Small and medium-sized businesses are the backbone of Canada’s economy. They are also often the businesses most affected by persistent labour shortages. When a larger company loses an employee, it may be able to redistribute the work. For a smaller business, one vacant position can mean reduced operating hours, delayed projects, lost contracts, excessive overtime, declining customer service or an inability to grow.
When genuine efforts to recruit Canadian citizens and permanent residents have not produced a qualified candidate, an employer may consider the Temporary Foreign Worker Program. In most cases, the employer must first obtain a positive Labour Market Impact Assessment, commonly called an LMIA, from Employment and Social Development Canada (ESDC)/Service Canada.
An LMIA is not simply an application to hire a particular foreign worker. It is an evidence-based assessment of the business, the position, the offered wage, the employer’s recruitment efforts and the likely impact of hiring a temporary foreign worker on Canada’s labour market.
Two of the most common categories are the High-Wage Stream and the Low-Wage Stream. Choosing the correct stream is important because each has different recruitment rules, restrictions and employer responsibilities.
| Scope of this guide: This article discusses LMIA applications for positions located in Canada outside Quebec. Quebec has a separate coordinated federal-provincial process and additional requirements that are not covered here. |
What Is a Labour Market Impact Assessment?
An LMIA allows Service Canada to assess whether hiring a temporary foreign worker is likely to have a positive or neutral effect on the Canadian labour market. The Temporary Foreign Worker Program is intended to address genuine, temporary labour shortages when qualified Canadians and permanent residents are not available.
Service Canada may examine whether:
- the employer operates a genuine business that provides a good or service in Canada;
- the position reflects a reasonable operational need;
- the employer made genuine efforts to recruit Canadians and permanent residents;
- the wage and working conditions meet program and employment-law requirements;
- the employer can meet all financial and employment obligations;
- hiring the worker would displace or negatively affect Canadian workers; and
- the employer has complied with applicable federal, provincial and territorial laws.
A strong application must present consistent evidence across the job advertisements, LMIA forms, employment agreement, payroll information, business records and employer submissions.
What Determines Whether an LMIA Is High-Wage or Low-Wage?
The stream is determined by comparing the guaranteed hourly wage offered for the position with the applicable provincial or territorial hourly wage threshold for the place of employment:
- If the offered wage is at or above the applicable threshold, the employer normally applies under the High-Wage Stream.
- If the offered wage is below the applicable threshold, the employer normally applies under the Low-Wage Stream.
This classification is based on the offered wage and work location-not simply the job title, industry, NOC code or TEER category.
The thresholds are updated periodically. Rather than relying on a figure found in an older article, employers should always check the Government of Canada’s current high-wage and low-wage threshold table before beginning recruitment and again before submitting the application.
The stream threshold and the prevailing wage are different
This distinction causes significant confusion.
The provincial or territorial wage threshold determines which LMIA stream applies. The prevailing wage determines whether the wage is acceptable for the particular occupation and work location.
The employer must review the current occupational wage published on Job Bank and the wage range paid to comparable employees at the same work location. The wage offered to a temporary foreign worker should be consistent with the occupation, location, experience requirements and internal wage structure of the business.
Employers can check current occupational wages using the Government of Canada’s Job Bank wage comparison tool.
Only guaranteed wages are considered for the stream and prevailing-wage assessment. Employers should not rely on overtime, tips, bonuses, commissions or other non-guaranteed compensation to meet the wage requirement.
An employer should also not artificially increase a wage merely to place a position in the High-Wage Stream. The offered wage must remain credible for the occupation, location, existing workforce and employer’s ability to pay.
High-Wage and Low-Wage LMIA Requirements at a Glance
| Requirement | High-Wage Stream | Low-Wage Stream |
| Wage classification | Offered wage is at or above the current provincial or territorial threshold | Offered wage is below the current provincial or territorial threshold |
| Recruitment approach | Job Bank and additional occupation-appropriate recruitment, including national-scope recruitment under current rules | Job Bank, youth-focused recruitment and additional efforts directed to underrepresented groups under current rules |
| Transition plan | Generally required, subject to limited exemptions | Generally not required under the regular Low-Wage Stream |
| Workforce cap | Not subject to the regular Low-Wage Stream workforce cap | A location-specific cap normally applies, with variations for certain sectors and positions |
| CMA unemployment restriction | The Low-Wage Stream CMA restriction does not apply | Some applications in Census Metropolitan Areas may not be processed when the applicable unemployment rate reaches the federal threshold, unless an exemption applies |
| Employment duration | A longer duration may be available when justified by the employer’s reasonable need | A more restricted maximum duration generally applies |
| Transportation and housing | Regular High-Wage Stream obligations apply | Additional employer responsibilities generally apply for transportation and the availability of suitable, affordable housing |
| Transition to the workforce | Employer must outline activities to recruit, retain or train Canadians and permanent residents where a transition plan is required | Employer must satisfy the Low-Wage Stream’s enhanced recruitment and worker-support requirements |
Because program requirements change, employers should review the official High-Wage Stream requirements or Low-Wage Stream requirements before starting recruitment.
High-Wage LMIA: Important Employer Considerations
A High-Wage LMIA may be appropriate when the offered wage meets or exceeds the applicable provincial or territorial threshold and also satisfies the occupational prevailing-wage requirement.
Recruitment requirements
Employers must conduct reasonable efforts to recruit or train Canadians and permanent residents before applying. The current rules generally require advertising on Job Bank together with additional recruitment methods appropriate for the occupation. High-wage recruitment includes a national-scope component because qualified workers may be willing to relocate for professional, technical, managerial or skilled-trade positions.
The advertisements must run for the minimum period required by the current program rules, and required recruitment must continue while the application is under assessment. Employers must also use Job Bank’s Job Match and Direct Apply features in accordance with the current instructions.
The complete recruitment rules-including advertising duration, Job Match requirements and acceptable methods-are available on the official High-Wage Stream program page.
Transition plan
Most High-Wage LMIA applications require a transition plan explaining the activities the employer will undertake to recruit, retain or train Canadians and permanent residents and reduce reliance on the Temporary Foreign Worker Program.
For a small or medium-sized business, a meaningful transition plan may include:
- employee training and professional development;
- apprenticeship or internship opportunities;
- partnerships with colleges, trade schools or employment agencies;
- internal advancement or succession planning;
- improved retention initiatives; or
- sustained domestic recruitment for the position.
The plan should reflect the employer’s actual workforce and resources. If a transition plan was previously submitted for the same position and work location, Service Canada may review whether the earlier commitments were completed.
Low-Wage LMIA: Additional Restrictions and Responsibilities
The Low-Wage Stream has enhanced safeguards because of the potential impact on entry-level workers, young people and other groups that may face barriers to employment.
Enhanced recruitment
Low-wage employers must follow the current extended advertising requirements, use Job Bank and demonstrate adequate efforts to reach youth and other underrepresented groups. The recruitment platforms must be suitable for the occupation and should reach different audiences.
Posting substantially similar advertisements on several general employment websites may not be enough. Employers must be able to explain why each method was appropriate and provide reliable evidence of when and where the position was advertised.
The current advertising period, Job Match expectations, youth-recruitment requirements and acceptable recruitment methods are available on the official Low-Wage Stream program page.
Workforce cap
A cap generally limits the proportion of temporary foreign workers employed in low-wage positions at a specific work location. Different caps or exemptions may apply to particular industries, occupations, seasonal positions or other situations. Special calculation rules can also affect smaller worksites.
Before advertising, an employer should review the complete workforce at the location, including full-time and part-time employees, existing temporary foreign workers, workers holding other types of work permits and positions being requested. Payroll records may be required to support the calculation.
The rules and sector variations are updated from time to time. Employers should use the official Low-Wage Stream cap guidance rather than relying on an old percentage or calculation.
Refusal to process in certain metropolitan areas
Service Canada may refuse to process certain Low-Wage LMIA applications when the work location is within a Census Metropolitan Area whose unemployment rate meets or exceeds the federal threshold. The applicable list changes periodically, and exemptions may apply to specified sectors, occupations and situations.
The employer must review the exact worksite postal code, CMA classification, submission period, occupation and industry. A nearby municipality may be treated differently, and the result can change when the federal table is updated.
Employers should check the Government of Canada’s live LMIA refusal-to-process page immediately before submission.
Transportation, housing and insurance
Low-wage employers generally have additional responsibilities relating to the worker’s transportation to and from Canada, the availability of suitable and affordable housing, and private emergency medical insurance where provincial or territorial coverage does not begin immediately.
These costs and responsibilities cannot be improperly transferred to the temporary foreign worker. Employers should review the current Low-Wage Stream worker-support requirements when budgeting for the position.
Industry-Specific LMIA Considerations
The basic LMIA framework applies across industries, but the evidence and risk factors can differ substantially. The following examples illustrate issues commonly faced by small and medium-sized employers.
Trucking and transportation LMIA applications
Searches for a truck driver LMIA in Canada, trucking LMIA or transportation company LMIA often focus only on the availability of a driver. Service Canada examines much more than the vacancy.
A trucking employer should be prepared to demonstrate:
- an active and legitimate transportation business;
- a genuine need for the requested driver positions;
- sufficient vehicles, contracts, routes and work to support the request;
- the ability to pay the offered wage and meet working-condition requirements;
- compliance with transportation, safety and employment laws; and
- genuine recruitment of qualified workers already available in Canada.
Current business-legitimacy rules require trucking employers to provide specified transportation records with each application, including the applicable carrier profile or public profile report, National Safety Code documentation and fleet insurance. Employers should confirm the current list on the federal business-legitimacy page.
The work location, routes, wage structure, overtime arrangements and actual duties should be clearly explained. A trucking LMIA should not rely on a generic driver description that fails to reflect the company’s real operations.
Retail LMIA applications
Retail businesses may consider an LMIA for positions such as retail salespersons, sales supervisors, assistant managers or store managers. These roles are not automatically classified as high-wage or low-wage; the correct stream depends on the guaranteed wage and work location.
Retail employers should carefully document:
- store operating hours and staffing schedules;
- the current number and roles of employees at the location;
- sales activity and the operational need for the position;
- the effect of the vacancy on customer service, supervision and business operations;
- recruitment results and the availability of local candidates; and
- why the job requirements are reasonable for the actual position.
Service Canada may closely review retail applications because youth and other domestic job seekers often participate in this labour market. A job title should not be elevated to “manager” or “supervisor” unless the duties, decision-making authority, wage and organizational structure support that classification.
For a retail LMIA, retail supervisor LMIA or store manager LMIA, consistency between the advertisements, NOC duties, payroll structure and day-to-day responsibilities is essential.
Restaurants, food service and food manufacturing
Food-sector employers may seek an LMIA for cooks, food service supervisors, restaurant managers, food counter attendants, bakers, butchers or food-processing workers. Each occupation must be assessed separately based on the actual duties, wage, work location and business need.
A restaurant or food service employer should be ready to provide evidence relating to:
- operating hours, seating capacity and service model;
- staffing levels, kitchen and front-of-house structure;
- sales, payroll and the ability to support the position;
- the effect of the vacancy on operating hours, service quality or expansion; and
- genuine recruitment and job-related reasons Canadian applicants were not selected.
Employers should not assume that rules applying to food manufacturing also apply to restaurants. Food manufacturing and food service are different industries for program purposes. A food-processing operation may fall within a sector-specific cap or refusal-to-process variation, while a restaurant may not.
This distinction is important for employers researching a food service LMIA, cook LMIA, restaurant manager LMIA, food service supervisor LMIA or food manufacturing LMIA. The applicable NAICS industry code should be confirmed before relying on a sector exemption or variation.
Construction and skilled-trade LMIA applications
Construction companies may use the LMIA process for positions such as electricians, carpenters, welders, heavy-equipment operators, estimators, site supervisors and project managers when qualified workers are not available in Canada.
A construction LMIA may require evidence of active projects, signed contracts, project schedules, payroll, equipment and the expected duration of the workforce need. Employers must also determine whether the occupation is regulated and whether provincial trade certification, licensing or registration is required.
Some construction positions may benefit from sector-specific Low-Wage Stream treatment, but the industry classification and current rules must be checked carefully. A construction company should not assume that every position connected with a construction business qualifies for the same variation.
Hospitality and accommodation LMIA applications
Hotels, motels and other accommodation businesses may experience difficulty filling housekeeping, front desk, maintenance, food service and supervisory positions, particularly in seasonal or remote markets.
For a hotel LMIA or hospitality LMIA, Service Canada may consider occupancy, seasonality, operating hours, staffing structure, recruitment history and the availability of local workers. Employers must accurately distinguish between a seasonal need and a continuing position and ensure that any staff-accommodation arrangements comply with program requirements.
Manufacturing, warehousing and processing
Manufacturers and processors may require machine operators, production workers, industrial butchers, technicians, supervisors or maintenance personnel. Warehousing and distribution businesses may require material handlers, logistics coordinators or supervisors.
The employer should provide evidence of production levels, contracts, shifts, equipment, current staffing and the impact of the vacancy. The correct NAICS and NOC classifications matter because program variations may be limited to a specific manufacturing subsector or occupation rather than the employer’s entire operation.
For a manufacturing LMIA, warehouse LMIA or food processing LMIA, the application should clearly connect the number of positions and employment duration requested to actual production and workforce requirements.
Healthcare and continuing-care employers
Hospitals, continuing-care facilities, clinics and home-care employers may face shortages in regulated and support occupations. Licensing, registration and scope-of-practice requirements must be considered before an employer proceeds.
Some healthcare sectors or occupations receive different treatment under Low-Wage Stream caps or refusal-to-process rules. The exact occupation and industry must be verified using the current federal guidance; operating in the healthcare field does not automatically create an exemption for every position.
Provincial and Territorial Requirements Outside Quebec
The LMIA is a federal process, but employers must also comply with the laws of the province or territory where the worker will be employed. Provincial requirements may regulate employer registration, foreign-worker recruiters, recruitment fees, employment standards, workplace safety, housing or worker protections.
LMIA applications across Canada’s provinces and territories
This guide is relevant to employers seeking LMIA support for positions in British Columbia, Alberta, Saskatchewan, Manitoba, Ontario, New Brunswick, Nova Scotia, Prince Edward Island, and Newfoundland and Labrador, as well as the territories of Yukon, the Northwest Territories, and Nunavut.
The federal LMIA framework applies across these jurisdictions, but the wage threshold, occupational prevailing wage, labour-market conditions, provincial employer requirements and worker-protection rules depend on the actual place of employment. An employer researching an LMIA in Alberta may face different considerations from a business seeking an LMIA in British Columbia, Saskatchewan, Manitoba, Ontario, or Atlantic Canada. Employers in Yukon, the Northwest Territories, and Nunavut must also consider northern labour conditions, transportation, housing and the practical realities of remote worksites.
Island, coastal and remote regions
Island and coastal employers can face distinct workforce challenges because of smaller local labour pools, seasonal demand, transportation limitations and housing availability. This may be relevant to employers on Vancouver Island and the Gulf Islands in British Columbia, Cape Breton Island in Nova Scotia, Prince Edward Island, and the island of Newfoundland within Newfoundland and Labrador, as well as remote coastal and island communities in Nunavut and the Northwest Territories.
An island or remote location does not automatically create an LMIA exemption or guarantee approval. The employer must still establish a genuine need, conduct the recruitment required for the applicable stream and confirm how the exact worksite is treated under current federal and provincial rules. Employers searching for a Vancouver Island LMIA, Cape Breton Island LMIA, Prince Edward Island LMIA, Newfoundland LMIA, or northern Canada LMIA should use the precise work location rather than relying on province-wide assumptions.
Employers in British Columbia, Manitoba, Saskatchewan and Nova Scotia may need an employer registration certificate or proof of exemption before submitting certain LMIA applications. The federal High-Wage and Low-Wage overview pages provide links to the applicable provincial authorities:
- High-Wage Stream overview and provincial requirements
- Low-Wage Stream overview and provincial requirements
Employers in Alberta, British Columbia, Saskatchewan, Manitoba, Ontario, the Atlantic provinces and the territories should verify local employer and recruiter rules before retaining anyone to locate foreign workers or beginning the LMIA process. The employer may be held responsible for the actions of a recruiter acting on its behalf.
Temporary measures for rural employers may also vary by participating province or territory and can change over time. Employers outside a Census Metropolitan Area should consult the current federal temporary rural measures page.
The LMIA Process for Small and Medium-Sized Employers
Step 1: Confirm whether an LMIA is the appropriate option
Not every foreign worker requires an LMIA. Some workers may qualify for an LMIA-exempt work permit under the International Mobility Program. Employers should compare the available options before beginning a recruitment campaign.
Step 2: Define the genuine workforce need
The employer should be able to explain why the position is necessary, how the vacancy affects operations, why the number of positions is reasonable and how long the need is expected to continue. The position must be real and connected to the normal activities of the business.
Step 3: Select the correct NOC, NAICS and work location
The job title alone does not determine the National Occupational Classification. The lead statement and main duties must accurately reflect the work the employee will perform. The employer’s NAICS industry classification and the exact work location can also affect caps, exemptions and refusal-to-process rules.
Step 4: Determine the prevailing wage and LMIA stream
The employer should check the current Job Bank wage for the occupation and region, compare it with wages paid to comparable employees, and then compare the guaranteed offered wage with the current provincial or territorial stream threshold.
Step 5: Screen the application for restrictions
Before paying for advertisements, a low-wage employer should examine the worksite cap, CMA unemployment restriction, sector variations and any temporary measures. Employers should also confirm whether provincial registration or occupational licensing is required.
Step 6: Complete compliant recruitment
The advertisements must contain the information required by the current program rules. Employers should use appropriate platforms, follow Job Bank instructions and keep all recruitment active for the required period.
Step 7: Document and assess applicants properly
Employers should retain copies of advertisements, publication evidence, invoices, Job Match invitations, resumes, interview notes and clear job-related reasons for not hiring Canadian or permanent resident applicants. Recruitment must be genuine and must not be designed to favour a preselected foreign worker.
Step 8: Prepare the business-legitimacy evidence
Depending on the business and its history with the program, the evidence may include a business licence, CRA-issued tax documents, payroll records, contracts, invoices, financial statements, industry licences and operational records. The documents should demonstrate an active business, a reasonable employment need and the ability to fulfill the job offer.
Step 9: Prepare the stream-specific plan and obligations
For a high-wage application, this generally includes a credible transition plan. For a low-wage application, the employer should confirm the cap, recruitment obligations and worker-support arrangements required under current rules.
Step 10: Submit the LMIA and respond to Service Canada
Applications are submitted through LMIA Online using the employer’s Job Bank credentials. The employer must upload the required documents and pay the current government processing fee, unless an exemption applies. The fee and prohibited recruitment costs must not be recovered from the temporary foreign worker.
Service Canada may contact the employer or authorized representative to verify the business, recruitment, position, wage and anticipated labour-market benefits. Responses must be timely, accurate and consistent with the submitted evidence.
Step 11: Positive LMIA, work permit and compliance
If the LMIA is positive, the employer provides the required documents and signed employment agreement to the selected worker. The worker must then apply to Immigration, Refugees and Citizenship Canada for a work permit before the LMIA expires.
A positive LMIA does not automatically issue a work permit or guarantee approval. Once the worker begins employment, the employer must comply with the approved occupation, wage and working conditions, review wages as required, follow employment laws and retain records for the period required by the program. Service Canada may inspect the employer.
Common LMIA Mistakes That Can Cost a Small Business Time and Money
Common issues include:
- using an outdated provincial or territorial wage threshold;
- advertising under the wrong LMIA stream;
- selecting an incorrect NOC or NAICS classification;
- offering less than the occupational prevailing wage;
- publishing advertisements that omit mandatory information;
- using recruitment methods that do not satisfy current stream requirements;
- overlooking Job Bank, Job Match or Direct Apply obligations;
- applying before the required advertising period is complete;
- overlooking a Low-Wage Stream cap or CMA refusal-to-process measure;
- assuming an industry exemption applies to every position in the business;
- providing vague or inconsistent reasons for rejecting Canadian applicants;
- submitting financial records that do not demonstrate the ability to pay;
- using a generic transition plan unrelated to the business; or
- providing conflicting information across advertisements, LMIA forms, employment agreements, payroll and business records.
If the wrong stream is selected, the employer may need to withdraw the application, repeat recruitment and reapply. Government fees may not be refundable or transferable. A professional assessment before advertising can prevent avoidable delay and expense.
How HV Global Immigration Ltd. Can Help Employers
HV Global Immigration Ltd. is a CICC-licensed Canadian immigration consulting firm based in Calgary, Alberta. Led by Harish Sharma, RCIC R534969, the firm assists small and medium-sized employers with immigration and LMIA matters for positions across Canada outside Quebec.
Depending on the scope of the engagement, our employer services may include:
- assessing employer eligibility and the genuineness of the position;
- reviewing whether an LMIA or LMIA-exempt option may be appropriate;
- identifying the correct NOC, NAICS, work location and LMIA stream;
- checking current wage thresholds and occupational prevailing wages using official sources;
- reviewing Low-Wage Stream caps, CMA restrictions and industry variations;
- identifying applicable provincial employer-registration requirements;
- guiding employers on compliant advertising and recruitment documentation;
- preparing the LMIA forms and detailed employer submissions;
- organizing business-legitimacy and financial supporting documents;
- developing a position-specific transition plan where required;
- reviewing employment agreements and employer obligations;
- representing the employer before ESDC/Service Canada;
- responding to requests for information and assisting with the employer interview; and
- assisting the selected worker with an LMIA-based work permit application under a separate engagement.
HV Global provides immigration consulting and LMIA representation. We do not sell job offers, guarantee LMIA or work permit approvals, or replace the employer’s responsibility for recruitment and hiring. The employer must genuinely advertise the position, assess applicants, make the hiring decision and comply with all employment and program obligations.
Why Hire an Authorized Immigration Professional?
For a small or medium-sized business, an LMIA is not simply a form-filling exercise. The strength of the application depends on whether the workforce need, recruitment, NOC, NAICS, wage, business records and supporting explanations are accurate and consistent.
Identify problems before advertising begins
A preliminary review may reveal that a position is affected by a low-wage cap, a CMA restriction, a provincial registration requirement, an incorrect wage or a different work-permit option. Discovering the issue before the recruitment campaign can save considerable time and cost.
Build the recruitment campaign correctly
An advertisement that omits required information or uses unsuitable recruitment methods may have to be corrected and restarted. Professional guidance can help the employer follow current rules and preserve the evidence Service Canada expects.
Present the business need clearly
Many small employers do not have an internal human-resources or immigration department. An authorized representative can help translate the employer’s genuine operational challenges into a structured, evidence-supported submission without overstating or manufacturing a labour shortage.
Reduce inconsistencies and compliance risks
The wage, hours, duties, experience requirements and work location should align across every document. Professional review can identify contradictions that may raise concerns about the genuineness of the offer or create compliance problems after approval.
Receive advice from an authorized representative
A paid representative advising or acting on an LMIA must be authorized under the Temporary Foreign Worker Program. This includes a Canadian lawyer, an eligible Ontario paralegal or a Regulated Canadian Immigration Consultant in good standing with the College of Immigration and Citizenship Consultants.
Speak With HV Global Before Starting LMIA Recruitment
If your business is experiencing a genuine labour shortage, the best time to obtain advice is before publishing the advertisements. An early assessment can help determine the correct stream, identify restrictions and clarify what evidence should be retained from the first day of recruitment.
Book an employer LMIA consultation with Harish Sharma, RCIC.
- Phone: 403-421-0007
- Email: [email protected]
- Website: www.hvglobal.ca
- LMIA services: Learn how HV Global assists Canadian employers
- Contact: Request a consultation
Frequently Asked Questions
How do I know whether a position is high-wage or low-wage?
Compare the guaranteed offered wage with the current threshold for the province or territory where the employee will work. Then confirm that the wage also meets the occupational prevailing-wage requirement. Always use the current Government of Canada threshold table.
Is a manager, supervisor or skilled-trade position automatically high-wage?
No. The job title, NOC and TEER do not by themselves determine the stream. The offered wage and work location determine whether the application is high-wage or low-wage.
Are Low-Wage LMIA applications prohibited?
No. Eligible employers may still apply, but workforce caps, CMA refusal-to-process measures, enhanced recruitment and additional worker-support obligations may apply. The exact position, industry and work location must be assessed.
Is a restaurant treated as food manufacturing?
No. Restaurants and food-manufacturing businesses generally fall under different industry classifications. A sector variation available to food manufacturing should not be assumed to apply to a restaurant, café or other food service business.
Does a positive LMIA guarantee a work permit?
No. A positive LMIA supports the application, but IRCC separately assesses the foreign worker’s eligibility, admissibility and ability to perform the job.
Can an employer recover LMIA, recruitment or representative costs from the worker?
Employers and anyone recruiting on their behalf must not charge or recover prohibited recruitment, LMIA processing or representative costs from the temporary foreign worker.
When should an employer obtain professional advice?
Ideally, before advertising begins. Early advice can help prevent the employer from using the wrong wage, stream, NOC, NAICS, advertising language or recruitment method.
Official Government Sources
- Temporary Foreign Worker Program overview
- Current high-wage and low-wage thresholds
- High-Wage Stream overview
- High-Wage Stream program requirements
- Low-Wage Stream overview
- Low-Wage Stream program requirements
- Job Bank wage comparison tool
- Business-legitimacy assessment
- LMIA refusal-to-process measures
- Temporary measures for rural employers
- What happens after an LMIA application is submitted
Information reviewed: August 30, 2026
Disclaimer: This article provides general information only and does not constitute legal or immigration advice. Temporary Foreign Worker Program requirements, wage thresholds, unemployment-rate tables, government fees, processing policies and provincial requirements can change without notice. Employer eligibility and the appropriate strategy depend on the specific business, occupation, industry, work location, wage, workforce composition and proposed worker. Readers should confirm current requirements using the official links above or obtain professional advice. A positive LMIA or the use of professional representation does not guarantee approval of an LMIA or work permit.
