LMIA Canada: Employer Requirements, Fees and Application Steps

Does this job require an LMIA?

Start with the worker's existing authorization and the proposed employment. Someone who holds an appropriate valid open work permit does not need an employer LMIA to work under that authorization. Some employer-specific work permits also qualify for an LMIA exemption under the International Mobility Program.

An LMIA exemption is not necessarily a work permit exemption. The applicable category must fit the facts, and employer submission or compliance requirements may still apply. Consult IRCC's LMIA requirement guidance.

Potential routes to assess include intra-company transfers, qualifying CUSMA work permit categories and open work permits. An occupation code or job title alone does not establish an exemption.

Which LMIA stream applies?

The correct stream depends on the role, pay, location and hiring circumstances. Use ESDC's stream directory to identify the rules that apply before you plan the submission.

High-wage versus low-wage: two different wage checks

The provincial or territorial hourly wage threshold determines which stream applies. The prevailing wage assesses appropriate pay for the occupation and location. These are not interchangeable.

For example, ESDC lists Ontario's stream threshold as CAD $36.92 per hour for applications received from July 17, 2026. That figure alone does not establish the right wage for a particular job. Check the current threshold table and occupation-specific requirements. Increasing the wage merely to avoid another stream's requirements can lead to a negative decision.

Recruitment and advertising requirements

Recruitment must be genuine and documented. The purpose is to assess whether Canadians or permanent residents are available, not simply to produce advertisements for a predetermined outcome. Keep the job duties, pay, hours, work location and qualifications consistent across the advertisements and application.

Under the current standard rules, high-wage advertising requires at least four consecutive weeks within the three months before applying. Low-wage advertising requires at least eight consecutive weeks within that period. At least one recruitment activity must continue until a decision. Variations may apply; check the high-wage requirements or low-wage requirements for the complete rules.

The low-wage guidance also requires recruitment efforts targeting youth. Do not assume that reposting the same advertisement on similar websites satisfies all recruitment methods. Review Job Bank features and the audience reached by each method.

Build a usable recruitment record

• Save the actual advertisement, posting dates, platform and evidence of how long it ran.
• Record applications received and the job-related reasons for hiring or not hiring candidates.
• Preserve correspondence and interview notes consistently.
• Track any required continuing advertising while the LMIA is pending.
• Review changed job terms before submitting, rather than assuming an old campaign still supports the new offer.

How an employer prepares an LMIA application

1. Assess the proposed employment. Confirm who the employer is, the business need, work location, duties, hours and compensation.
2. Check exemption and stream options. Confirm that an LMIA is needed and identify any restrictions before committing to recruitment.
3. Complete recruitment properly. Use the applicable duration and methods, and document the results.
4. Prepare business and employment evidence. Match documents to the stream and the employer's circumstances.
5. Review and submit through LMIA Online. Confirm consistency, required declarations, attachments and payment where applicable.
6. Respond to Service Canada. Keep an authorized contact available and meet requests for clarification or further records.
7. Plan the next stage. A positive LMIA is followed by the worker's immigration process and continuing employer obligations.

What documents should an employer organize?

Prepare a clear job description, proposed employment terms, recruitment evidence, relevant business licences, tax or financial records, and information about the existing workforce. Depending on the stream, additional records may include a transition plan, provincial registration evidence or specialized employer documents.

ESDC's business legitimacy assessment examines whether the business operates, reasonably needs the position, can fulfil the employment terms and meets compliance requirements. A new or small business should explain its circumstances through reliable records rather than relying on a claimed approval percentage.

Use the LMIA Online guidance for account and submission instructions. Do not share personal account passwords with a representative; follow the authorized representative process.

How much does an LMIA cost, and how long does it take?

The standard high-wage LMIA processing fee is CAD $1,000 for each requested position. The employer must not recover that fee from the worker. Other streams and certain situations have different fee treatment or exemptions, so verify the applicable rules. Professional fees, advertising and other employer costs are separate; request a written breakdown of the services and charges.

Processing varies by stream and workload. Use ESDC's current LMIA processing times when planning. Advertising, document preparation and the worker's subsequent work permit assessment add time. A published average or service standard is not a guaranteed start date.

For a time-sensitive vacancy, prepare a timeline showing the recruitment period, submission readiness, expected government assessment and worker's authorization. Avoid promising a worker that they can begin on a date before the required authorization is in place.

What happens after a positive LMIA?

Check the decision letter, employment details and validity information. Give the worker the documents required for their work permit application. The worker must still satisfy IRCC's requirements and obtain any necessary authorization before starting the job. See our Canadian work permit guide.

Maintain the agreed employment conditions and required records. Changes to duties, location, wages or other terms should be assessed before implementation. Follow employer compliance guidance throughout employment, not just when an application is submitted.

Does an LMIA give the worker permanent residence?

No. A positive LMIA, a work permit and permanent residence are different decisions. Whether a job offer affects eligibility or points depends on the current immigration program and the offer's specific characteristics. Use our Express Entry guide and permanent residence pathway comparison to identify questions for an assessment.

What if the application is refused?

Read the reasons and distinguish a refusal to process from a negative assessment. Identify whether the problem concerns the stream, recruitment, wage, business evidence or another requirement. Repeating the same application without addressing the issue is unlikely to resolve it. Obtain advice about correction, a new application or any available review process and deadlines.

LMIA frequently asked questions

Get a practical plan for your hiring needs

Bring the proposed job description, wage, location, recruitment history, company information and any worker permit expiry date to your consultation. We can discuss the appropriate route, evidence gaps and next steps, including whether an LMIA-exempt option deserves assessment.

General information, not advice about an individual application. Requirements and intake measures can change.