LMIA Job Advertising Requirements: What Employers Often Get Wrong
By LMIA Advertisements for Employers

Hiring through the Labour Market Impact Assessment (LMIA) program can be a valuable solution for Canadian employers facing talent shortages. However, one of the most common reasons LMIA applications are delayed or refused has nothing to do with the worker—it comes down to non-compliant job advertising.

Many employers underestimate how strict LMIA job advertising requirements are. What seems like a small oversight in a job post can lead to months of rework or a rejected application altogether.

This article breaks down what employers most often get wrong—and how to fix it.

Why LMIA Job Advertising Matters

The core purpose of LMIA advertising is simple:
to prove that reasonable efforts were made to hire Canadians or permanent residents first.

Employment and Social Development Canada (ESDC) closely reviews job advertisements to ensure they are:

  • Genuine
  • Transparent
  • Accessible to Canadian workers
  • Aligned with the correct National Occupational Classification (NOC)

If job ads don’t meet these expectations, the LMIA application is at risk—regardless of how urgent the hiring need is.

Common LMIA Job Advertising Mistakes Employers Make

1. Using the Wrong Job Boards

One of the most frequent errors is posting jobs on platforms that do not meet LMIA advertising criteria.

For most streams, employers must:

  • Advertise on the Government of Canada Job Bank
  • Use at least two additional recruitment methods that are appropriate for the role

Posting only on social media or private websites is often not sufficient.

2. Missing Required Job Details

Incomplete job postings are a major red flag.

LMIA-compliant job ads must clearly include:

  • Job title
  • Wage or wage range
  • Main job duties
  • Work location
  • Hours of work
  • Employment type (full-time, permanent, etc.)

Vague or minimal job descriptions can be interpreted as an attempt to tailor the role for a specific foreign worker.

3. Wage Not Matching the Median Rate

Another common issue is advertising a wage that is below the prevailing median wage for the occupation and region.

ESDC expects:

  • Wages to align with Job Bank wage data
  • Consistency between the advertised wage and the LMIA application

Even small discrepancies can trigger compliance concerns.

4. Job Duties Not Matching the NOC

Many LMIA refusals happen because the job description does not align with the selected NOC code.

Examples include:

  • Listing managerial duties under a non-managerial NOC
  • Mixing responsibilities from multiple occupations
  • Using generic job descriptions copied from templates

LMIA officers assess whether the advertised role truly matches the claimed occupation.

5. Ads Not Running for the Required Duration

LMIA job ads must typically:

  • Run for a minimum of 4 consecutive weeks
  • Be active within the 3 months before submitting the LMIA

Stopping ads early or failing to document the full advertising period can invalidate the recruitment effort.

6. Poor Documentation and Record-Keeping

Employers are required to retain:

  • Screenshots of job postings
  • Dates and platforms used
  • Proof of applications received
  • Reasons for rejecting Canadian applicants

Incomplete documentation makes it difficult to demonstrate compliance during an LMIA review or audit.

How Employers Can Get LMIA Job Advertising Right

To improve approval chances, employers should treat job advertising as a compliance process, not a checkbox.

Best practices include:

  • Writing clear, detailed, and realistic job descriptions
  • Aligning job duties strictly with the correct NOC
  • Posting on approved and relevant platforms
  • Keeping complete advertising records
  • Ensuring wages meet or exceed regional standards

Using structured job advertising platforms designed for LMIA compliance can significantly reduce errors and delays.

Final Thoughts

LMIA job advertising is one of the most scrutinized parts of the hiring process—and also one of the most misunderstood.

Employers who take the time to advertise correctly:

  • Reduce the risk of refusals
  • Shorten processing timelines
  • Demonstrate genuine compliance with Canadian hiring rules

In 2026 and beyond, with increased scrutiny on foreign worker programs, getting job advertising right from the start is no longer optional.

Looking for a compliant way to advertise LMIA jobs in Canada?
Visit https://www.hayar.ca to explore job posting options designed to support LMIA and Canadian hiring requirements.

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