Hire the workers your business needs —
LMIA and foreign recruitment, done right
Whether your candidate is abroad or already working in Canada, we guide Canadian employers through every step of the LMIA process — from recruitment advertising through to the worker's arrival and beyond.
2026 critical change: Low-wage LMIA advertising increased to 8 consecutive weeks (from 4) effective April 1, 2026. Low-wage LMIAs are blocked in Census Metropolitan Areas (CMAs) with unemployment ≥ 6%. Toronto currently blocked. High-wage, healthcare, construction, agriculture, and food processing remain unaffected.
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LMIA-based vs. LMIA-exempt — understanding the two employer pathways
Not all foreign workers require an LMIA. Before starting the LMIA process, confirm that your worker and role don't qualify for a faster, cheaper LMIA-exempt route under the International Mobility Program.
LMIA Required
Labour Market Impact Assessment — employer proves no qualified Canadian available for the role
- 📋Who needs this: Most employers hiring from abroad for roles not covered by a trade agreement or IMP exemption
- 💰Employer fee: $1,000 per position (non-refundable) — cannot be recovered from the worker
- 📢Recruitment required: Mandatory advertising on Job Bank + 2 additional channels; 4 weeks (high-wage) or 8 weeks (low-wage from Apr 2026)
- 📄Transition plan: Required for all high-wage positions — outlines steps to reduce reliance on foreign workers
- ⏱Processing: 44–50 business days (high/low wage); 10 days (Global Talent Stream)
- ✓Best for: Healthcare, trades, hospitality, agriculture, manufacturing, construction, administrative roles
LMIA Exempt
No labour market test — faster and cheaper, but only for specific exemption categories
- 📋Who qualifies: Intra-company transfers (C61–63), Francophone workers (C16), trade agreement professionals (CUSMA T-codes), significant benefit (C10/C11), IEC, spouse (C41/C42)
- 💰Employer fee: $230 compliance fee per offer — no $1,000 LMIA fee
- 📢No recruitment required: Employer submits Offer of Employment through IRCC Employer Portal — no advertising needed
- ⚡Processing: Significantly faster — weeks rather than months in most cases
- ✓Best for: Multinationals moving staff between offices, French-speaking workers for roles outside Quebec, US/Mexican/EU professionals
Before starting the LMIA process — we assess whether your worker or role qualifies for an LMIA exemption. Choosing the wrong route wastes time and money.
Book an employer consultation — we identify the fastest and most cost-effective pathway
Many employers spend months on an LMIA when their situation qualifies for a much faster IMP exemption. We assess your specific role, worker, and business before recommending any approach.
LMIA streams — choose the right one based on wage and role
The stream is determined primarily by the wage offered versus the provincial/territorial median hourly wage. Each stream has different rules, timelines, and employer obligations.
High-Wage Stream
Wage at or above provincial/territorial median hourly wage
Low-Wage Stream
Wage below provincial/territorial median hourly wage
Agricultural Stream & SAWP
On-farm and agri-food positions — fastest processing
Caregiver Stream
Child caregivers and home care for persons with medical needs
Global Talent Stream (GTS)
Highly skilled STEM and tech workers — 10-day processing target
High-wage vs. low-wage threshold — provincial median hourly wages (June 2025)
If the wage you offer is at or above the provincial/territorial median, you apply under the High-Wage Stream. Below it — Low-Wage Stream. Thresholds are reviewed annually each fall (next update: November 2026).
| Province / Territory | Median hourly wage threshold (2025) | High-wage minimum |
|---|---|---|
| Alberta | $28.85 / hr | At or above $28.85/hr → High-Wage Stream |
| British Columbia | $27.50 / hr | At or above $27.50/hr → High-Wage Stream |
| Ontario | $28.39 / hr | At or above $28.39/hr → High-Wage Stream |
| Saskatchewan | $26.67 / hr | At or above $26.67/hr → High-Wage Stream |
| Manitoba | $25.00 / hr | At or above $25.00/hr → High-Wage Stream |
| Quebec | $27.47 / hr | At or above $27.47/hr → High-Wage Stream (facilitated LMIA available for Quebec) |
| Nova Scotia | $24.04 / hr | At or above $24.04/hr → High-Wage Stream |
| New Brunswick | $23.08 / hr | At or above $23.08/hr → High-Wage Stream |
| Newfoundland & Labrador | $25.00 / hr | At or above $25.00/hr → High-Wage Stream |
| PEI | $22.12 / hr | At or above $22.12/hr → High-Wage Stream |
Source: ESDC Job Bank, updated June 27, 2025. Wages are reviewed annually. Always verify the current threshold for your province on the ESDC website before submitting. Territories (NWT, Yukon, Nunavut) have their own thresholds. The offered wage must also not be below the wage paid to Canadian workers in the same role at the same location with similar skills and experience.
The LMIA process — from job posting to your worker starting work
The full process from advertising to a worker's first day typically takes 4 to 8 months. Plan ahead. An incomplete or poorly documented application adds months to this timeline.
Confirm your eligibility and choose the right stream
We assess whether your position and worker qualify for LMIA-exempt status first. If LMIA is required, we identify the correct stream (high-wage, low-wage, agricultural, caregiver, GTS) based on wage, occupation, and province. Getting this wrong means starting over.
Conduct mandatory recruitment — Job Bank + 2 additional channels
You must advertise on the Government of Canada Job Bank AND at least 2 additional recruitment channels appropriate for the occupation. High-wage: 4 consecutive weeks minimum. Low-wage (April 2026): 8 consecutive weeks minimum. One method must continue until the LMIA decision. Youth outreach required for low-wage roles. Keep records of every application received, every interview held, and every reason a Canadian applicant was not selected.
Prepare and submit the LMIA application to ESDC
Complete the correct LMIA application form for your stream (via LMIA Online portal). Attach all required documents: business legitimacy documents, recruitment evidence (screenshots of ads, application logs, interview notes), job offer letter, wage justification, transition plan (high-wage), and any provincial employer registration certificates (BC, Manitoba, Saskatchewan, Nova Scotia). Pay the $1,000 processing fee per position.
ESDC reviews and may request an interview
ESDC officers review your application against all TFWP requirements. They may call your business, contact references, or request additional documentation. For high-wage positions, they scrutinize the transition plan carefully. For low-wage positions, they check your workforce TFW ratio and CMA unemployment status. Be prepared to respond promptly — delays in responding extend processing significantly.
Receive LMIA decision — positive or negative
A positive LMIA (confirmation letter) includes the LMIA number, position details, approved wage, and employment duration. The worker needs this number to apply for their work permit from IRCC. A positive LMIA is valid for 6 months — the worker must apply for their work permit within this window. A negative LMIA can be reapplied for with improved evidence.
Worker applies for their work permit from IRCC
Using the LMIA number and a job offer letter, the worker applies to IRCC for an employer-specific work permit. If the worker is abroad: outland application (standard processing). If the worker is already in Canada with valid status: inland application (can start working on maintained status). CUSMA professionals and some IEC workers can get work permits at the Port of Entry.
Worker arrives and employment begins — your obligations continue
Once your worker starts, your TFWP obligations begin. You must pay the approved wage (never below what was in the LMIA), maintain the working conditions, provide private health insurance until provincial coverage kicks in (low-wage), update wages annually using Job Bank data, keep employment records for 6 years, and cooperate fully with any ESDC compliance inspection.
Recruitment rules — what ESDC requires you to prove
Inadequate recruitment evidence is the most common reason for a negative LMIA decision. ESDC must be satisfied that you genuinely tried to fill the role with Canadians or PRs before turning to foreign workers.
Mandatory: Canada Job Bank
Every LMIA application requires a Job Bank posting. This is non-negotiable. The posting must include: specific job duties, wage or wage range, all requirements (education, experience, credentials), hours of work, and exact work location. The ad must remain active throughout the recruitment period.
2 additional recruitment methods
Each additional method must target a different underrepresented group. Acceptable methods include:
- →Job fairs and recruitment events
- →Indigenous employment centres
- →Post-secondary campus recruitment
- →Organizations for persons with disabilities
- →Indeed, LinkedIn, Monster, Workopolis (sector-appropriate)
- →Provincial employment agencies
- →Newcomer employment agencies
What you must document
- ✓Screenshots of each job posting with dates visible
- ✓Log of all Canadian/PR applicants who applied
- ✓Notes on each applicant reviewed — skills, interview, outcome
- ✓Written reason each Canadian applicant was not selected
- ✓Proof of youth outreach (low-wage positions)
- ✓Ongoing ad running at time of LMIA decision
ESDC rules are absolute: you cannot recover the $1,000 LMIA fee, recruitment fees, or any other LMIA-related costs from the temporary foreign worker — directly or indirectly. Doing so results in an immediate negative LMIA and can lead to a ban from the TFWP. Ensure anyone recruiting on your behalf also follows this rule.
Your candidate is already in Canada — what you need to know
Many employers do not realise that foreign workers already in Canada with valid status can be hired through an LMIA or IMP work permit — often with faster processing and the ability to start work sooner. Here is how each situation works.
If you have a positive LMIA and the worker is already in Canada with valid status, they can apply for an inland work permit — meaning they stay in Canada and continue living normally while their work permit is processed. If they apply before their current status expires, they receive "maintained status" and can keep working (for their current employer) while waiting. Coordinate the LMIA and WP timing carefully with your RCIC.
Employer obligations — what you must do after the LMIA is approved
A positive LMIA is not the end of your obligations — it is the beginning. ESDC and IRCC inspect employers to ensure compliance throughout the worker's employment. Non-compliance has serious consequences.
Pay the approved wage — always
You must pay the worker at least the wage stated in the positive LMIA. You must also review and update wages annually using Job Bank data (published each November). The wage can never decrease from the LMIA-approved level during employment.
Maintain working conditions
The occupation, duties, hours, and workplace must match what was described in the LMIA. You cannot change the worker to a different role, location, or substantially different duties without a new LMIA or work permit amendment.
Provide health insurance (low-wage)
For low-wage TFWs, you must provide private health insurance at no cost to the worker — covering health care, hospitalization, and emergency services — until they are eligible for provincial health coverage.
Keep employment records 6 years
All employment records — payroll, time sheets, correspondence, contracts — must be maintained for 6 years. ESDC inspectors can audit your business at any time during or after the LMIA validity period.
Execute your transition plan (high-wage)
If you submitted a transition plan, you must actually carry out the commitments you made. When you next apply for an LMIA for the same position, ESDC will assess your follow-through on the previous plan. Repeated LMIAs without demonstrated transition efforts face increasing scrutiny.
Cooperate with compliance inspections
ESDC officers may conduct announced or unannounced inspections. You must allow access to your workplace, workers, and records. Impeding an inspection is itself a violation and can result in penalties separate from any other non-compliance found.
TFWP compliance — what happens when employers fail to meet obligations
The Temporary Foreign Worker Program has serious enforcement teeth. Violations can result in financial penalties, public naming, and permanent bans. Compliance is not optional — it is a legal requirement that begins the day your LMIA is approved.
- ✗Paying less than the LMIA-approved wage
- ✗Recovering LMIA or recruitment fees from the worker
- ✗Not providing required health insurance (low-wage)
- ✗Failing to maintain employment records
- ✗Assigning different duties or a different location than approved
- ✗Not executing transition plan commitments (high-wage)
- ✗Abuse, mistreatment, or coercion of a TFW — permanent ban
- ✓Set up a calendar reminder to review and update wages every November
- ✓Keep digital and physical copies of all employment records
- ✓Apply for a new work permit before role, location, or duties change
- ✓Document transition plan activities with dates and outcomes
- ✓Have an RCIC review your obligations after the LMIA is approved
- ✓Report any concerns from the worker to HR immediately — do not ignore
Employers in British Columbia, Manitoba, Saskatchewan, and Nova Scotia must obtain a provincial employer registration certificate before submitting any LMIA application. Applications submitted without this certificate are considered incomplete and will not be processed. Quebec requires simultaneous submission to both ESDC and MIFI, and all documents must be in French. Certain low-wage positions in Montreal and Laval CMAs are blocked until December 31, 2026.
LMIA fees, processing times, and total cost to expect
LMIA is one of the most significant upfront costs in employer-sponsored immigration. Budget carefully — and remember that a refused application means the fee is lost.
Full-process cost estimate — what employers typically spend per hire
Processing times by stream (2026)
Processing times are business days from when a complete application is received by ESDC. Add 4–8 weeks for mandatory advertising before the application is submitted, plus IRCC work permit processing (2–5 months) after a positive LMIA. Total employer-to-worker timeline: typically 4–8 months. Always verify current processing times on the ESDC website.
LMIA application documents — employer checklist
- 🏢Business licence (municipal or provincial)
- 📄Certificate of incorporation or business registration
- 💰Most recent CRA PD7A payroll remittance (or T4 Summary)
- 📊T2 Schedule 100 or 125 (most recent corporate tax return)
- 🌐Business website, lease agreement, or proof of operations
- 📋Provincial employer registration certificate (BC, MB, SK, NS)
- 📑If business recently opened: bank statements, client contracts, proof of revenue
- 📸Screenshots of Job Bank posting with date range visible
- 📸Screenshots of 2 additional recruitment method postings with dates
- 📝Complete log of all Canadian/PR applicants received
- 📝Written reason each qualified Canadian applicant was not selected
- 📧Interview notes and candidate communications
- 🎯Evidence of youth outreach (low-wage positions)
- 📢Proof at least one recruitment method is ongoing at time of submission
- 📜Signed job offer letter (duties, wage, hours, location, benefits)
- 💵Job Bank wage data showing offered wage meets/exceeds prevailing wage
- 💼Payroll records showing wages paid to other employees in same role
- 📋Employment contract or collective agreement (if applicable)
- ⏰Proof of 30+ hours/week (full-time employment requirement)
- 📊Formal transition plan document with specific, measurable commitments
- 🎓Training programs or partnerships with educational institutions
- 📢Enhanced Canadian recruitment strategies
- ✅If renewing: outcomes report on previous transition plan commitments
- 📁Previous LMIA approvals and compliance records (if applicable)
Why Canadian employers work with us for LMIA applications
A refused LMIA costs you $1,000, months of time, and the candidate. An incomplete application causes delays when your business needs that worker now. We prepare the strongest possible application — and we assess IMP exemptions first, because the fastest route is often not the LMIA route.
Ready to hire the worker your business needs? Let us handle the process.
From identifying whether you need an LMIA at all, through recruitment documentation, application preparation, and post-arrival compliance — we support Canadian employers at every step.
Harikrishnan Nair — RCIC R731549 · CICC Member · CAPIC Member · Litmus Immigration Services Inc. · Calgary, Alberta