Picture yourself confidently hiring the perfect foreign worker for your Canadian business. Sounds exciting, right? Well, here’s something interesting: established companies see a 95% success rate with their LMIA applications. But if you’re new to this process or running a younger business, you might face some extra hurdles along the way.
Let’s talk about what LMIA really means for your business. The Labor Market Impact Assessment (LMIA) is your golden ticket to hiring foreign talent in Canada. Sure, it’s an investment – typically between $5,500 to $8,000 per worker – but think of it as your pathway to finding that perfect employee when Canadian talent isn’t available.
Here’s the thing: whether you’re looking at the speedy Global Talent Stream with its two-week processing time or other categories that take a few months, you’ll want to understand exactly what you’re getting into. Don’t worry – I’m here to walk you through everything you need to know about LMIA, from the basics to the nitty-gritty details. No confusing jargon, just clear, practical information that makes sense.
First things first: you’ve probably heard about LMIA, but maybe you’re wondering what all the fuss is about. The Labor Market Impact Assessment (LMIA) might sound intimidating, but it’s actually pretty straightforward.
Think of LMIA as your golden ticket to hiring international talent. It’s basically a green light from Employment and Social Development Canada (ESDC) saying, “Yes, you can bring in a foreign worker for this position”.
When ESDC gives you a positive LMIA, they’re confirming two crucial things:
The story behind LMIA is simple – Canada wants to make sure its own citizens get first crack at available jobs. But there’s more to it than that. LMIA also acts as a shield for foreign workers, guaranteeing them:
ESDC doesn’t just hand out LMIAs like candy. They carefully look at:
Getting an LMIA approved takes teamwork. Here are the key players you’ll meet along the way:
Ready to tackle your LMIA application? Picture yourself confidently moving through each step, knowing exactly what comes next. Here’s your roadmap to success.
Your LMIA journey starts with a Job Bank account for employers. Sounds simple enough, right? But here’s what you’ll really need in your documentation toolkit:
Don’t forget about the processing fee – CAD$1000 per position. And heads up if you’re in British Columbia, Manitoba, Saskatchewan, or Nova Scotia – you’ll need that employer registration certificate before anything else.
Here’s where things get interesting. ESDC wants to see that you’ve really tried to find Canadian talent first. The rules are pretty clear:
Job Bank is your starting point, but don’t stop there. You’ll need two more platforms to show you’re serious. For those high-wage positions, make sure one of your job postings reaches across Canada.
Once you’ve got everything lined up, it’s time to hit submit on the LMIA Online portal. But how long will you be waiting? Well, that depends:
Keep those job ads running while you wait. And don’t be surprised if an ESDC officer calls for a chat about your recruitment efforts.
Pro tip: You can submit your application up to 6 months before you need your worker to start. Once approved, your future employee can use that decision letter to apply for their work permit
The Labour Market Impact Assessment plays a crucial role in assessing whether the hiring of foreign workers will benefit the Canadian economy and ensure there is no adverse impact on the domestic labour market.
LMIA allows Canadian employers to hire temporary foreign workers under the Temporary Foreign Worker Program when they are unable to find suitable local workers to fill the positions.
By conducting an LMIA, the Canadian government ensures that the employment of foreign workers is in line with the country’s economic and labour market needs.
Understanding the significance of LMIA helps employers and workers navigate the process of hiring foreign workers and obtaining work permits in Canada while upholding the integrity of the Canadian labour market.
Labor Market Impact Assessments (LMIAs) have potential disadvantages. In terms of job advertising, which is a requirement to demonstrate to Service Canada that the job was offered to Canadian citizens, attracting a larger pool of Canadian applicants may lead to the selection of a Canadian candidate over a temporary foreign worker.
Although an employer may obtain an LMIA and hire a temporary foreign worker successfully, there is a risk of potential employer abuse.
Certain jobs require an LMIA, which is an application to be filled out by you and your employer. The fees associated with the LMIA, which have increased over the years, are to be paid by your employer, not by you.
An LMIA is granted for a specific job and a limited period. If the job is extended or if it changes, a new LMIA will be required from the Canadian government.
Before hiring a temporary foreign worker, most employers need to obtain a Labour Market Impact Assessment (LMIA). It is important to determine whether an LMIA is necessary before starting the hiring process.
An LMIA confirms:
To find out if you and the temporary foreign worker you intend to hire are exempt from needing an LMIA or work permit, you can do one of the following:
Labour Market Impact Assessment (LMIA) applications can be demanding and require attention to detail. They also have specific time constraints, as all application materials must be submitted within a designated timeframe. Even a small omission in the application can cause significant delays in the process. At Akrami and Associates, we have a team of experienced representatives who specialize in LMIA applications. With our expertise, we can assist you in obtaining the desired results quickly and efficiently.
When it comes to hiring high-wage foreign workers, Canadian employers need to fulfill an additional requirement known as a transition plan. This plan is mandatory for employers seeking to hire temporary foreign workers at a wage that equals or exceeds the provincial or territorial median hourly wage. The transition plan is a Schedule C form attached to the LMIA application. It outlines the specific commitments that the employer agrees to undertake for the particular occupation and work location where they intend to employ the foreign workers.
On the other hand, when hiring low-wage workers, a transition plan is not necessary for LMIA applications. However, there is a cap that restricts the number of low-wage temporary foreign workers a business can employ. Canadian employers with more than 10 employees are subject to a maximum cap of 10% for low-wage workers. This cap will be implemented gradually over the next two years, allowing employers time to transition to a Canadian workforce.
If you require an LMIA to hire temporary foreign workers, you can utilize the Temporary Foreign Worker Program (TFWP). Once the LMIA is issued, you must provide a copy of the confirmation letter to each temporary foreign worker and advise them to apply for a work permit.
Alternatively, if you don’t need an LMIA, you can hire temporary foreign workers through the International Mobility Program (IMP). However, there are certain requirements you must fulfill, such as paying an employer compliance fee and submitting an offer of employment form through the Employer Portal.
Let’s dive into what you need to know about LMIA requirements in 2025. The rules have changed quite a bit, and I’m here to walk you through everything that matters for your application.
First things first: you’ll need solid proof that your business is the real deal. Here’s what should be in your documentation toolkit:
Here’s the thing: keep these documents safe for at least 6 years from when your employee starts. Service Canada might want to take a peek at any time, so you’ll want everything ready to go.
The processing fee might make your eyes pop – it’s CAD$1000 per position. But don’t worry if you’re in these fields – you won’t need to pay:
Remember, you’ll need to sort out private health insurance for your foreign workers when provincial healthcare isn’t covering them. Think of it as taking care of your team – and staying on the right side of the rules.
This part’s crucial – we’re talking about creating a workplace where everyone thrives. You’ll need to show:
Breaking these rules? The consequences aren’t pretty:
Pro Tips: Keep your eye on two big changes coming up:
Picture yourself sitting down to tackle your LMIA application. Like building a house, you’ll need the right tools and a solid plan. Let’s make this process feel less like climbing a mountain and more like following a well-marked trail.
Think of the LMIA Online portal as your construction site – it’s where everything comes together. Before you start building, make sure you’ve got:
Your application package needs three main pillars: proof your business is legitimate, records showing you’ve tried to hire locally, and a detailed job offer letter. Don’t rush – this foundation needs to be rock solid.
Here’s the thing: even experienced employers sometimes trip up. Let me share what I’ve seen go wrong:
And heads up about wages – if government rates jump more than 10%, you might need to adjust your offer.
Let me share a secret recipe for LMIA success. First, keep those job postings running while your application is processing. Sounds like extra work? Maybe, but it shows you’re serious about finding Canadian talent.
Here’s what winning applications have in common:
Let’s talk about everyone’s favorite topic – waiting times. I know, waiting isn’t fun, but understanding these timelines will help you plan your hiring strategy better.
As of December 2024, here’s what the processing times look like:
Low-Wage Stream: 67 business days
Here’s the thing: these clocks only start ticking once you’ve submitted everything through LMIA Online. Think of it like a race – the timer doesn’t start until you’re properly at the starting line.
At Akrami and Associates, we understand the complexities involved in LMIA applications and can provide the necessary guidance and support throughout the process. Our goal is to help you achieve your desired outcomes efficiently and effectively.
You might be wondering why some applications zoom through while others seem to crawl. Several factors come into play:
Picture agricultural season – that’s when applications really pile up. It’s like rush hour traffic – everything slows down when everyone’s trying to get through at once.
Picture yourself at a buffet of LMIA options – each designed to satisfy different business appetites. Let’s find the perfect match for your hiring needs.
Starting November 8, 2024, the wage game is changing. Here’s what your province expects you to pay (per hour) to qualify for high-wage LMIA:
Province |
| Ontario |
| British Columbia |
| Alberta |
| Quebec |
New Threshold (CAD/hour) |
| 47.47 |
| 48.24 |
| 49.32 |
| 45.93 |
Here’s the thing: these numbers mean more than just paychecks:
Think of the Global Talent Stream as your express lane. It comes in two flavors:
This one’s different – no need for referral partners. But you’ll need to show:
Let’s not forget these special options:
Each stream has its own recipe for success. The secret ingredient? Your Labor Market Benefits Plan – showing how you’ll make Canada’s workforce stronger.
Pro Tips: Agricultural positions come with a 2-year expiry date, while Global Talent Stream positions can stretch to 3 years. It’s like Canada’s way of saying, “Let’s balance quick fixes with long-term growth.”
Picture yourself holding that positive LMIA – exciting, right? But there’s another piece to this puzzle: turning your LMIA into an actual work permit. Let me walk you through how these two documents work together.
Before you start packing your bags, you’ll need three golden tickets:
Your employer should hand over the LMIA confirmation letter, but they’ll keep the “Foreign Worker Names” document to themselves. Coming from a visa-required country? You’ll need to visit your local visa office to apply.
Once that positive LMIA lands in your hands, the clock starts ticking. Here’s what you need to know about timing:
Validity Period |
| 6 months from approval](https://www.canada.ca/en/employment-social-development/services/foreign-workers/lmia-expiry.html) |
| Maximum 2 years |
| Only works for the person named |
For those high-wage positions, your employer needs a solid plan to reduce foreign worker dependency. This isn’t just paperwork – it needs to kick off as soon as that LMIA approval comes through.
Don’t let your work permit catch you by surprise – mark your calendar to apply for renewal at least 30 days before it expires.
Need to extend your stay? Here’s your checklist:
Pro Tips: Apply for renewal before your permit expires and keep everything else the same – you can keep working while we process your application. Most permanent positions get work permits for up to 2 years.
Switching employers? You’ll need a fresh start:
Remember this: your LMIA work permit ties you to one employer – the one listed on your permit. For seasonal jobs or short-term gigs, watch for the end date in the ESDC Comments section. And here’s the thing: your work permit can’t last longer than what your LMIA says.
Let’s face it – even seasoned employers sometimes hit roadblocks with LMIA applications. Picture yourself confidently handling these challenges instead of feeling stuck. I’ll walk you through the common hurdles and show you how to jump over them.
Think of your LMIA application like a puzzle – missing pieces can stop the whole picture from coming together. Here’s what I’ve seen trip up even the most careful employers:
Common Issue |
| Incomplete Documentation |
| Wage Rate Discrepancies |
| Recruitment Evidence |
| Business Legitimacy |
Solution |
| Double-check against official checklist |
| Verify current prevailing wage rates |
| Maintain detailed advertising records |
| Prepare updated financial statements |
Here’s the thing: your application won’t even make it to first base if your business is in the sex industry or shows up on Immigration, Refugees and Citizenship Canada’s naughty list.
Don’t worry – I’ll help you gather what you really need:
The waiting game can drive anyone crazy. Here’s what the clock typically shows:
Want to keep things moving? Try these tricks:
The usual suspects causing trouble:
Sometimes you need a helping hand – and that’s okay! Think about getting expert help when:
Here’s a scary thought: fibbing on your application? That’s a two-year timeout. And if you promise to help Canadian workers but don’t follow through, say goodbye to the Global Talent Stream for two years.
Professional help really shines when you’re dealing with:
Pro Tips: ESDC isn’t playing around – they can slap you with fines up to CAD $139,336.02 per mistake. Plus, your business name might end up on their wall of shame!
Some industries get special treatment. Construction, food manufacturing, hospitals, and nursing homes might qualify for different foreign worker caps.
Need to change something on your positive LMIA? Submit fresh or fess up about changes you’ve already made. It’s like insurance against future headaches.
While an LMIA is generally necessary as a legal document from the Canadian government to hire temporary foreign workers instead of Canadians, there are cases where an LMIA may not be required.
The following cases may not require an LMIA, but a work permit will still be necessary:
Employees hired through the International Mobility Program, including co-op students, participants in exchange programs, individuals part of an international agreement, entrepreneurs, academics, and individuals with refugee status.
To be eligible for submitting an LMIA application, employers need to meet specific conditions, which include:
Legitimate Business: The employer must operate a lawful and legitimate business in Canada.
Public Goods or Services: The business should be involved in providing goods or services to the public, demonstrating its active contribution to the Canadian economy.
Genuine Need: The employer must demonstrate a genuine and justified need for hiring a foreign worker, indicating a shortage of qualified Canadian citizens or permanent residents to fill the position.
These eligibility conditions ensure that employers meet the necessary criteria before applying for an LMIA.
At Akrami and Associates, we understand the complexities of LMIA applications and offer the expertise of our experienced representatives. With our assistance, you can achieve the desired results efficiently and effectively.
In general, Canadian employers are typically required to obtain a positive Labour Market Impact Assessment (LMIA) through the conditions of the Temporary Foreign Worker Program when hiring foreign workers. However, there is an alternative called the International Mobility Program, which serves as an “umbrella” for work permit applications exempt from the LMIA requirement. Under the Immigration and Refugee Protection Regulations, there are five situations in which a work permit can be issued to a foreign worker without an LMIA. These situations include international agreements, Canadian interests, self-support, applicants already in Canada, and humanitarian reasons.
One of the streams under the Canadian interests category is the “Significant Benefit” stream. To be eligible for this stream, you must demonstrate that your work in Canada will create or maintain significant social, cultural, or economic benefits or opportunities for Canadian citizens or permanent residents. To assess your eligibility, immigration officers will evaluate your honesty and credibility, considering your accomplishments in your home country.
You may be asked questions such as:
It is crucial to gather and prepare evidence that demonstrates your competence and accomplishments. The more supporting factors you can provide, the higher your chances of a successful application.
According to Citizenship and Immigration Canada (CIC), processing officers consider the following measures to assess your abilities:
For francophone foreign workers entering occupations classified as (National Occupation Classification (NOC) O, A, and B, outside of Quebec, who have been recruited through Destination Canada or other employment events coordinated with the federal government and francophone minority communities.
The Labour Market Impact Assessment application is submitted to Service Canada, where the information is assessed, and a determination is made regarding whether a positive or negative LMIA will be granted.
To apply for a work permit, the worker must submit the following documents:
This letter provides information about the job being offered to the foreign worker, including the position, responsibilities, and compensation.
This is a legally binding agreement establishing the terms and conditions of employment between the worker and the employer.
This is a duplicate of the approved LMIA document, which demonstrates that there is a genuine need for a foreign worker to fill the job position.
This is a unique identification number assigned to the LMIA, which helps track and reference the assessment process.
By including these documents along with the LMIA application, the worker provides essential information and evidence to support their eligibility for a work permit. It is crucial to ensure that all the required documents are accurately completed and submitted to increase the chances of a successful work permit application.
To support the LMIA application, employers may be required to provide additional documents and information. These may include:
This can include a copy of the advertisement used to recruit for the position, along with information regarding where, when, and how long the position was advertised. This helps demonstrate that efforts were made to recruit Canadian citizens or permanent residents before considering a foreign worker.
For first-time LMIA applications, employers may need to provide documents that prove their business is registered or legally incorporated. However, this requirement does not apply to employers of in-home caregivers.
In some cases, employers may need to provide a provincial or municipal business license, depending on the jurisdiction and if it’s their first LMIA application. Similar to the previous requirement, this does not apply to employers of in-home caregivers.
The two most recently filed T2 Schedule 100 Balance Sheet Information and T2 Schedule 125 Income Statement Information, may be required for corporations. This requirement is specific to first LMIA applications and does not apply to employers in the film and entertainment industry or employers of in-home caregivers.
If applicable, employers may need to provide a clearance letter or certificate from the provincial/territorial workplace safety and insurance authority, such as the workers’ compensation board.
If it’s their first LMIA application, employers may need to submit a commercial lease agreement. However, this requirement does not apply to employers of in-home caregivers.
For film and entertainment industry employers, a copy of the employment contract may be required, except for film and TV.
Different provinces have specific documentation requirements. For example:
To apply online, you will need to complete the necessary form, validate it, print it, sign it, and upload both the forms and the supporting documents. Here’s what you need for a successful online application:
The first step is to create an account online. You can follow the provided link to create your account. Once the account is created, you will begin the application for an open work permit by answering some questions. Your responses will generate a personalized document checklist for you. Submit your application, upload the supporting documents, and make the payment online. You can use your online account to receive messages regarding your application, check its status, and update your information if necessary.
To submit a paper-based application, applicants should read the instruction guide to obtain all the necessary details for applying on paper. Complete all the required forms and gather all the supporting documents. Visit a Visa Application Center (VAC) to submit your paper application. The service fee charged by VAC varies from country to country. You can find information about the VAC in your country by following the provided link. Read the instructions for applying on paper for applicants in Canada or applicants outside Canada.
The fees you need to pay to the government include the application processing fee of $155 for one individual. Depending on your situation, you may also need to pay other third-party fees directly to the respective parties. These may include the VAC fee, medical examination fee, and police clearance certificate fee.
If required, applicants must provide their biometrics, including fingerprints and photos. You can visit the provided link to learn more about how to give your biometrics. The estimated cost is $85 for an individual and $170 for a family.
The processing time for work permit applications varies from one country to another. You can check the processing time for your country by following the provided link.
Please note that the information provided is for guidance purposes, and it is recommended to refer to the official sources and instructions for accurate and up-to-date information regarding the LMIA work permit application process.
When reviewing an LMIA application, Service Canada examines the following factors:
Salary: Service Canada assesses the salary offered to the foreign employee to ensure that it meets the prevailing wage rates for similar positions in the Canadian labour market.
Working Conditions: The working conditions provided to the foreign employee are evaluated to ensure compliance with relevant employment standards and regulations in Canada.
Benefit to Canadian Labour Market: Service Canada examines how hiring a temporary foreign worker will bring positive impacts to the Canadian labour market, such as filling labour shortages or contributing to skills development.
Recruitment Efforts: Evidence of genuine efforts made by the employer to hire local workers is considered, including details of job advertisements and any considerations given to applications from Canadian citizens or permanent residents.
Once your Labor Market Impact Assessment (LMIA) application is approved, the next step involves initiating the process for the foreign worker to obtain a work permit. After receiving the approval, it is essential to provide a copy of the LMIA approval letter and Annex A to the foreign worker. These documents will be necessary for the worker to proceed with the work permit application.
To apply for a work permit, the foreign worker must gather several required documents. These include a job offer letter from the employer, a signed employment contract outlining the terms and conditions of employment, a copy of the approved LMIA, and the specific LMIA number assigned to the application.
Upon gathering all the necessary documents, the foreign worker can submit their work permit application. The processing time for work permits can vary depending on the location where the application is submitted. It is important to note that each country may have its own specific procedures and timelines for processing work permits. Therefore, it is advisable to consult the relevant immigration authorities or visit their official website for accurate and up-to-date information regarding work permit applications and processing times.
Picture yourself holding that positive LMIA decision in your hands. Sounds exciting, right? While many see LMIA as a mountain of paperwork, I like to think of it as Canada’s way of creating a win-win situation – protecting Canadian jobs while welcoming talented people from around the world.
What makes an LMIA application successful? It’s like baking a perfect cake – you need all the right ingredients:
The waiting game varies wildly – from a speedy 10-day sprint with the Global Talent Stream to a several-month marathon with other categories. That’s why starting early isn’t just smart – it’s essential for hitting your hiring targets right on time.
Look, bumps in the road are normal on any journey. Sometimes you might need a guide, especially if you’re dealing with tricky situations or past refusals. But here’s what really matters: playing by the rules isn’t just about avoiding penalties – it’s your ticket to long-term success with the Temporary Foreign Worker Program.
Remember, I’m here to help you turn your LMIA challenges into success stories. Let’s make your foreign hiring dreams a reality!
Looking to navigate the LMIA application process smoothly and efficiently? Akrami & Associates is here to help!
Our team of experienced immigration professionals is well-versed in the intricacies of LMIA applications. We understand the eligibility conditions inside out and can guide you through the process, ensuring compliance and maximizing your chances of success.
With Akrami & Associates by your side, you can benefit from our expertise in:
Partner with Akrami & Associates for professional and reliable assistance with your LMIA application. Contact us today to discuss your specific needs and let us help you navigate the LMIA process with confidence and success.
To support the LMIA application, employers may be required to provide additional documents and information. These may include:
An LMIA is a document that Canadian employers need to hire foreign workers. It verifies that there’s a genuine need for a foreign worker and that no qualified Canadians or permanent residents are available for the position
Processing times vary depending on the stream. The Global Talent Stream can be processed in as little as 10 business days, while other categories like the High-wage and Low-wage streams may take 64 and 67 business days respectively.
Employers must provide essential documentation proving business legitimacy, conduct proper recruitment efforts, pay the required processing fee, and ensure compliance with Canadian labor standards. They also need to offer competitive wages and maintain proper working conditions.
No, foreign workers cannot apply for an LMIA themselves. The Canadian employer must initiate and complete the LMIA application process. Once approved, the foreign worker can then use the positive LMIA to apply for a work permit.
If there are significant changes to the employment conditions after receiving a positive LMIA, it’s recommended to submit a new application or voluntarily disclose the changes to ESDC. This helps maintain compliance and avoid potential penalties..
The LMIA is a program administered by Employment and Social Development Canada (ESDC) that allows Canadian employers to hire foreign workers. It ensures that there is a genuine need for a foreign worker and that no qualified Canadian citizen or permanent resident is available to fill the position.
Step 1: Post job advertisements across multiple platforms and keep records of your recruitment efforts.
Step 2: Ensure the job meets all wage and working condition standards set by ESDC.
Step 3: Submit a completed LMIA application with all supporting documents, including proof of recruitment, business legitimacy, and transition plans (if required).
Step 4: Pay the LMIA processing fee (currently CAD $1,000 per position).
Step 5: Wait for ESDC’s decision and provide additional information if requested.
Getting an LMIA approved can be challenging, as it requires:
Proving no Canadian citizen or permanent resident is available for the job.
Meeting specific recruitment and wage standards.
Submitting accurate and complete documentation.
Proper preparation and professional assistance, like Akrami & Associates, can significantly improve your chances of success.
In 2024, updated LMIA rules emphasize:
1. Stricter recruitment efforts, with extended advertising durations on approved job boards.
2. Enhanced employer compliance measures to ensure fair treatment of workers.
3. Updated caps for low-wage positions in certain industries.
4. Continued focus on the Global Talent Stream for expedited processing in tech and innovation sectors.
It can. An LMIA can support permanent residency (PR) applications. For example:
1. A positive LMIA can boost a candidate’s Comprehensive Ranking System (CRS) score in Express Entry.
2. It demonstrates the job offer’s validity, which is crucial for PR under many economic immigration streams.
High-wage LMIA applies to jobs where the offered wage is above the provincial or territorial median hourly wage. Employers must submit a transition plan outlining how they will reduce their reliance on foreign workers over time.
No, an LMIA does not guarantee a work permit. A positive LMIA is a prerequisite for many work permits, but the foreign worker must still meet eligibility criteria, such as having valid documentation, meeting job requirements, and passing medical or security checks.
No, you cannot legally work in Canada while waiting for an LMIA decision unless you already hold a valid work permit for another job. Working without proper authorization can negatively impact your immigration status.
Let me know if you’d like further details on any of these points!
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assist you with your matter. Book Now!
Book a Consultation
Call us for
more Information
+1-416-477-2545
Toll Free: 1-877-820-7121
Call us today
Complete our form and one of our
Representatives will contact you.
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