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LMIA (Employer-Sponsored Work Permits)
Last updated: 2026-09-17
A Labour Market Impact Assessment is the approval a Canadian employer needs from Employment and Social Development Canada before hiring a foreign worker, showing that no Canadian or permanent resident was available for the role. It underpins most employer-driven work permits and is a key step in many provincial nominee and permanent residence applications. The rules have tightened since 2024: the high-wage threshold rose, low-wage hiring is capped, and applications in higher-unemployment metropolitan areas are refused outright. This page sets out the current requirements, costs and process.
- Fee
- CAD $1,000 per position, paid by the employer and never charged to the worker
- BC threshold
- CAD $38.40 an hour from July 17, 2026 marks the high-wage line
- Validity
- A positive LMIA must be used within six months
- Duration
- Up to three years for high-wage roles; one year for low-wage
Official processing times
LMIA times as published by Employment and Social Development Canada, with IRCC's work permit times, synced twice a month.
| Application type | Published processing time |
|---|---|
| LMIA, high-wage stream (Service Canada) | 98 business days |
| LMIA, low-wage stream (Service Canada) | 82 business days |
| LMIA, Global Talent Stream | 9 business days |
| LMIA, permanent resident stream | 79 business days |
| Work permit, filed outside Canada · Filed in China | 4 weeks |
| Work permit, filed outside Canada · Filed in India | 11 weeks |
| Work permit, filed outside Canada · Filed in the Philippines | 8 weeks |
| Work permit extension in Canada | 118 days |
IRCC data updated: October 9, 2026 · Synced by us: 2026-10-20
Processing times are IRCC's statistics on applications it has already finished — a guide, not a commitment. Individual files vary with document completeness, requests for more information and background checks. For applications where the time depends on where you file, only a few common locations are listed; use IRCC's tool for others.
The main streams
High-wage
- The wage meets or exceeds the provincial threshold
- A transition plan is required, showing how you will recruit and train Canadians
- Employment duration of up to three years may be requested
- Caregiving, agriculture and limited-duration roles have exemptions
Low-wage
- The wage falls below the provincial threshold
- Subject to the 10% cap, or 20% in certain sectors
- The employer must provide or arrange suitable, affordable housing
- Round-trip transportation costs fall to the employer and cannot be recovered from the worker
Global Talent Stream
- For highly skilled in-demand occupations and innovative firms
- Targets two-week processing, subject to current published times
- Requires a labour market benefits plan
- Suited to technology and engineering roles
LMIA supporting permanent residence
- Specifically supports a worker's permanent residence application
- Can be combined with a work permit LMIA in one dual-purpose request
- Has long been a decisive factor in Express Entry scoring
- Frequently paired with provincial employer-driven streams
Provincial wage thresholds, from July 17, 2026
At or above the provincial figure the role is high-wage; below it, the stricter low-wage rules apply, and the obligations differ substantially.
| Province or territory | Hourly threshold (CAD) |
|---|---|
| British Columbia | 38.40 |
| Alberta | 37.50 |
| Ontario | 36.92 |
| Quebec | 36.00 |
| Saskatchewan | 34.62 |
| Newfoundland and Labrador | 33.60 |
| Nova Scotia | 31.96 |
| New Brunswick | 31.73 |
| Manitoba | 31.33 |
| Prince Edward Island | 31.20 |
| Yukon | 45.60 |
| Northwest Territories | 48.00 |
| Nunavut | 45.00 |
On November 8, 2024 the high-wage threshold was raised by 20%, moving many positions into the stricter low-wage rules. Thresholds are revised periodically — check the current figure before filing.
Official ESDC wage thresholds →Employer recruitment obligations
Defective recruitment is the single most common reason an LMIA fails.
- At least three recruitment activities before filing: a Job Bank posting plus two further methods with national reach
- The advertisement must run for at least four consecutive weeks within the three months before filing
- Low-wage positions must be advertised for at least eight weeks
- Recruitment records must be kept for at least six years
- Pay the prevailing wage: the higher of the Job Bank median for the occupation and location, or the range paid to current employees in the same role
- Guaranteed wages exclude overtime, tips, benefits, bonuses and commissions, and must be reviewed annually
- Give the worker a written employment agreement in English or French on or before their first day
- Employers may be inspected; non-compliant employers are named publicly and fined
Costs and timelines
| Item | Detail |
|---|---|
| Application fee | CAD $1,000 per position |
| Who pays | The employer; recovering it from the worker is prohibited |
| Refunds | None if the application is withdrawn, cancelled or refused |
| Validity | A positive LMIA must support a work permit application within six months |
| Employment duration | Up to three years high-wage; one year low-wage |
| Processing | A service standard of 10 business days for 80% of applications, subject to current published times |
Beyond the $1,000 fee, low-wage employers also carry housing arrangements, round-trip transportation and private health insurance until provincial coverage begins. None of these may be charged to the worker, so budget for them from the outset.
Official high-wage requirements →How it works
- 1
Determine high-wage or low-wage
Compare the offered hourly wage with the provincial threshold. This decides the obligations, the caps and the duration — getting it wrong means rebuilding the whole file.
- 2
Check the refusal-to-process rules
For low-wage roles, confirm the unemployment rate in the worksite's metropolitan area and whether the site has already reached its cap.
- 3
Run the recruitment
Advertise on Job Bank plus two national channels for four consecutive weeks (eight for low-wage), and keep full records of recruitment and screening.
- 4
Prepare and file the LMIA
File through the LMIA Online portal with a Job Bank account, include a transition plan for high-wage roles, and pay CAD $1,000 per position.
- 5
Support the assessment
ESDC may call to verify the business, the genuineness of the role and the recruitment. Keep financial and employment records ready.
- 6
Move to the work permit
Once positive, the worker files for a work permit within six months. Where a permanent residence LMIA was also requested, it supports the immigration application too.
Common questions
Can the worker pay the LMIA fee?+
No. The CAD $1,000 fee is the employer's by law and may not be charged to the worker or recovered in any form, including wage deductions or repayment after the fact. The same applies to low-wage housing, transportation and insurance costs. This is one of the most frequently penalised violations in inspections, and where recruitment agencies most often cross the line.
Why was my application not processed at all?+
Usually one of two reasons: the low-wage position sits in a census metropolitan area with unemployment at 6% or higher, which has stopped such applications since September 26, 2024; or the worksite has already reached the 10% cap, or 20% in listed sectors. Both are thresholds applied before any assessment, so check them before filing.
Is the high-wage and low-wage difference only about pay?+
Pay is only the dividing line; the obligations differ considerably. High-wage roles need a transition plan and can run up to three years. Low-wage roles are capped, last at most one year, and require the employer to provide housing, cover round-trip travel and arrange private health insurance where needed. Since the threshold rose 20% in November 2024, many formerly high-wage roles now fall on the low-wage side.
Does an LMIA lead to permanent residence?+
Not automatically. A work permit LMIA secures lawful employment; if permanent residence is the goal, ask for an LMIA that supports permanent residence as well, or pair the job with a provincial employer-driven stream. The right route depends on the occupation, the province and the worker's own profile, so plan both together rather than obtaining a work permit that leads nowhere.
Is hiring in a rural area different?+
Between April 1, 2026 and March 31, 2027, employers outside census metropolitan areas in participating provinces can use temporary relief: a 15% cap on low-wage positions, and existing proportions above the cap may be retained for now. For employers in smaller communities, that is a real window.
Wondering whether you qualify?
Contact us for an assessment and plan tailored to your background.
Book a consultationThis page summarizes official information from Immigration, Refugees and Citizenship Canada (IRCC) for general reference only. Immigration rules change often, so always check IRCC's latest requirements. Every case is different — contact us for an assessment of your situation.