Changes to LMIA – Low Wage Positions
CHANGES TO LMIA
Starting April 1, 2026, employers applying for Labour Market Impact Assessment (LMIA) for low-wage positions under the Temporary Foreign Worker Program must follow these new requirements:
- Advertise the job for at least eight consecutive weeks, instead of the previous four weeks, within the three months before submitting an LMIA application. Make sure the full advertising period is finished before submission.
- Show targeted recruitment efforts for youth ages 15 to 30. Employers need to make reasonable efforts to encourage young people to apply. This can include posting jobs on the youth section of Job Bank, youth job boards, working with schools or colleges, joining youth employment programs, or using other platforms popular with youth. These youth-focused steps are extra and do not replace the existing recruitment requirements.
Extension of the Advertisement Period
One of the most significant changes is the extension of the minimum advertising period. Employers must now advertise for at least eight consecutive weeks. This is a double increase on the advertisement period.
These advertisements must be completed within three months before the LMIA application. At least one recruitment activity must stay active until a final decision is made.
This extended timeline means employers must plan their hiring processes further in advance. This is especially true in industries that rely on foreign workers to address labour shortages
Mandatory Efforts to Target Youths
In addition, employers are now also required to provide evidence that they made meaningful efforts to recruit youth in Canada before seeking to hire foreign nationals.
This new requirement seeks to ensure that young Canadians are provided greater access to job opportunities.
To meet this new requirement, it is recommended:
- Advertise on youth-focused job sites and platforms.
- Participate in youth employment job fairs.
- Utilize digital and social platforms that are popular among younger job seekers.
- Partner with schools, colleges, and universities.
Strict Documentation and Compliance
Under the new rules, employers must keep detailed copies of advertisements, payments, and evidence of all recruitment activities for at least six years. They must also provide evidence of their hiring efforts and outcomes when submitting an LMIA application. Failing to meet these requirements could cause application delays or refusals.
What These Changes Mean for Businesses
The latest changes show Canada’s ongoing effort to prioritize hiring Canadian citizens and permanent residents, especially youths, while tightening access to the TFWP.
For businesses relying on foreign workers, this means:
- Considerably longer hiring processes.
- More methodical, planned, and organized recruitment strategies.
- Greater focus on compliance and documentation.
Businesses relying on foreign labor must adapt quickly to stay compliant and competitive. They should plan recruitment strategies well in advance to target the right audiences effectively.
The LMIA process is no longer merely a formality; businesses are now required to demonstrate that they have made substantial efforts to hire a local employee before considering the employment of a foreign national.
How Can We Assist at Kahane Law Office?
As regulations evolve and scrutiny intensifies, navigating the LMIA process has become increasingly intricate. Expert guidance can be instrumental in achieving favorable outcomes.
At Kahane Law Office, we have the experience necessary to help you adapt to these changes and improve the likelihood of LMIA application approval.
The information contained in this article is provided solely for general informational purposes and does not constitute specific legal or professional advice.