A positive Labour Market Impact Assessment is the foundation of most hires under the Temporary Foreign Worker Program. Before an employer can support an employer-specific work permit, ESDC must be satisfied that the position is genuine, that the wage meets the prevailing rate for the occupation and region, and that a real effort was made to recruit Canadians and permanent residents first. Each of these is tested against documents, not intentions.
The stream matters. High-Wage positions carry a transition plan requirement. Low-Wage positions are subject to a cap on the share of a workforce that can be temporary foreign workers, along with housing, transportation and health insurance obligations, and are currently not accepted in some regions with higher unemployment. A Dual Intent LMIA supports both the work permit and the worker’s permanent residence application. We confirm the right stream before any advertising starts, because recruitment done for the wrong stream often has to be repeated.
Employers also face a compliance regime that continues after approval. Wages, duties and working conditions must match what was assessed, and inspections can result in penalties or a ban from the program. We build the file with compliance in mind, so that what is promised on paper is what happens in the workplace.
Who this is for
- Canadian employers who cannot fill a position locally and need to hire a foreign national under the Temporary Foreign Worker Program
- Businesses seeking a High-Wage or Low-Wage LMIA for skilled trades, healthcare, hospitality, agriculture, transport or professional roles
- Employers who want to retain a current foreign worker and support their permanent residence through a Dual Intent LMIA
- Employers whose previous LMIA was refused or returned for incomplete recruitment, wage or business legitimacy issues
What we do
- Assess the position, wage and region against current ESDC requirements and confirm the correct stream before recruitment begins
- Design and document a compliant recruitment campaign, including the Job Bank posting and the additional advertising ESDC expects to see
- Prepare the LMIA application, employer attestations and business legitimacy documents, with attention to the details that trigger requests for more information
- Draft the transition plan for High-Wage positions, or the cap, housing and benefit documentation for Low-Wage positions
- Respond to ESDC officer calls and document requests during the assessment
- Coordinate the worker’s employer-specific work permit application once the positive LMIA is issued, and brief you on ongoing compliance
How it works
- 1
Employer eligibility review
We review your business, the position, the wage you intend to offer and your workforce composition, and tell you frankly whether an LMIA is realistic and which stream fits.
- 2
Recruitment
We set up the advertising ESDC requires, track every posting and applicant, and document why Canadian applicants were not hired. This stage cannot be shortened; ESDC checks the dates.
- 3
Application preparation
We assemble the LMIA application, supporting business documents, wage evidence and any transition plan, and review it against the current ESDC checklist before submission.
- 4
Assessment and decision
We handle ESDC follow-up on your behalf, including officer calls and requests for information, until the decision is issued.
- 5
Work permit and compliance
With a positive LMIA in hand, we prepare the worker’s permit application and brief you on the record-keeping and conditions that keep you compliant.