This communiqué outlines new recruitment requirements for low‑wage positions under the Temporary Foreign Worker (TFW) Program and provides key reminders on existing recruitment and advertising requirements for both the Low‑wage Stream and the High‑wage Stream.
Separate guidance will be issued for agricultural stakeholders to address recruitment and advertising requirements specific to the Seasonal Agricultural Worker Program (SAWP) and the Agricultural Stream, where distinct rules apply.
New Recruitment Requirements for Low‑Wage Positions (Effective April 1, 2026)
To continue protecting the Canadian labour market and reinforce the priority hiring of Canadians and permanent residents, the TFW Program is introducing two new recruitment requirements for low‑wage positions.
These requirements apply to Labour Market Impact Assessment (LMIA) applications received on or after April 1, 2026.
Employers must:
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Advertise the position for at least 8 consecutive weeks
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Advertising must take place within the 3 months prior to submitting an LMIA application.
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The full advertising period must be completed before the LMIA is submitted.
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Demonstrate targeted recruitment efforts to reach youth (ages 15–30)
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Employers must show that reasonable efforts were made to encourage youth to apply and be hired before seeking a temporary foreign worker. This can include posting on Job Bank (youth section) and youth job boards, working with schools or colleges, participating in youth employment programs, or using other platforms commonly used by youth.
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These youth‑focused efforts are in addition to, and do not replace, existing recruitment requirements.
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General Recruitment Requirements – Key Reminders
Before hiring a temporary foreign worker, employers must make reasonable efforts to hire or train Canadians and permanent residents.
For positions in the High-wage Stream or Low-wage Stream, employers must conduct at least 3 recruitment activities to select qualified Canadians and permanent residents.
Employers must review and consider all applications received from Canadians and permanent residents, regardless of whether they are submitted through Job Bank or other recruitment methods used for the position.
Employers are required to retain recruitment and advertising records for a minimum of 6 years and may be requested by Service Canada as part of LMIA assessments or compliance activities. In Quebec, eligible employers for the traitement simplifié must keep recruitment and advertising records even if they are not required to submit these documents at the time of submission.
All required advertising must be completed within the 3-month period before submitting an LMIA, with at least one recruitment activity ongoing until a positive or negative LMIA decision is issued.
The job offer should be consistent with the reasonable workforce needs of the business, and the content in the advertisement should be in line with the position being sought through the TFW Program.
Employers in Quebec, wishing to hire temporary foreign workers must also consult the MIFI website for provincial requirements.
Please note that there are variations to the requirements on recruitment and advertisement, particularly for primary agriculture positions using the streams for high-wage or low-wage positions.
Mandatory Use of Job Bank: Job Match and Direct Apply
When using Job Bank, employers must ensure that both Job Match (except for primary agriculture positions) and Direct Apply features are enabled and used.
Within the Job Bank employer account:
- Canadian citizens/permanent residents are identified by a red maple leaf
- Temporary residents are identified by a character icon
The TFW Program monitors activity on Job Bank to ensure that requirements are met. Disabling Job Match or Direct Apply or failing to consider qualified Canadian or permanent resident applicants, may result in a negative LMIA decision.
Additional information
You may consult the TFW Program website for more information on variations to the minimum recruitment and advertising requirements, including primary agriculture positions using the streams for high-wage and/or low-wage positions.
To learn more about the TFW Program, visit Canada.ca or reach out to the Employer Contact Centre.
You are encouraged to share this communication throughout your respective networks, and with any colleagues or peers who may need to be aware of this information. If you have questions on the TFW Program, please visit Canada.ca or reach out to the Employer Contact Centre.
The Temporary Foreign Worker Program
Employment and Social Development Canada (EDSC)
Thank you for raising awareness among your field agents, as well as the TFWs and their employers, about the measures, rights, and responsibilities of all parties involved.
