Immigration Ineligibility

• Employer is on the IRCC ineligibility list or in default of an administrative monetary penalty
• Employer regularly offers services in the sex industry, including striptease, erotic dance, escort services or erotic massage

Basic requirements

• Processing fee of $1,000 non-refundable for each position, unless:
  • Hiring a caregiver to provide childcare in their home to a child under 13 for a family or individual with gross annual income of $150,000 or less
  • Hiring a caregiver to provide home care for an individual requiring assistance with medical needs
• On-farm primary agriculture under NOC 80020, 80021, 82030, 82031, 84120, 85100, 85101 or 85103
• Business and job offer must be legitimate and the employer must be able to fulfill the terms of employment
• If an employer hasn't employed a TFW in the last 6 years, they must demonstrate efforts to maintain an abuse-free workplace and no affiliation with an ineligible employer
• Demonstrate sufficient efforts to hire Canadians or permanent residents before offering the job to a foreign worker

Hiring position

• Must generally be full-time: minimum 30 hours per week
• Use either English or French as the job requirement, unless another language is essential and justified
• Pay the highest of the Job Bank median wage or the wage within the range paid to current employees for the same job, location, skills and experience
• Provide a completed and signed employment agreement on or before the worker's first day
• The worker must only perform duties corresponding to the occupation for which they were hired
• Low-wage positions are generally subject to a 10% cap per work location; specified sectors and occupations have a 20% cap or no cap
• Low-wage LMIA applications in a CMA with an unemployment rate of 6% or higher generally won't be processed, subject to exemptions
• Employer pays round-trip transportation between the worker's country of residence and the work location in Canada. Costs cannot be recovered from the worker
• Ensure or provide affordable housing at reasonable cost
• In applicable provinces or territories, obtain and pay for private emergency health insurance until the worker is covered by provincial or territorial health insurance
• Ensure workplace safety insurance coverage where required

Calculation of the cap

For employers with fewer than 10 employees at a given work location, effective August 18, 2026, the cap calculation uses a workforce size of 10:

• 10% cap = maximum 1 low-wage TFW
• 20% cap = maximum 2 low-wage TFWs
• Part-time employees count as 0.5
• Requested vacant TFW positions and previously approved TFWs who haven't started work are included in the calculation

Positions with no cap

• Primary agriculture: NOC 80020, 80021, 82030, 82031, 84120, 85100, 85101, 85103
• Health-care institution caregiving (NAICS 62): NOC 31301, 32101, 33102
• PR-support positions where no work permit is requested
• Truly temporary / highly mobile positions generally 120 days or less
• Seasonal positions up to 270 days, subject to the one-use-per-year rule

Positions subject to the 20% cap

• NAICS 23 - Construction
• NAICS 311 - Food Manufacturing
• NAICS 622 - Hospitals
• NAICS 623 - Nursing and Residential Care Facilities

Specific in-home caregiver positions in a private household:

• NOC 31301 – Registered nurses and registered psychiatric nurses
• NOC 32101 – Licensed practical nurses
• NOC 44100 – Home childcare providers
• NOC 44101 – Home support workers / caregivers

Temporary rural measures

From April 1, 2026 to March 31, 2027, eligible employers outside CMAs in participating provinces and territories may retain an existing TFW proportion above the cap and/or qualify for a 15% cap instead of 10%, depending on the province or territory.

Recruitment requirement

• Job Bank required
• Target youth ages 15–30
• At least 2 additional recruitment methods, each targeting a different underrepresented group
• Advertise for a minimum of 8 consecutive weeks within the 3 months before LMIA submission
• At least 1 recruitment activity must continue until the LMIA decision
• Use Job Match and invite all job seekers rated 2 stars or higher who are matched within the first 30 days
• Keep Direct Apply enabled and consider applications received through it
• Keep recruitment records for at least 6 years

Current LMIA Wage

Current Processing Time

Immigration Ineligibility

• Employer is on the IRCC ineligibility list or in default of an administrative monetary penalty
• Employer regularly offers services in the sex industry, including striptease, erotic dance, escort services or erotic massage

Basic requirements

• Processing fee of $1,000 non-refundable for each position, unless:
  • Hiring a caregiver to provide childcare in their home to a child under 13 for a family or individual with gross annual income of $150,000 or less
  • Hiring a caregiver to provide home care for an individual requiring assistance with medical needs
  • On-farm primary agriculture under NOC 80020, 80021, 82030, 82031, 84120, 85100, 85101 or 85103
• Business and job offer must be legitimate and the employer must be able to fulfill the terms of employment
• Demonstrate sufficient efforts to hire Canadians or permanent residents before offering the job to a foreign worker
• If an employer hasn't employed a TFW in the last 6 years, they must demonstrate efforts to maintain an abuse-free workplace and no affiliation with an ineligible employer
• A transition plan is generally required to recruit, retain and train Canadians or permanent residents and reduce reliance on foreign workers
• Dual intent LMIA applications supporting both temporary work and Permanent Residence also require a transition plan

Hiring position

• Must be full-time: minimum 30 hours per week
• High-wage employment duration may generally be requested for up to 3 years
• Use either English or French as the job requirement, unless another language is essential and justified
• Pay the highest of the Job Bank median wage or the wage within the range paid to current employees for the same job, location, skills and experience
• Prevailing wage must be reviewed annually and adjusted when required; it cannot fall below the wage approved on the positive LMIA
• Provide a completed and signed employment agreement on or before the worker's first day
• The worker must only perform duties corresponding to the occupation for which they were hired
• In applicable provinces or territories, obtain and pay for private emergency health insurance until the worker is covered by provincial or territorial health insurance
• Ensure workplace safety insurance coverage where required

Transition plan exemptions

• Private household caregivers (NAICS 8141): NOC 31301, 32101, 44100, 44101
• Health-care institutions (NAICS 62): NOC 31301, 32101, 33102
• Seasonal Agricultural Worker Program, Agricultural Stream and other primary agriculture occupations
• Quebec facilitated LMIA occupations, generally for the first request for the same job and work location
• Permanent Residence support only where no work permit is requested
• Limited-duration positions from 1 day to a maximum of 2 years where transition to a Canadian or Permanent Resident isn’t reasonably possible
• Positions requiring unique skills not readily available in Canada, including certain TEER 000 positions

Recruitment requirement

• Job Bank required
• At least 2 additional recruitment methods appropriate to the occupation
• At least 1 additional recruitment method must be national in scope
• Advertise for a minimum of 4 consecutive weeks within the 3 months before LMIA submission
• At least 1 recruitment activity must continue until the LMIA decision
• Use Job Match and invite all job seekers rated 4 stars or higher who are matched within the first 30 days
• Keep Direct Apply enabled and consider applications received through it
• Keep recruitment records for at least 6 years

• LMIA processing fee does not apply to occupations under NOC 80020, 80021, 82030, 82031, 84120, 85100, 85101, 85103
• The agricultural labor program allows businesses to hire workers to work in the agricultural industry for up to 2 years
• Before the expiration of the employment period, the employer must find a replacement, or file another assessment request, which the current employee can use to renew and continue working.

Basic requirements

• Not on the non-compliance employers list
• In good financial standing and not on the list of non-compliance employers or offering prostitute services
• Produce certain agricultural products on primary agriculture farm
• Demonstrate enough efforts to hire Canadian or Permanent Residents before offering a job to foreign workers
• If an employer hasn't participated in any TFW program in the last 6 years, they must demonstrate efforts to maintain an abuse-free workplace and ensure no affiliations with any employers ineligible for the TFWP program

Hiring position

• Use either English or French, unless demonstrating the essential need for another language
• Have employment contract
• The employee is only obliged to perform the duties listed in the employment contract
• The employer is responsible for providing transportation between the employees' residences and their workplace, as well as round-trip transportation between their home country and Canada at the beginning and end of their employment (deductible to the payroll, except BC)
• Provide affordable housing at a reasonable cost
  • on-farm housing: deduct a maximum of $30 per week from the wage, unless otherwise specified by the province
  • off-site housing: deduct a maximum of $30 per week from the wage unless otherwise specified by the province if in low-skilled occupations under NOC 84120 - Farm machinery operators only, 85100, 85101, 85103 OR ensure the rent does not cost more than 30% of the gross monthly earnings if in high skilled occupations under NOC 80020, 80021, 82030, 82031, 84120 - Specialized livestock workers only
• Ensure all foreign workers have public health insurance coverage, or finance private insurance until they qualify for public coverage, with all employees being insured by the same provider
• Have the wage that is highest of EITHER the applicable federal/provincial minimum wage OR the wage paid for the same occupation and regions by agriculture commodities as below:
  • apiary products
  • fruits, vegetables (including on-farm canning/processing of these products if grown on the farm)
  • mushrooms
  • flowers
  • nursery-grown trees including Christmas trees, greenhouses/nurseries
  • pedigreed canola seed
  • seed corn
  • grains
  • oil seeds
  • maple syrup
  • sod
  • tobacco
  • bovine
  • dairy
  • duck
  • horse
  • mink
  • poultry
  • sheep
  • swine

Seasonal Agricultural

• Seasonal Agricultural Worker Program allows employers to hire temporary foreign workers for a maximum period of 8 months from certain countries which Canada has bilateral agreements with, including Mexico and Caribbean countries such as Anguilla, Antigua & Barbuda, Barbados, Dominica, Grenada, Jamaica, Montserrat, St. Kitts-Nevis, St. Lucia, St. Vincent & the Grenadines, Trinidad & Tobago
• Provide adequate, suitable and affordable housing for foreign workers with the occupancy rate for each unit not exceed the maximum allowable occupancy rate

• The Caregiver Program allows households to hire caregivers for children, seniors, persons with disabilities, chronic illnesses or terminal illnesses to work full-time at least 30 hours per week in a private residence, including:
  • NOC 44100 - Child care provider, live-in caregiver, nanny
  • NOC 31301 - Registered nurse or registered psychiatric nurse
  • NOC 32101 - Licensed practical nurse
  • NOC 44101 - Attendant for persons with disabilities, home support worker, live-in caregiver, personal care attendant
• Caregivers may be eligible to apply for Permanent Residence if meeting the requirements of an applicable immigration program
• Maximum employment duration of 1 year for low-wage positions or up to 3 years for high-wage positions
• If the employer continues to require the position after the employment period, a new LMIA application must be submitted for the current worker to use to extend their work permit and continue working

Basic requirements

• Processing fee of $1000 non-refundable for each position, unless:
  • Hiring caregiver to provide childcare to a child under 13 years of age for families or individuals with a gross annual income of $150,000 or less
  • Hiring caregiver to provide home care for individuals requiring assistance with medical needs
• Not subject to government refusal to process
• Demonstrate enough efforts to hire Canadian or Permanent Residents before offering a job to foreign workers
• Demonstrate that the person receiving care meets the eligible care needs
• Demonstrate sufficient financial ability to pay the caregiver's wage

Hiring position

• Use either English or French, unless demonstrating the essential need for another language, and require sufficient language ability to communicate and perform the job independently
• Have post-secondary education for high-skilled positions OR relevant experience, qualifications or training for low-skilled positions
• May partner with another employer (maximum of 2 official employers)
• Have the wage at or above the median wage for the same occupation and region
• Have employment contract on or before their first day of work
• The employee is only obliged to perform the duties of the hiring position
• The employer is responsible for transportation to the workplace if under a low-wage position
• The employee cannot be required to live in the employer's residence; if living in, a suitable private room must be provided without charge for room and board; if living out under a low-wage position, suitable and affordable housing must be available
• Ensure foreign workers are covered by public health insurance or pay for private insurance until eligible for the public coverage

• LMIA allows employers to hire skilled foreign workers and support their Permanent Residence application under Express Entry through FSWP, FSTP or CEC
• May support Permanent Residence only, or both Permanent Residence and a work permit under Dual Intent

Immigration Ineligibility

• The employer is an embassy, high commission or consulate in Canada
• The employer is on IRCC's list of ineligible employers
• The business has been in operation for less than 1 year
• Hiring a foreign worker who intends to reside in Quebec

Basic requirements

• No processing fee if supporting Permanent Residence only; $1000 for each position if also supporting a work permit
• In good financial standing and not on the list of non-compliance employers or offering prostitute services
• Demonstrate enough efforts to hire Canadian or Permanent Residents before offering a job to foreign workers
• If an employer hasn’t participated in any LMIA program in the last 6 years, they must demonstrate efforts to maintain an abuse-free workplace and ensure no affiliations with any employers ineligible for the TFWP program
• Have a Transition Plan if Dual Intent under a high-wage position, unless exempted
• Meet the applicable foreign worker cap if Dual Intent under a low-wage position

Hiring position

• FSWP or CEC: Under TEER 0, 1, 2 or 3, full-time for at least 30 hours per week, for at least 1 year and non-seasonal
• FSTP: Under eligible skilled trades in TEER 2 or 3, full-time for at least 30 hours per week and for at least 1 year
• Use either English or French, unless demonstrating the essential need for another language
• Require relevant education, training, experience and licensing for the job position
• Have the wage at or above the median wage for the same occupation and region, or the wage paid to current employees for the same position if higher
• Have employment contract
• The employee is only obliged to perform the duties of the hiring position

• Global Talent Stream is one of the Labour Market Impact Assessment streams that allows an innovative company to hire an individual with unique and specialized talent referred by a designated partner in Category A OR on the Global Talent Occupations List of Category B
• This is a priority stream with the fastest processing time of 8 business days

Immigration Ineligibility

• The employer who has a non-compliance history in immigration law and regulation or fails to pay a financial penalty
• The employer who offers sex-related products and services

Basic requirements

• $1,000 for each position requested, non-refundable, unless hiring caregiver in certain circumstances
• In good financial standing and not on the list of non-compliance employers or offering prostitute services
• If an employer hasn't participated in any TFW program in the last 6 years, they must demonstrate efforts to maintain an abuse-free workplace and ensure no affiliations with any employers ineligible for the TFWP program
• The Labor Market Benefits Plan shows a commitment to activities that will have a positive and long-term impact on the Canadian labor market such as job creation (for positions in the Canadian labor market). A) or enhance skills and invest in training for Canadian citizens and permanent residents (for positions in the B)

Hiring position

• Use either English or French, unless demonstrating the essential need for another language
• Ensure foreign workers are covered by public health insurance or pay for private insurance until eligible for the public coverage
• Have employment contract
• The employee is only obliged to perform the duties listed in the employment contract

An innovative company (referred by a designated referral partner in Category A)

• Has a focus on innovation
• Has a willingness, and is capable of growing or scaling up
• is seeking for a unique and specialized talent
• has identified a qualified foreign worker for potential hire
• For the first 2 positions, pay at least $38.46/hour or $80,000/year or equivalent to the prevailing wage if higher, and $72.11/hour or $150,000/year for subsequent positions

Activities that benefits Canadian labour market

include but are not limited to these activities

• Increasing full-time and part-time job opportunities for Canadian and Permanent Resident;
• Establishing or enhancing educational partnerships with local or regional post-secondary institutes or with other organizations that are supporting skills and training (for example, providing post-secondary institutes with free licenses or other access to specialized software that will help to build student skills on key industry tools);
• Providing paid co-op or internship opportunities for Canadians and permanent residents at the firm;
• Developing, implementing or participating in initiatives that increase the participation of underrepresented groups in the workplace, (for example, hosting and/or attending events that support the professional development and/or hiring of underrepresented groups in the labour market and women in high-skilled technical and/or leadership roles at the firm);
• Providing direct training to Canadians or permanent residents, including supporting employees to travel to and attend industry or industry sector conferences relevant to the development of their specialized skillset;
• Ensuring that the highly skilled foreign workers directly supervise and mentor Canadian workers at the firm to support knowledge transfer;
• Increasing growth of revenue, employment or investment at the firm;
• Developing or improving best company practices or policies related to attraction/retention of Canadian workforce (for example, by supporting code sprints and hackathons to hire new employees); and
• Developing or enhancing partnerships with organizations that assist with the identification of top domestic capital

Category A - Designated referral partners

Pan-Canadian

• Business Development Bank of Canada
• Council of Canadian Innovators
• Global Affairs Canada’s Trade Commissioner Service
• Innovation, Science and Economic Development Canada - Accelerated Growth Service
• Invest in Canada
• National Research Council - Industrial Research Assistance Program (NRC-IRAP)
• Privy Council Office, Special Projects Team
• TECHNATION

The Atlantic Region

• Atlantic Canada Opportunities Agency

New Brunswick

• Ignite Fredericton
• Venn Innovation
• Government of New Brunswick – Department of Post-Secondary Education, Training and Labour

Newfoundland and Labrador

• Genesis

Nova Scotia

• Cape Breton Partnership
• Government of Nova Scotia, Nova Scotia Business Inc.
• Halifax Partnership

Prince Edward Island

• Government of Prince Edward Island, Island Investment Development Inc.

Ontario

• Burlington Economic Development Corporation
• Invest Brampton
• Invest in Hamilton
• City of Mississauga
• Communitech Corporation
• Federal Economic Development Agency for Southern Ontario
• Government of Ontario, Labour, Training and Skills Development – Ontario Immigrant Nominee Program
• Government of Ontario, Ministry of Economic Development, Job Creation, and Trade – Ontario Investment Office
• Invest Ottawa
• Kingston Economic Development Corporation
• London Economic Development Corporation
• MaRS Discovery District
• Regional Municipality of Niagara
• York Region
• Sarnia-Lambton Economic Partnership
• Toronto Global
• Town of Oakville
• Waterloo Region Economic Development Corporation
• Invest Windsor-Essex

Quebec

• Canadian Economic Development for Quebec Regions
• For other designated referral partners in Quebéc, visit MIFI

Alberta

• Calgary Economic Development
• Edmonton Metropolitan Region Economic Development Company (Edmonton Global)
• Government of Alberta, Ministry of Jobs, Economy and Trade

British Columbia

• Accelerate Okanagan
• BC Tech Association
• Government of British Columbia, Ministry of Municipal Affairs
• Kootenay Association for Science & Technology
• Launch Academy
• Metro Vancouver Regional District/Invest Vancouver
• Vancouver Economic Commission
• Venture Kamloops

Manitoba

• Economic Development Winnipeg
• Government of Manitoba, Manitoba Education and Training
• Tech Manitoba

Northwest Territories

• Government of the Northwest Territories, Department of Industry, Tourism and Investment

Saskatchewan

• Government of Saskatchewan, Ministry of Immigration and Career Training

Category B - Global Talent Occupations

Have the wage that is highest of EITHER the median wage for the same occupation and regions as defined on Job Bank OR within the wage range of current employees for the same job, work location, skills and years of experience

• NOC 20012 Computer and information systems managers
• NOC 21210 Mathematicians and statisticians
• NOC 21211 Data scientists
• NOC 21220 Cybersecurity specialists
• NOC 21221 Business system specialists
• NOC 21222 Information systems specialists
• NOC 21223 Database analysts and data administrators
• NOC 21230 Computer systems developers and programmers
• NOC 21231 Software engineers and designers
• NOC 21232 Software developers and programmers
• NOC 21233 Web designers
• NOC 21234 Web developers and programmers
• NOC 21300 Civil engineers
• NOC 21310 Electrical and electronics engineers
• NOC 21330 Mining engineers
• NOC 21390 Aerospace engineers
• NOC 22310 Electrical and electronics engineering technologists and technicians
• NOC 21311 Computer engineers, except software engineers and designers
• NOC 22220 Computer network technicians
• NOC 22222 Information systems testing technicians
• NOC 51120 Producer, technical, creative and artistic director and project manager – Visual effects and video game
• NOC 52120 Digital media designers