Work Permit (LMIA & LMIA-Exempt)

Overview

Most employer-specific work permits require a Labour Market Impact Assessment (LMIA) from Employment and Social Development Canada. Some categories, such as intra-company transfers and certain trade-agreement professionals, are LMIA-exempt.

Who may qualify

• A job offer from a Canadian employer
• An approved LMIA, unless exempt
• Qualifications and experience matching the job

The process

1. 1Confirm whether an LMIA is needed
2. 2Employer applies for the LMIA or submits an offer of employment
3. 3Gather supporting documents
4. 4Submit your work permit application
5. 5Receive your work permit

Timeline: Varies by stream and country — check IRCC's current processing times

Two main routes: LMIA-based and LMIA-exempt

Canada's temporary foreign worker system has two programs. The Temporary Foreign Worker Program (TFWP) is run jointly by Employment and Social Development Canada (ESDC) and IRCC, and usually requires the employer to obtain a Labour Market Impact Assessment (LMIA) before the worker applies. The International Mobility Program (IMP) is run by IRCC alone and covers work permits that are exempt from the LMIA — for example intra-company transferees, professionals under trade agreements such as CUSMA, and spouses of certain workers and students.

Which route applies depends on the job, the worker's citizenship and the relationship between the worker and the employer. Getting this decision right at the start is the single most important step, because applying under the wrong category is a common cause of refusal and lost time.

How the LMIA works for employers

An LMIA is ESDC's opinion on whether hiring a foreign worker will have a neutral or positive effect on the Canadian labour market. The employer — not the worker — applies. ESDC looks at whether the employer made genuine efforts to hire Canadians and permanent residents, whether the wage meets the prevailing wage for the occupation and region, and whether the job offer is genuine.

Recruitment methods and advertising periods depend on the stream and current ESDC instructions. Confirm them before advertising. High-wage versus low-wage classification uses the current provincial or territorial threshold, set at 20% above the median since November 8, 2024, not simply the median. The prevailing wage for the occupation is a separate requirement. Transition plans, caps and other duties depend on the stream.

The processing fee is $1,000 per position requested, paid to ESDC. Certain streams, such as some agricultural positions and LMIAs supporting permanent residence only, have different fee rules. ESDC also publishes a list of regions where it may refuse to process low-wage LMIA applications when local unemployment is high, so the work location matters.

LMIA-exempt work permits

Under the International Mobility Program, the employer does not need an LMIA but must usually submit an offer of employment through IRCC's Employer Portal and pay the $230 employer compliance fee before the worker applies. The worker then applies quoting the offer of employment number.

• Intra-company transferees — executives, senior managers and specialized-knowledge employees moving to a related Canadian company
• CUSMA and other free trade agreement professionals, traders and investors
• Significant benefit and reciprocal employment categories
• Open work permits for eligible spouses and partners of skilled workers and certain students
• Post-graduation work permits for eligible graduates of Canadian institutions
• International Experience Canada (working holiday, young professionals, international co-op)

What the worker needs to show

Even with an approved LMIA or a valid offer of employment, the work permit is a separate decision made by an IRCC officer. The worker must show that they can perform the job — through education, experience, licensing where required and, in some cases, language ability — and that they meet general admissibility requirements, including medical and criminality checks. Most applicants outside Canada must also give biometrics.

Officers may refuse if they are not satisfied the worker will leave Canada at the end of the authorized stay, although holding a temporary status while also intending to apply for permanent residence (dual intent) is permitted when the applicant shows they will respect the conditions of their temporary status.

Step-by-step timeline

A typical LMIA-based file moves through recruitment (at least four weeks), LMIA processing by ESDC (which varies widely by stream), then the work permit application with IRCC. LMIA-exempt files skip the recruitment and LMIA stages, which is why identifying an exemption can save several months. IRCC's processing times for work permits change weekly and differ by country, so we always check the official processing-times tool for your file rather than quoting a fixed number.

Employer compliance after the permit is issued

Employers who hire through either program must respect the conditions in the job offer — wages, duties, working conditions — and keep records for six years. IRCC and ESDC conduct inspections, and non-compliance can lead to administrative monetary penalties, bans from hiring foreign workers and publication of the employer's name. We help employers set up records before inspections, not after.

Government fees

Government fees in Canadian dollars. Professional fees are separate and quoted in writing before you engage us.

Processing times: Processing times change weekly and vary by country of residence. Check IRCC's official processing-times tool for your application type.

Document checklist

• Job offer or employment contract matching the LMIA or offer of employment
• LMIA decision letter, or offer of employment number and proof of the employer compliance fee (LMIA-exempt)
• Passport valid for the intended stay
• Proof of qualifications: diplomas, transcripts, licences or certifications
• Reference letters showing duties, dates and hours of past employment
• Résumé or CV
• Language test results where the job or stream requires them
• Medical exam results if required for your country or occupation
• Police certificates if requested
• Proof of relationship for accompanying family members

Common refusal reasons

• Officer not satisfied the worker can perform the job duties
• Wrong work permit category or exemption code selected
• Inconsistent job duties between the LMIA, job offer and reference letters
• Insufficient evidence of ties or intent to respect temporary status
• Missing licensing or certification for a regulated occupation
• Employer recruitment or wage requirements not met at the LMIA stage

Frequently asked questions