At a glance
| Government fee | $1,000 per position (paid by the employer) |
| Recruitment | At least 4 weeks, usually 3 methods, within 3 months before applying |
| Wage | At or above the prevailing wage for the job and region |
| LMIA validity | Up to 6 months from issue: the worker must apply for the work permit within that time |
| Compliance period | Employers can be inspected for up to 6 years |
Do you need an LMIA?
Not always. Before starting an LMIA, check whether the worker can be hired without one:
| LMIA-exempt option | Examples |
|---|---|
| Open work permit holders | PGWP holders, spouses with open work permits, IEC working holiday, bridging open work permits |
| International trade agreements | CUSMA, CETA, CPTPP professionals and intra-company transferees |
| Intra-company transfer | Managers and specialized knowledge employees moving from a related foreign company |
| Francophone Mobility | French-speaking workers for jobs outside Quebec |
| Provincial nominee | Workers with a BC PNP work permit support letter |
| Significant benefit (C10) | People whose work brings major economic, social or cultural benefit |
If an exemption applies, you submit an offer of employment through the IRCC Employer Portal and pay a $230 employer compliance fee. This is usually faster and cheaper than an LMIA.
LMIA streams
High-wage stream
For jobs paying at or above the provincial median hourly wage plus 20%. In BC that's $38.40 an hour for LMIAs received from July 17, 2026.
- Requires a transition plan showing how you will reduce reliance on foreign workers
- Advertise for at least 4 consecutive weeks in the 3 months before applying
Low-wage stream
For jobs paying below the high-wage threshold.
- Cap of 10% on the share of low-wage foreign workers at a work site for most employers (20% for some sectors). Under a temporary BC measure since May 4, 2026, eligible employers can keep their current share if it's above the cap
- ESDC does not process most low-wage LMIAs in census metropolitan areas with an unemployment rate of 6% or more (ESDC updates the list every quarter)
- Maximum employment duration of 1 year
- Advertise for at least 8 consecutive weeks in the 3 months before applying
- Employer must pay for return transportation, help find affordable housing and provide health coverage until provincial coverage begins
Global Talent Stream (GTS)
For innovative companies and in-demand tech jobs.
- Category A: referred by a designated partner, for unique and specialized talent
- Category B: jobs on the Global Talent Occupations List (software engineers, data scientists, etc.)
- Fast processing: ESDC aims to process GTS LMIAs in 10 business days, and IRCC aims to process the work permit in 2 weeks (each 80% of the time)
- No advertising requirement, but you must sign a Labour Market Benefits Plan
Agricultural streams
Seasonal Agricultural Worker Program and the Agricultural Stream for primary agriculture jobs.
Permanent residence only (dual intent / PR-only LMIA)
Some employers apply for an LMIA to support a worker's permanent residence application. Note: since March 25, 2025, a job offer (including an LMIA job offer) hasn't added CRS points in Express Entry. From November 3, 2026, a qualifying job offer in a high-wage occupation will add 50, 70 or 100 CRS points, and it won't need an LMIA. A BC job offer can still support a BC PNP application.
LMIA requirements for employers
1. A genuine business and a genuine job
- Business is active, legally operating and able to pay the wage
- The job meets a real need of the business
- The job offer is consistent with the business's size and activities
2. Recruitment and advertising
Before you apply, you must try to hire Canadians and permanent residents first:
- Advertise on Job Bank (or the provincial equivalent)
- Use at least two other methods that suit the job, at least one of them national in scope
- Advertise for at least 4 consecutive weeks (high-wage) or 8 consecutive weeks (low-wage) within the 3 months before applying
- Keep records of every applicant and why they were not hired
- Include the required details in each ad: business name, job title, duties, wage, location, hours, requirements, how to apply
- Make efforts to recruit under-represented groups, such as vulnerable youth, Indigenous people and persons with disabilities
Exceptions apply to the Global Talent Stream and some other cases.
3. Wage and working conditions
- Pay the prevailing wage for the occupation and region (Job Bank median), or the wage paid to your current Canadian workers in the same job, whichever is higher
- Offer working conditions that meet BC employment standards
- Follow the job duties, wage and hours in the LMIA
4. Compliance after approval
- Pay the wage and give the job described in the LMIA
- Keep payroll and employment records for 6 years
- Allow inspections by ESDC or IRCC
- Never charge workers recruitment fees or recover LMIA costs from them
Penalties for non-compliance include warnings, fines of up to $1 million per year, temporary or permanent bans from the program and public listing. ESDC said in July 2026 that penalties had doubled compared with the year before.
LMIA documents checklist
- LMIA application form for the right stream
- Business legitimacy documents: CRA business number, T4 summaries, financial statements, business licence
- Proof of recruitment: copies of ads, dates, platforms, applicant records
- Job offer / employment contract signed by employer and worker
- Transition plan (high-wage)
- Housing and transportation details (low-wage and agriculture)
- Proof of fee payment ($1,000 per position)
- Worker's resume and qualifications
The LMIA process: step by step
- Eligibility check: confirm an LMIA is needed and choose the right stream.
- Wage check: confirm the prevailing wage on Job Bank for the NOC and region.
- Recruitment: run compliant ads for at least 4 weeks and keep records.
- Prepare the application: forms, business documents and recruitment proof.
- Submit to ESDC and pay the fee.
- ESDC review: an officer may call you to ask about the business and job.
- Decision: positive or negative LMIA.
- Worker applies for a work permit with the LMIA, within its validity period.
- Worker arrives and starts work. You follow all LMIA conditions.
LMIA and BC PNP
Many BC employers use temporary foreign workers and then support them for permanent residence through the BC PNP. The BC PNP has its own employer requirements, such as number of full-time employees and prevailing wage. Planning both together saves time and keeps the worker in BC long term.
Common reasons for LMIA refusal
- Advertising missing details, too short or on the wrong platforms
- Wage below the prevailing wage
- Business cannot show it is genuine or financially able
- Job does not match the business's needs or size
- Qualified Canadian applicants were not properly considered
- Low-wage application in a paused region or over the cap
- Past non-compliance
How Trueman Immigration helps employers
- Hiring strategy: LMIA, LMIA-exempt or open work permit options
- Recruitment plan: compliant ads and record-keeping templates
- LMIA application: forms, transition plans and business documents
- ESDC officer interviews: we prepare you for the call
- Work permit application for the worker
- Compliance support: audits, inspections and record checks
- PR planning: BC PNP support for your workers