Variations to Minimum Advertising Requirements


(University Professors)

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

Variation: The employer must conduct recruitment efforts indicated in Hiring Foreign Academics Canada.

*Applicable to all provinces



*this description is for camp counselors that will be working in Ontario.


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

*Applicable to 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 opinion (LMO) 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 LMO application.

However, employers hiring a temporary foreign worker who has a CSQ and who resides in Quebec may be exempt from requiring an LMO. Click for more information on LMO exemptions.

 *Applicable to Quebec only


Collective Bargaining Agreement that Stipulates Internal Recruitment

Description: The position is part of a collective bargaining agreement that contains conditions for hiring and promoting through internal staffing processes. This pertains to cases where a TFW started employment, as per the original approved LMO 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 LMO 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.

*Applicable to 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)


Variation: No advertising or recruitment is required.

Applicable to British Columbia and Ontario



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

Variation: An employer association advertising for positions on behalf of an employer, or multiple 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 LMO application:

  • •a signed Appointment of Representative form, authorizing the third-party representative to act on their behalf. Service Canada officers may 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 several employers, must ensure that the advertisement includes the average wage for each job and location. The wage range must always include the prevailing wage for the position.

Applicability: All Provinces



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 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.

*Applicable to all provinces



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

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

*Applicable to all provinces




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

  • •higher-skilled positions such as farm 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 (specifically NOC 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 Columbia, Newfoundland and Labrador, the Northwest Territories, Quebec or Saskatchewan. 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 opinion (LMO).

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



Description: The owner/operator must demonstrate that he is essential to the every day operations of the business and will be actively involved in business services 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.

*Applicable to all provinces



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 LMO.

*Applicable to all provinces



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.

*Applicable to Quebec only



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 apply include (but are not limited to):

a) 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).

b) 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.

c) 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.

*Applicable to all provinces


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.

*Applicable to all provinces