Canada continues to refine the Temporary Foreign Worker Program (TFWP) to protect the labor market and standardize fair pay. Below, we summarize the latest LMIA advertising and wage requirements for high-wage positions—including what’s new in 2025—so employers can stay compliant and foreign workers understand what to expect. Our guidance is grounded in ESDC policy pages.
What’s new or newly emphasized in 2025
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Job Bank “Direct Apply” is now expected. If you disable Direct Apply or fail to consider applicants who apply through Job Bank, your recruitment efforts may be deemed non-compliant. You must also use Job Match and invite all candidates rated 4★+ within the first 30 days.
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Primary agriculture advertising suspension ends December 31, 2025. The temporary pause on minimum advertising requirements for primary agriculture LMIAs runs Jan 12, 2022 → Dec 31, 2025; employers must still keep recruitment records.
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Wage thresholds and median wages were updated in mid-2025. ESDC/Job Bank updates median wages annually (posted in the fall) and flagged wage-threshold updates on June 27, 2025. Employers must review and adjust TFW wages at the start of employment and annually by Jan 1 after new Job Bank data is posted.
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LMIA fee payment pilot via online banking (6+ positions). A Service Canada pilot allows select LMIA fees to be paid using online banking for applications with six or more positions. Invitations and payment instructions are sent by email. The standard fee remains $1,000 per position (non-refundable except if collected in error).
The core LMIA advertising rules for high-wage positions (no surprises—but strict)
Before you file, you must complete at least three recruitment activities:
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Job Bank posting (or a justified equivalent—written rationale required if not using Job Bank).
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Two additional methods appropriate to the occupation; one must be national in scope (searchable across Canada on a single site).
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Duration: Ads must run 4 consecutive weeks within the 3 months before you submit the LMIA; at least one activity must remain live until Service Canada issues a decision.
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Documentation: Keep copies and evidence of where/when/for how long you advertised, plus proof that outlets reached the right audience. Retain records for 6 years.
Accepted channels include general job boards, sector-specific sites, professional associations, national newspapers/journals, job fairs, partnerships with training institutions, and internal recruitment programs, among others. If both “extra” methods are online, they must reach distinct audiences.
Job Bank requirements (high-wage):
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Job Match: Post with “default/basic” matching and invite all 4★+ matches within the first 30 days.
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Direct Apply (new): Enabled by default; you must consider applicants that apply through it. Disabling it (or ignoring applicants) can count against your recruitment compliance.
The LMIA wage rules you must meet (and revisit annually)
For high-wage roles, you must pay the prevailing wage, defined as the higher of:
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the Job Bank median wage for the occupation and location (NOC 2021), or
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the wage within the range paid to your current employees in the same job, location, skills and experience level.
Only guaranteed wages count (overtime, tips, benefits, bonuses, commissions are excluded). Unionized roles must match the collective agreement.
Annual review duty:
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Reassess wages at the start of employment and annually thereafter using the latest Job Bank data (updated in the fall).
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Adjustments are due by January 1 of the following year.
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Wages can never be reduced below the rate on the positive LMIA, even if median wages drop later. Non-compliance can trigger penalties or bans.
Where to verify medians: Use Job Bank → Compare wages to look up the local median by job title or NOC and location.
Other compliance checkpoints that affect high-wage LMIAs
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Transition Plan (mandatory): Outline how you will recruit, train and retain Canadians/PRs and reduce reliance on the TFWP; report on prior commitments if reapplying for the same role/location. Some exemptions apply (certain caregivers/health-care institutions, seasonal/primary agriculture, Quebec’s facilitated process for first requests, time-limited or unique-skills positions, PR-support only).
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Language of work: Only English or French may be listed unless another language is essential, with justification. No-language-required scenarios are rare and need robust safety/operational measures.
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Employment agreement: Must be provided on or before day one, match the LMIA terms, and be maintained with complete records.
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Business legitimacy & new-employer review: Expect document checks; new users of the TFWP in the past six years face workplace-free-of-abuse scrutiny.
For foreign nationals and investors: what these rules mean for you
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Transparent pay: Your wage should meet or exceed the local median (or the employer’s internal range for comparable employees)—and will be reviewed annually.
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Fair access to jobs: Employers must advertise nationally, use Job Bank tools, and consider Direct Apply applicants—expanding visibility for qualified candidates.
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Program stability in agriculture (through 2025): The temporary advertising suspension for primary agriculture reduces paperwork, but employers must still recruit domestically and keep records; this suspension ends Dec 31, 2025.
Quick compliance checklist (high-wage)
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Ads: Job Bank + 2 additional methods (1 national), 4 consecutive weeks, within 3 months pre-filing; keep one activity running until decision.
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Job Bank tools: Job Match (invite 4★+ within 30 days) + Direct Apply considered.
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Wage: Pay the prevailing wage and review annually (no downward adjustments below LMIA rate).
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Transition Plan: Filed and tracked (unless exempt).
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LMIA fees: $1,000 per position; online-banking pilot for 6+ positions by invitation.
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Records: Retain recruitment documentation 6 years.
FAQs
Q1: Do I have to post on Job Bank if I already use premium national job boards?
A: Yes—Job Bank is required for high-wage unless you provide a written rationale for an acceptable alternative. In all cases, you still need two additional methods, one national in scope.
Q2: When exactly do I update wages?
A: At the start of the TFW’s employment and annually using the newest Job Bank data (posted in the fall). Adjust by Jan 1 of the following year; never drop below the LMIA-approved rate.
Q3: Does the agriculture advertising suspension change my obligations today?
A: Through Dec 31, 2025, primary agriculture employers aren’t required to meet the minimum advertising proof with the LMIA—but must continue recruitment efforts and keep records for inspection. After that date, expect a return to standard rules unless ESDC extends or changes the policy.
Whether you’re an employer planning a high-wage LMIA or a foreign professional weighing job offers, our team can help you structure compliant recruitment, confirm prevailing wages, and prepare transition plans—so your filing is audit-ready and worker-friendly.
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Legal disclaimer: This article provides general information only and does not constitute legal advice. Policies can change; always consult Canada.ca/ESDC pages or obtain tailored advice before taking action.
