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Employer immigration · Canada
LMIA support for Canadian employers.
High-wage, low-wage and Global Talent Stream applications. Understand the requirements, prepare the right evidence, and plan your next hire with Chris Brown.
A 15-minute conversation about your needs and next steps.
Practical advice. Direct support.
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What is an LMIA?
A Labour Market Impact Assessment (LMIA) is an employer application assessed by Employment and Social Development Canada (ESDC)/Service Canada. It considers the effect of hiring a temporary foreign worker on Canada’s labour market.
A positive decision can support a worker’s work permit application. The LMIA itself does not authorize the person to work. The worker must also qualify for the appropriate work permit.
Start by checking whether an LMIA is needed.
Some hires qualify under an LMIA exemption, including certain intra-company transfers and trade-agreement categories. Explore LMIA-exempt work permits →
Official guidance: IRCC’s LMIA overview.
Three LMIA streams. Different requirements.
The appropriate stream depends on the position, wage, work location and employer’s circumstances. GTS has its own eligibility rules.
High-wage LMIA
For wages at or above the applicable provincial or territorial threshold. Recruitment and a transition plan are key considerations, subject to applicable exceptions.
Low-wage LMIA
For wages below that threshold. Recruitment, workforce caps and location-based processing restrictions need careful review.
Global Talent Stream
For qualifying employers hiring unique and specialized talent through Category A, or workers in listed in-demand occupations through Category B.
High-wage and low-wage refer to the wage threshold—not simply the job title or skill level. The wage must also meet the applicable prevailing-wage requirements. Raising a wage solely to avoid a program requirement can lead to refusal.
Official guidance: current provincial and territorial wage thresholds.
What employers need to prepare
High-wage LMIA applications
Employers generally need to demonstrate business legitimacy, a genuine job offer and compliant recruitment. Standard advertising normally includes at least four consecutive weeks within the three months before applying, with one recruitment activity continuing until a decision.
A transition plan is generally required unless an exemption applies. It sets out steps to recruit, retain or train Canadians and permanent residents and reduce reliance on temporary foreign workers.
Official guidance: high-wage program requirements.
Low-wage LMIA applications
Current standard advertising requires at least eight consecutive weeks within the three months before applying. Employers must also meet youth recruitment and other prescribed recruitment requirements, with one activity continuing until a decision.
Low-wage employers also have obligations concerning transportation, suitable and affordable housing, and health insurance where required. We review which requirements and variations apply to your position.
Official guidance: low-wage program requirements.
Check whether a low-wage application can be processed before starting.
Workforce caps and refusal-to-process rules can prevent an application from proceeding. These include restrictions for certain low-wage positions in census metropolitan areas with unemployment of 6% or higher. Sector exceptions and temporary measures may apply.
Global Talent Stream: a focused route for eligible hires
GTS remains an LMIA pathway. It is designed for specific talent needs, rather than every skilled or technology job.
Unique and specialized talent
Requires a referral from a designated partner and a qualifying hire to help an innovative business scale and grow.
Listed in-demand occupations
For eligible positions on the Global Talent Occupations List. A designated-partner referral is not required.
Employers must meet the applicable wage rules and develop a Labour Market Benefits Plan with ESDC. This includes commitments benefiting Canadians and permanent residents, with annual progress reviews. There is no minimum recruitment requirement for GTS, although domestic recruitment is encouraged.
The published LMIA service standard is 10 business days for 80% of applications. This is a service target, not a guaranteed decision date. Work permit processing is a separate step.
Official guidance: GTS eligibility and employer requirements.
Official guidance: GTS application process and service standard.
How Tudor House can help
We begin with the proposed hire and work backwards to the evidence needed. Our role is to explain the options clearly and help you prepare a consistent, well-supported application.
- Assess the hiring situation.
Review the duties, wage, work location, business and worker’s circumstances, including possible LMIA exemptions.
- Plan the evidence.
Identify recruitment requirements, business documents and the relevant transition plan or Labour Market Benefits Plan.
- Prepare the application.
Organize the supporting documents and application details, and assist with questions raised during assessment within the agreed scope.
- Plan the worker’s next step.
Where retained, assist with the separate work permit application and explain the employer’s ongoing responsibilities.
Provincial requirements may also apply. For example, employers hiring in British Columbia should check employer registration requirements and any applicable exemption before filing. Quebec has additional procedures.
Official guidance: provincial registration and application requirements.
LMIA questions employers often ask
How much does an LMIA cost?
The standard government processing fee is CAD $1,000 per requested position, subject to applicable exemptions. Professional fees, advertising and the worker’s work permit fees are separate. We explain our fees and scope before you retain us. See ESDC’s fee rules.
Can the worker pay the employer’s LMIA or recruitment costs?
The employer cannot pass the LMIA processing fee or recruitment costs, including the employer’s representation costs, to the foreign worker. These costs must be handled in accordance with the program’s rules.
Does a positive LMIA guarantee a work permit?
No. The worker must make the appropriate application and meet work permit requirements. A positive LMIA does not itself give permission to start working in Canada.
Can every technology employer use the Global Talent Stream?
No. The employer and position must meet Category A or Category B requirements. We assess GTS eligibility alongside other possible work permit routes.
What should I have ready for a discovery call?
Bring the job title and duties, proposed wage, work location, number of positions, a brief description of the business, and any recruitment already completed. If you have a worker in mind, their citizenship and current immigration status are also useful.
Your consultant
Clear advice from Chris.
I’m Chris Brown, a Regulated Canadian Immigration Consultant. I help employers and workers understand their options, identify the evidence they need, and make informed decisions about their Canadian immigration applications.
We work online with clients across Canada and internationally. You can discuss the job, the business and the worker’s situation directly with me.
RCIC #R528923 · Verify my licence with the College
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Planning to hire or retain a foreign worker?
Let’s discuss your business, the position and the potential route forward. Start with a free discovery call with Chris.
We’ll explain the proposed scope, professional fees and next steps before you decide to proceed.