Employers hiring foreign workers through Canada’s Temporary Foreign Worker Program should be aware of new recruitment requirements for low-wage Labour Market Impact Assessment applications.
Effective April 1, 2026, Employment and Social Development Canada requires employers to complete additional recruitment activities before submitting a low-wage LMIA application. The changes affect preparation timelines, documentation, and compliance.
1. Job advertising must run for eight weeks
The minimum advertising period for low-wage LMIA applications has increased from four weeks to eight consecutive weeks.
The advertising must still take place within the three months before the LMIA application is submitted. The position must remain actively advertised for the entire eight-week period.
At least one recruitment activity must also remain active until ESDC makes a final decision on the LMIA application.
What this means for employers
Employers need to begin recruitment well before they plan to submit an application. Under the low-wage stream, there is less room to prepare an LMIA at short notice.
Employers should keep clear records of each advertisement and recruitment activity, including dates, platforms, applications received, and follow-up steps.
2. Youth recruitment efforts are required
Employers must also show that they made active efforts to recruit Canadian youth before seeking to hire a foreign worker.
These efforts may include:
- Posting on youth-focused job platforms or relevant Job Bank sections.
- Working with schools, colleges, or universities.
- Taking part in youth employment programs, such as Canada Summer Jobs.
- Contacting community and youth organizations.
- Using social media platforms commonly used by younger job seekers.
Why these changes matter
The updated requirements place more emphasis on documented recruitment before an employer applies for an LMIA. Employers should expect to provide evidence of:
- An eight-week advertising period.
- Active recruitment efforts aimed at Canadian youth.
- The steps taken in response to applications from Canadian workers.
- Recruitment activity that continued while the application was being processed.
Low-wage LMIA applications now require more preparation and supporting records than before.
A legal perspective
LMIA refusals can result from recruitment problems even when the employer otherwise meets the program requirements. Incomplete records or recruitment efforts that are not properly documented can create additional risk under the new rules.
Employers should plan and document their recruitment strategy before starting the LMIA process. Anyone planning to hire through the Temporary Foreign Worker Program should consider getting legal advice early to reduce the risk of delays or refusal.