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Variation of Minimum Advertising Advertising LMIA

Employers who wish to hire foreign workers in the following categories are subject to a variation in the advertising requirements.

Category: Academics

(University Professors)

Description: The position is for an academic and is not covered by any other applicable Labour Market Impact Assessment exemption (e.g., Canada Research Chair Positions, Visiting Professors, Post-Doctoral Fellows, etc.)

Variation: The employer must conduct recruitment efforts as per the policy described in Hiring Foreign Academics in Canada

Applicability: All Provinces

Category:Camp Counsellors

Description: The position is for a camp counsellor who will be working in Ontario.

Variation: The employer must provide documentation (e.g., letters of offer) showing efforts to hire Canadian campers from the previous year and a commitment in writing. In addition, the employer should commit to pursue spring recruitment campaigns in high schools and post-secondary institutions.

Applicability: Ontario only

Certificate of Selection from Quebec

Description: Employers who intend to hire a foreign national who has been selected by Quebec as a first step to get permanent residency and who has received a Certificate of Selection in Quebec (CSQ).

Variation: Employers can be exempted from the recruitment and advertising requirement only if Service Canada determines, during the assessment of the labour market impact assessment (LMIA) application, that the National Occupational Classification (NOC) code used for the job offer and the description of the position is the same as the NOC code found on the CSQ.

Employers will be required to conduct all recruitment efforts, as per the minimum advertising requirements, if Service Canada determines that the NOC code listed on the CSQ is not the same as the one mentioned on the LMIA application.


As of June 1, 2012, employers hiring a temporary foreign worker, who has a CSQ and who resides in the province of Quebec, may not require an LMIA. For more information on LMIA exemptions in Quebec.

Applicability: Quebec only

Collective Bargaining Agreement that Stipulates Internal Recruitment

Description: The position is part of a collective bargaining agreement that contains provisions for hiring/promoting through internal staffing processes. This pertains to cases where a TFW started employment, as per the original approved LMIA and WP, however, through an internal hiring process – stipulated for a collective bargaining unit through a CBA – was promoted to a different occupation. In this case a new LMIA and WP would be required since the TFW was hired in a different occupation.

Variation: In this case, internal posting for the position, as per the CBA, will suffice to satisfy minimum advertising requirements. Specifically, the employer must provide the internal posting of the opportunity for promotion. All members of the Collective Bargaining Unit must have had an opportunity to apply for the position.

It is important to note that an internal posting for a position can only be accepted as minimum advertising requirements for workplaces/positions that are covered by a CBA, which stipulates internal recruitment. This does not extend to promotions granted in other scenarios.

Applicability: All Provinces

Digital Media Occupations

Description: The position is for one of the following occupations:

  • Software Engineers and Designers (NOC 2173)
  • Graphic Designers and Illustrators (NOC 5241)

The advertising variation is limited to Digital Entertainment Software Engineer (NOC 2173) and Digital Artist (NOC 5241) positions within the video gaming and digital animation/visual effects industries. These positions require highly-specialized skills and/or unique artistic talents in order to successfully complete projects.

Variation: No advertising or recruitment is required.

Applicability: British Columbia and Ontario

Category: Employer Associations

Description: An employer association can be authorized to advertise on behalf of one or more of its members.

Variation: An employer association advertising for positions on behalf of an employer, or a number of employers, must advertise according to the general advertising requirements for NOC 0, A, B, C and D.

In addition, the following documents must be submitted with the employer’s LMIA application:

  • a signed Appointment of Representative form, specifically authorizing the third-party representative to act on their behalf. Service Canada officers may, at their discretion, contact employers directly to confirm the authorization;
  • a report on recruitment efforts, to demonstrate that the position was advertised, and include copies of the advertisements, the number of Canadian or permanent resident applicants, and why the applicants were not hired.

Employer associations, who are conducting advertising for more than one job for the same employer, or are advertising for multiple employers, must ensure that the advertisement includes the wage range for each job and location. The wage range must always include the prevailing wage for the position.

Applicability: All Provinces

Category: Entertainment Sector

Description: The position is for a specific occupation in the entertainment sector where a worker is often hired for a very limited number of days, in a specific location, and on very short notice (e.g., boxers, bar bands, DJ’s, musicians, singers, film directors and first assistant directors for feature films and commercials, key actors, artists, film or television crew for short productions and commercials, etc.).

Variation: No advertising or recruitment is required.

Applicability: All Provinces

For further information on the entertainment sector…

Category: Hiring by a Foreign Government

Description: The position is with an international organization or the mission of a foreign government, but is not exempt under Section 186  (work permit not required) or Section 204 (business visitor under GATS or NAFTA) of the Immigration and Refugee Protection Regulations.

Variation: In such cases, the international organization or foreign government will have selected the foreign national according to its own process and in light of its own requirements. No advertising or recruitment is required.

Applicability: All Provinces

On-farm Primary Agriculture (Higher-skilled and Lower-skilled Occupations)

Description: Employers hiring TFWs to work in on-farm primary agriculture have specific advertising criteria that must be met for:

  • higher-skilled positions such as farm managers/supervisors and specialized livestock workers (specifically National Occupational Classification (NOC) codes 8251, 8252, 8253, 8254 and 8256); and
  • lower-skilled positions such as general farm workers, nursery and greenhouse workers and harvesting labourers (specificallyNOC codes 8431, 8432 and 8611).

Variation:To meet the minimum advertising requirements, employers must advertise on the national Job Bank or its provincial/territorial counterpart in British ColumbiaNewfoundland and Labrador, the Northwest TerritoriesQuebec orSaskatchewan. The advertisement must be posted:

  • for a minimum of 14 calendar days starting from the first day the ad appears and is accessible to the general public;
  • during the 3 month period prior to the employer applying for a labour market impact assessment (LMIA).

Employers must also conduct recruitment activities consistent with the normal practice for the occupation for a minimum of 14 calendar days. To meet this requirement, employers must choose one or more of the following methods to advertise:

  • on recognized Internet employment sites such as Monster, Workopolis;
  • in local and regional newspapers, newsletters;
  • in ethnic newspapers and Internet sites;
  • in local stores, places of worship, community resource centres; or
  • in local and regional employment centres.

The advertisement must include the:

  • Company operating name;
  • Business address;
  • Title of position;
  • Job duties (for each position, if advertising more than one vacancy);
  • Terms of employment;
  • Wage;
  • Benefits package being offered (if applicable);
  • Location of work (local area, city or town);
  • Contact information: telephone number, cell phone number, email address, fax number, or mailing address; and
  • Skills requirements:
    • Education
    • Work experience


Third-party representatives or recruiters can be the main contact for any job advertisements posted on behalf of the employer. However, the ad must be listed under the employer’s Canada Revenue Agency business number.

Category: Owners/Operators

Description: The owner/operator must demonstrate that he is integral to the day-to-day operation of the business and will be actively involved in business processes/service delivery in Canada. In such instances, greater consideration should be given to demonstration by the applicant (owner/operator) that such temporary entry will result in the creation or retention of employment opportunities for Canadians and permanent residents and/or skills transfer to Canadians and permanent residents.

Variation: No advertising or recruitment is required.

Applicability: All Provinces

Category: Religion Instructors

Description: The position is for an instructor in a faith-based independent school (NOC 4217 – Other Religious Occupations). This variation only applies to situations where the provincial Ministry of Education delegates to the independent school the ability to establish the qualifications of their instructors based on religion.

Variation: Employers must advertise on the national Job Bank (or provincial equivalent), or conduct similar recruitment activities consistent with the occupation (e.g. advertising in church publications) three months prior to applying for an LMIA.

Applicability: All Provinces

Category: Seasonal Agricultural Workers

Description: The position is for a seasonal agricultural worker who will be working in Quebec under the Seasonal Agricultural Worker Program (SAWP).

Variation: Employers must conduct their recruitment efforts as described under  Hiring Temporary Foreign Workers in Quebec.

Applicability: Quebec only

Category: Specialized Service Technicians/Specialized Service Providers

Descriptions: When the work requires a specialist having proprietary knowledge and/or experience related to the work to be performed – duration of the work is limited and there is no opportunity for Canadians to be trained.

Situations to which this variation could apply include (but are not limited to):

  1. Service required for equipment manufactured outside of Canada and the original equipment manufacturer (OEM) does not have Canadian licensees that can do the work (equipment is generally no longer under warranty, or covered by an after sales agreement).
  2. The work to be performed requires someone currently unavailable in Canada, with proprietary knowledge, experience and/or tools from the OEM (or an approved OEM licensee) to perform the work or to oversee and direct Canadians doing the work.
  3. Service required for equipment that is so old (no longer in production) that customized parts have to be manufactured / or new parts reconfigured by an OEM approved technician / representative.

Variation: No advertising or recruitment is required.

Applicability: All Provinces

Category: Warranty Work

Description: When the work entails installation, inspection or repair of equipment, and the terms of the warranty require the work to be done by skilled workers designated by the manufacturer.

Variation: No advertising or recruitment is required.

Applicability: All Provinces