In Australia’s skilled migration framework, Labour Market Testing (LMT) plays a vital role in protecting local job opportunities. Before an employer can sponsor a skilled migrant for a visa, such as the Subclass 482 visa, they must demonstrate that no suitable Australian worker is available for the role. This ensures the recruitment of overseas workers is a genuine last resort.
Below, we break down what LMT involves, when it’s required, and how to stay compliant in 2025.
What is Labour Market Testing (LMT)?
Labour Market Testing is a legal requirement under Australian immigration law that compels employers to advertise the nominated position before offering it to a foreign worker. This helps ensure that skilled visa programs do not displace local workers.
When is LMT Required?
LMT is mandatory for most employer-sponsored visas, including:
- Subclass 482 – Skills in Demand Visa
- Subclass 494 – Skilled Employer Sponsored Regional Visa
LMT must generally be completed within the 4 months prior to lodging a nomination application.
LMT Advertising Requirements (As of 2025)
To meet the LMT requirement, employers must:
- Post at least two advertisements on established platforms such as SEEK, Indeed, Adzuna, Workforce Australia, or Careerone.
- Advertise the role for at least 28 consecutive days.
- Include specific details, such as:
- Job title and description
- Skills and experience required
- Location of the role
- Salary range (if annual earnings are under AUD $96,400)
- Provide evidence, such as:
- Copies of the ads
- Screenshots with timestamps
- Summary of applicants and reasons for rejection
When is LMT Not Required?
Some exemptions apply, such as:
- International Trade Obligations (ITOs): For example, if the applicant is from a country where Australia has waived this requirement under the ITO
- Occupation-based exemptions for Executives and Senior Managers
- Labour Agreement stream nominations (depending on the terms of the agreement)
You can read more about the LMT exemptions here.
Common Mistakes to Avoid
- Advertising for fewer than 28 days
- Using platforms that don’t meet the Home Affairs criteria
- Missing essential job details in the ad
- Lodging the nomination after the LMT window expires
Non-compliance can lead to nomination refusal, costing time, money, and potentially impacting future sponsorship eligibility.
Tips to Stay Compliant
- Use Workforce Australia for all ads (even if optional) to ensure full compliance.
- Document everything—screenshots, ad copies, and notes from interviews.
- Keep track of timelines—nominate within 4 months of the last ad.
- If unsure, seek advice from a registered migration agent or immigration lawyer.
Why LMT Matters in 2025
With Australia tightening oversight on skilled migration, ensuring proper LMT is more important than ever. It supports fair recruitment, protects local jobs, and strengthens the integrity of visa programs.
Need Help With LMT or Employer-Sponsored Visas?
At Aurelia Legal, we assist employers in preparing compliant LMT documentation and handling all stages of the visa process, from job advertising to final visa grant.
Get in touch to avoid costly errors and ensure a smooth sponsorship process.
📞 (03) 9125 8820
✉️ info@aurelialegal.com.au
🌐 www.aurelialegal.com.au
Disclaimer: This article is for general information only and does not constitute legal advice. Visa criteria, policy, and processing times are subject to change. Please consult a registered migration agent or legal practitioner for advice specific to your situation.