Checked 8 October 2026 against the current LIN 18/036 and Home Affairs labour market testing guidance.
For 482 labour market testing, running advertisements is only half the job. The employer also needs a clear record of what was advertised, when applications were accepted and how the campaign fits the nomination lodgement date.
This checklist covers the ordinary advertising route for a Skills in Demand nomination. Start by checking whether that route applies. An international trade obligation, a select position or a labour agreement may need a different assessment and evidence.
Keep this checklist beside the broader 482 application checklist so the advertising file reaches the person preparing the nomination in time.
Check the advertising rules before going live
Under the ordinary route in sections 6–9 of LIN 18/036:
- LMT must occur within the four months ending on nomination lodgement.
- At least two advertisements must use permitted channels. These include a recruitment website with national reach, national print media, national radio, or an accredited sponsor’s website.
- Advertisements must be in English and include the role’s title or description, required skills or experience, and the sponsor’s or recruitment agency’s name.
- Include salary information if the position’s annual earnings are below AUD 96,400. This is an advertising-disclosure threshold, not the visa salary threshold.
- Applications or expressions of interest must be accepted for at least four weeks.
- Advertising material must accompany the nomination.
Workforce Australia has not been compulsory since 11 December 2023. The requirement is two qualifying advertisements, not necessarily two different websites. Ordinary social posts and general classifieds are not substitutes for permitted channels.
Confirm the nomination salary separately using the current skilled migration salary thresholds and superannuation explanation. A compliant advertisement does not establish that the salary meets every nomination requirement.
Build an evidence file while the ads are live
The following is a recommended recordkeeping checklist, not a claim that every item is a universal statutory attachment.
| Record | What to save | Owner and check date |
|---|---|---|
| Final advertising copy | Full role text, salary disclosure where required, sponsor or agency name | Hiring manager, before launch |
| Each live advertisement | Screenshot or PDF, URL, platform and advertisement ID | Recruiter, at launch |
| Application period | Platform confirmation or records showing start, end and when applications were accepted | Recruiter, launch and closure |
| Changes | Previous and revised versions, change date and reason | Hiring manager, when changed |
| Recruitment outcome | Applicant numbers and factual, role-related assessment notes | Hiring manager, after assessment |
| Commercial records | Booking confirmation and invoice if available | Finance or recruiter, when received |
| Nomination handover | Evidence index, unresolved gaps, responsible person and intended lodgement date | Nomination contact, before review |
Capture the whole advertisement. A cropped screenshot showing only the job title cannot demonstrate the required content. Save records before the platform removes the ad or the recruitment agency loses access.
For candidate assessment, record relevant qualifications, experience and the reason an applicant did or did not meet the role’s requirements. Avoid vague labels such as “not a fit”. Limit personal information to what the file needs and store it securely.
Need the employer file checked before lodgement? See our pricing and review options. Expert Application Review is a pre-lodgement review; it excludes preparation, lodgement and ongoing representation.
Plan the advertising-to-lodgement timeline
The table below is a simple recommended workflow: both compliant ads run for a full four weeks, then the employer leaves time for assessment and review. It is not the only lawful advertising pattern and the buffer is not a statutory extra waiting period.
| Stage | Action | Evidence checkpoint |
|---|---|---|
| Before launch | Confirm the route, role, channels and mandatory content | Approved copy and named owner |
| Launch | Publish both ads and open applications | Full copies and start-date proof |
| During the four weeks | Keep applications open and preserve any changes | Date log and version history |
| After four complete weeks | Confirm each qualifying campaign period and assess applicants | End-date proof and outcome notes |
| Review buffer | Reconcile advertising, proposed role and nomination documents | Gap list closed or escalated |
| Before nomination lodgement | Recheck the four-month window and attach required evidence | Dated evidence index |
A hypothetical staggered campaign
An employer launches Ad A on 8 October 2026 and Ad B on 15 October 2026. For this simple workflow, it keeps Ad A open until after four full weeks have elapsed on 5 November, and Ad B until after four full weeks have elapsed on 12 November. It then checks the actual platform timestamps before closing either advertisement.
The employer plans nomination lodgement for 20 November 2026, allowing time to assess candidates and review the evidence. Both launch dates are within the preceding four months. If lodgement slips, the nomination contact recalculates the window using the actual intended lodgement date. The ads’ closure dates do not restart the clock.
The instrument also allows specified continuous overlapping advertising periods, with overlap counted once. Disconnected short campaigns should not simply be added together. Get advice on a more complex pattern rather than treating this example as a legal formula for every campaign.
Resolve gaps before the handover
An ad started late. Keep separate start and end dates. Do not assume one campaign’s four weeks proves the second advertisement’s period.
The role or ad changed. Preserve every version. There is no general rule in the instrument saying every edit restarts the campaign. A cautious approach is to assess when the advertisement first met the requirements and whether a material change affected the role or required content. Do not automatically count a defective period as compliant.
There were recent retrenchments. Section 140GBA of the Migration Act contains additional requirements for relevant retrenchments or redundancies. Check whether post-event advertising and information about the event are required before relying on an earlier campaign.
Someone says the worker’s passport means no LMT. The international trade obligation instrument has specific conditions. A passport alone may not establish an exemption. Select positions under LIN 18/036 can require alternative written evidence rather than a blanket exemption.
For a new employer, also check the standard business sponsorship preparation guide. Plan advertising costs alongside our employer-sponsored visa costs guide.
Frequently asked questions
Is Workforce Australia advertising compulsory for a 482 nomination?
No. It has not been compulsory since 11 December 2023. The ordinary route still needs at least two qualifying advertisements.
Do we need advertisements on two different websites?
Not necessarily. The requirement is at least two advertisements meeting the permitted-channel and content rules.
Does closing the advertisement restart the four-month clock?
No. Check the advertising dates against the period ending on nomination lodgement, not a fresh period starting at closure.
Are screenshots and a recruitment spreadsheet enough?
They help document the campaign but cannot fix defective advertising. Check the required evidence for the route that applies.
Make the file ready for review
Give the nomination contact one indexed folder, the intended lodgement date and a short list of anything unresolved. “The recruiter has it somewhere” is a poor handover when an advertisement has disappeared.
You can book a consultation or choose a pre-lodgement review to discuss the campaign and evidence.
This article is general information, current as at 8 October 2026. It does not constitute advice about a particular employer or applicant. Consult a registered migration agent and check the official sources before advertising or lodging a nomination.
