A single missing word in a job posting can cost your LMIA application. For HR teams navigating Canada’s Temporary Foreign Worker Program (TFWP), getting recruitment ads right is one of the most common, and expensive, stumbling blocks.
In this article, we break down Service Canada’s strict advertising rules for LMIAs in 2025, the top mistakes that get applications refused, and how to build bulletproof recruitment records.
Recent national audits have shown that compliance violations are rising sharply. In 2025, penalties for non-compliant employers have doubled compared to the previous year. For example, an employer in the janitorial maintenance sector was fined $124,000 and banned from the Temporary Foreign Worker Program for five years due to improper wage and working conditions. This illustrates the financial and reputational risks companies face when job ad compliance is not taken seriously.
The purpose of recruitment requirements is simple: prove that no Canadian or permanent resident is available for the role. Every LMIA application is built on the employer’s effort to first hire domestically before requesting authorization to hire a foreign worker.
Service Canada audits:
Failure in any of these areas can trigger outright refusal or future employer compliance penalties. For example, posting the job for only 2 weeks instead of 4 will lead to automatic rejection. Offering a salary below the provincial median wage can also result in refusal. Later audits may penalize employers who cannot produce complete recruitment records, such as screenshots, receipts, or confirmation emails.
Employers must also stay aware of evolving national policies. As of November 8, 2024, the wage threshold for determining high-wage versus low-wage LMIA streams increased by 20%, reclassifying many positions and affecting ad content. Additionally, between September 3, 2024, and November 30, 2025, Service Canada has suspended processing some low-wage LMIA applications in economic regions such as Montréal and Laval due to high unemployment rates.
Before applying for an LMIA, employers must first demonstrate serious recruitment efforts. This means complying with specific rules that show Service Canada the job was offered fairly to Canadian workers. At minimum, for most LMIA streams, employers must:
Even small oversights in the job posting process can result in an LMIA rejection or audit. HR teams often assume that standard job ad practices are sufficient, but Service Canada requires strict evidence that the employer made every reasonable effort to recruit within Canada first.
These are the pitfalls that regularly derail applications:
These mistakes are particularly common when HR teams apply their usual recruitment workflows without fully accounting for Service Canada’s LMIA-specific compliance rules.
Under federal rules, employers must retain all LMIA recruitment and employment records for six years starting from the first day of employment. Failure to produce these records during an inspection can lead to major fines and disqualification from using the Temporary Foreign Worker Program.
Proper documentation is essential to prove that recruitment efforts were genuine and compliant. HR teams should maintain a full recruitment dossier including:
Service Canada may request these documents months after LMIA approval during random audits. Failing to produce them could trigger serious compliance investigations, fines, and even jeopardize your company’s future ability to hire foreign workers. HR teams must act now to ensure their recruitment files are fully organized and audit-ready at all times.
In some specific LMIA categories, there are exceptions to standard ad requirements. For instance, from January 12, 2022, through June 30, 2025, minimum advertising requirements are temporarily suspended for primary agriculture LMIA applications.
While most advertising rules apply to all LMIA streams, there are important variations depending on the category you're applying under. HR managers must be aware of these stream-specific nuances to avoid unnecessary delays or refusals.
| LMIA Stream | Key Differences in Advertising |
| High-Wage LMIA | Must include a transition plan for reducing reliance on foreign workers |
| Low-Wage LMIA | May be subject to regional caps; stricter wage verification |
| Global Talent Stream (GTS) | Advertising may be waived if the position is listed on the GTS Occupations List |
Even highly qualified foreign candidates can be blocked if your recruitment efforts fail compliance checks. LMIA ad rules are rigid because they form the foundation of the government’s assessment.
Don’t risk refusals over a missing sentence. Book a free consultation with our team to plan your next hire.