their Job Bank account throughout the recruitment period and properly review applications and potential matches rather than creating a posting and leaving it unattended.
Employers should maintain complete recruitment and advertising records for at least six years.
Useful evidence can include:
copies or screenshots of advertisements;
posting confirmation documents;
publication dates;
start and end dates;
invoices and payment receipts;
website information;
evidence showing the audience targeted by the recruitment source;
applications and resumes received;
interview records;
recruitment results;
explanations for why applicants were not hired; and
proof of other recruitment activities.
The employer may be required to provide information showing where the position was advertised, when it was advertised and how long the advertisement remained active.
Good record keeping can be just as important as placing the advertisement itself.
The minimum advertising period is not the same for every stream.
In 2026, low-wage LMIA recruitment generally requires 8 consecutive weeks, compared with 4 consecutive weeks for high-wage positions.
Simply advertising on three websites does not necessarily demonstrate compliance.
The type of recruitment method, target audience, geographic reach and LMIA stream all matter.
When multiple online websites are essentially the same type and reach the same audience, ESDC may not necessarily consider each one to provide unique recruitment value.
Employers should use recruitment sources that genuinely broaden their reach.
At least one required recruitment activity must generally remain active until Service Canada issues a positive or negative LMIA decision.
Material differences in wages, duties, locations, qualifications or other conditions can create problems.
Job advertisements should remain consistent with the LMIA application.
Advertising is intended to represent genuine recruitment.
Employers should appropriately assess Canadians and permanent residents who apply and maintain reasonable records of recruitment results.
Employers should not rely solely on the job board to preserve historical evidence.
Keep copies of advertisements and recruitment records for the required retention period.
For most high-wage LMIA applications, the required advertisements must run for at least 4 consecutive weeks within the three months before the LMIA application is submitted. At least one required recruitment activity must generally remain ongoing until an LMIA decision is issued.
For most low-wage LMIA applications, minimum required advertising must be completed for at least 8 consecutive weeks within the three months before applying. Employers must also comply with the applicable targeted recruitment requirements.
Job Bank is generally a required recruitment method for high-wage and low-wage LMIA applications. If an employer uses an alternative method instead, ESDC requires a written rationale and explanation, subject to the applicable program rules.
The requirement should not simply be understood as a specific number of websites.
Employers need to meet the recruitment requirements applicable to the particular LMIA stream. These requirements can include Job Bank, additional recruitment activities, national-scope advertising, youth outreach or targeted recruitment of underrepresented groups.
An Indigenous-focused employment platform may form part of an employer's recruitment strategy and may help the employer reach Indigenous peoples, who are identified as an underrepresented group under the Temporary Foreign Worker Program.
Whether a particular advertising method satisfies an LMIA requirement depends on the applicable stream, occupation, audience, duration and overall recruitment campaign.
No. AllFirstNationsJobs.ca provides job advertising services. ESDC/Service Canada determines whether an employer's overall recruitment efforts satisfy the Temporary Foreign Worker Program requirements.
Yes. At least one of the required recruitment activities must generally remain ongoing until a positive or negative LMIA decision is issued.
Employers are required to keep recruitment and advertising records for a minimum of six years.
Yes. Temporary Foreign Worker Program requirements can change, and variations may apply to particular occupations, industries, provinces, territories or LMIA streams.
Employers should verify current Government of Canada requirements before starting a recruitment campaign or submitting an LMIA application.
Canadian employers looking to broaden their recruitment efforts can advertise opportunities on AllFirstNationsJobs.ca and increase job visibility among First Nations, Métis, Inuit and other qualified job seekers across Canada.
Our platform provides job advertising services for Canadian employers while giving job seekers access to employment opportunities across industries and regions.
Ready to advertise your position?
Employers can also review available advertising options before choosing the posting period and package that meets their recruitment needs.
Important Employer Notice
AllFirstNationsJobs.ca is an independent job advertising platform. We do not issue LMIAs, make LMIA decisions, guarantee that an advertising method will satisfy government requirements, or guarantee approval of an LMIA or work permit application.
Temporary Foreign Worker Program requirements are established and administered by the Government of Canada and may change. Employers should review the current requirements published by Employment and Social Development Canada/Service Canada before submitting an LMIA application.