Labour Market Testing Australia 2026: What It Is and Why Your 482 Nomination Depends on It
A practitioner's guide to getting LMT right — because it's one of the most common avoidable reasons employer-sponsored nominations are refused.
MARN 1576536 · Updated 28 May 2026 · Verifiable at mara.gov.au
What is Labour Market Testing?
Labour Market Testing (LMT) is the legal requirement that an employer genuinely test the local labour market — by advertising the position in Australia — before nominating an overseas worker for an employer-sponsored visa. It demonstrates the role could not be readily filled by an Australian citizen or permanent resident. The requirement sits in section 140GBA of the Migration Act 1958, with the operational detail set by legislative instrument.
Who needs to conduct Labour Market Testing?
LMT applies to most Subclass 482 (Skills in Demand) nominations and the Subclass 494 regional pathway. There are limited exemptions — for example, where an international trade obligation applies. The 407 Training visa does not require LMT; it has a genuine-training requirement instead. Confirm whether an exemption applies before relying on it.
The advertising period explained
The position must be advertised for at least the minimum period set by the current instrument — historically 28 calendar days (about four weeks) — and the advertising must fall within the required window before the nomination is lodged. These parameters are revised from time to time, so verify the current minimum period and recency window at immi.homeaffairs.gov.au before you advertise. Advertising for too short a period — or letting the ads go stale before lodgement — is a frequent refusal trigger.
Which platforms must you advertise on?
The advertising must appear on the channels permitted by the current instrument — typically prominent or professional recruitment platforms with national reach, and in some cases the employer's own channels in addition. A post on a closed group, a personal social media account, or an unapproved platform generally will not satisfy LMT. Check the approved-channel rules in force at the time you advertise, as the list is updated.
How to write a compliant advertisement
A compliant LMT advertisement names the position, describes the duties, identifies the approved sponsor or recruitment agency, and states the salary or salary range (subject to the rules on how salary may be expressed). It must be a genuine attempt to fill the role — not a tokenistic listing designed to deter applicants. For a step-by-step walkthrough, see our dedicated guide: How to Write a Labour Market Testing Advertisement.
Applicant tracking: why you cannot ignore it
LMT is a genuine test, which means you must genuinely receive and consider the applications. Keep a record of applicants and the outcome of each — why a suitable local candidate was or wasn't available. If a suitable Australian citizen or permanent resident applies, that is a real recruitment outcome the employer must consider. Ignoring local applicants, or running advertising designed to produce none, undermines the integrity of the test and the nomination.
The LMT evidence report
The advertising evidence — platform, content, dates the ad ran, and the applicant outcomes — is compiled into an LMT evidence report that supports the nomination. A clean, complete evidence report is what the case officer relies on to be satisfied LMT was met. Incomplete or disorganised evidence is one of the most common avoidable problems we see.
Common LMT mistakes in 2026
- Advertising for too short a period, or letting the ads go stale before lodgement.
- Using a non-approved platform.
- Leaving out the salary or salary range.
- Advertising a role that differs materially from the one nominated.
- No applicant tracking — unable to show how local applications were considered.
- Tokenistic advertising that reads as designed to avoid local applicants.
Getting professional help
LMT is the employer's genuine obligation — but compiling defensible evidence against the current instrument is where many nominations slip. We advise employers (and, on a documents-only basis, fellow migration agents) on the requirements and compile the LMT evidence report as part of the full 482 nomination documentation. See 482 Nomination Documents & LMT for the service and how we manage conflict of interest, or For Migration Agents for agent-to-agent terms.
Frequently asked questions
What is Labour Market Testing in Australia?
Labour Market Testing (LMT) is the legal requirement that an employer genuinely test the local labour market — by advertising the position in Australia — before nominating an overseas worker for an employer-sponsored visa such as the Subclass 482 (Skills in Demand). It sits in section 140GBA of the Migration Act 1958 and demonstrates the role could not be readily filled by an Australian citizen or permanent resident.
How long must a position be advertised for LMT?
The position must be advertised for at least the minimum period set by the current legislative instrument — historically 28 calendar days (about four weeks) — on approved channels, within the required window before the nomination is lodged. Because these parameters are revised from time to time, verify the current minimum period and recency window at immi.homeaffairs.gov.au before advertising.
Which visas require Labour Market Testing?
LMT applies to most Subclass 482 (Skills in Demand) nominations and the Subclass 494 regional pathway. There are limited exemptions — for example, where an international trade obligation applies. The 407 Training visa does not require LMT; it has a genuine-training requirement instead.
What must an LMT advertisement include?
Broadly: the position title or description, the name of the approved sponsor or the recruitment agency, and the salary or salary range (subject to the rules on how salary may be expressed). The ad must be a genuine attempt to fill the role and run on an approved platform for the required period. For a full how-to, see our guide on writing a compliant LMT advertisement.
What happens if a suitable Australian applicant responds?
Then the test has done its job. LMT is a genuine test of the local market — if a suitable Australian citizen or permanent resident is available, that is a genuine recruitment outcome the employer must consider. Running advertising designed to avoid local applicants undermines the integrity of the test and puts the nomination at risk.
Do I need to keep evidence of the advertising?
Yes. You must retain evidence of the advertising — screenshots or copies showing the platform, the content, the dates the ad ran, and the response/outcome. This evidence is compiled into the LMT evidence report that supports the nomination. Missing or incomplete evidence is a common, avoidable refusal trigger.
General information about Labour Market Testing as at 28 May 2026 — not migration advice for any specific matter, and not a guarantee of any outcome (s 15, Migration Agents Code of Conduct 2022). LMT settings are set by instrument and revised from time to time; verify current requirements at immi.homeaffairs.gov.au before advertising or lodging. MARN 1576536.