LMIA Applications
Labour Market Impact Assessments for Canadian employers hiring temporary foreign workers. Expert guidance through one of Canada's most complex and frequently changing immigration processes.
Important — 2026 LMIA Rule Changes
Low-wage advertising is now 8 weeks with a new youth-recruitment requirement, and the high-wage threshold is the median hourly wage + 20% (thresholds updated July 17, 2026). The low-wage CMA processing freeze was refreshed July 10, 2026 — 26 census metropolitan areas are affected through October 8, 2026. Verify your work location before starting any LMIA recruitment.
What is an LMIA?
A Labour Market Impact Assessment (LMIA) is a document issued by Employment and Social Development Canada (ESDC) through Service Canada that an employer must obtain before hiring most temporary foreign workers under the Temporary Foreign Worker Program (TFWP). A positive LMIA confirms that no qualified Canadian citizen or permanent resident was available to fill the position, and that hiring a foreign worker will not negatively affect the Canadian labour market. The LMIA process is one of the most document-intensive and time-sensitive processes in Canadian immigration — and the rules change frequently. Asteco works directly with employers throughout the entire process.
LMIA Processing Fee
$1,000 CAD per position
Guides for Your Sector
The rules land very differently depending on what you do and where you are — the cap, the processing freeze, and even whether an LMIA is viable at all. These guides cover the specifics.
Healthcare & Long-Term Care
NAICS 622 & 623 · 20% cap · Exempt from the CMA freeze
Read the guideSector GuideConstruction
NAICS 23 · 20% cap · Exempt from the CMA freeze
Read the guideSector GuideTrucking
NOC 73300 · Terminal location matters · 10% cap
Read the guideSector GuideRestaurants & Food Service
NAICS 72 · 10% cap · Most affected by the freeze
Read the guideLocation GuidePrince Edward Island
No CMAs in PEI · Freeze does not apply · Lowest wage threshold
Read the guideHigh-Wage LMIA Stream
Wage at or above the threshold (median + 20%)
The high-wage stream applies when the wage offered to the temporary foreign worker is at or above the applicable provincial or territorial hourly wage threshold — defined as the median hourly wage plus 20%. These thresholds vary by province and territory and are updated periodically by ESDC.
Key Requirements
Provincial / Territorial Wage Thresholds
The wage thresholds below were updated July 10, 2026 and apply to LMIA applications received on or after July 17, 2026.
Wages at or above the threshold for the work province/territory fall under the high-wage stream; wages below fall under the low-wage stream.
Transition Plan Requirement
A Transition Plan is a mandatory requirement for high-wage LMIA applications. It outlines the steps the employer will take to hire Canadians and permanent residents for the position over time — such as training, apprenticeships, or increased recruitment efforts. Service Canada reviews the implementation of previous Transition Plans when assessing new applications.
The high-wage stream is not subject to the CMA unemployment-based processing freeze that applies to low-wage applications. If a position genuinely qualifies as high-wage based on the actual wage being offered, it may be processed regardless of local unemployment conditions.
Low-Wage LMIA Stream
Wage below the threshold (median + 20%) — significant 2026 changes
The low-wage stream applies when the wage offered is below the applicable provincial or territorial hourly wage threshold (the median hourly wage plus 20%) for the work location. The low-wage stream has undergone significant changes in 2026 and is subject to stricter requirements and processing restrictions.
Important Changes Effective April 1, 2026
Advertising period doubled to 8 weeks
Employers must now advertise the position for a minimum of 8 consecutive weeks within the 3 months before submitting the application. This is double the previous requirement of 4 consecutive weeks. At least one recruitment activity must remain active until ESDC issues a decision.
New youth recruitment requirement
Employers must demonstrate specific recruitment efforts to reach and encourage youth (ages 15–30) to apply before turning to a foreign worker. This can include posting on Job Bank's youth section, youth job boards, colleges, and youth employment programs. This requirement is in addition to the existing requirement to target underrepresented groups.
Minimum 4 advertising methods now required
With the addition of the youth recruitment requirement, low-wage LMIA applications must now use a minimum of 4 advertising methods: (1) Job Bank, (2) youth-targeted recruitment, and (3) at least 2 additional methods each targeting a different underrepresented group.
Key Requirements
Cap on Low-Wage TFWs
Standard Cap
10% of total workforce at a worksite can be low-wage TFWs for most industries
Elevated Cap — Selected Sectors
A 20% cap applies to certain sectors — construction (NAICS 23), food manufacturing (NAICS 311), hospitals (NAICS 622), nursing and residential care facilities (NAICS 623), and specific in-home caregiver occupations (NOC 31301, 32101, 44100, 44101)
No Cap — Exempt Positions
Employers with fewer than 10 total workers across all Canadian worksites are limited to 1 TFW (10% cap industries) or 2 TFWs (20% cap industries).
Low-Wage LMIA Processing Freeze — CMA Unemployment Rule
ESDC does not process low-wage LMIA applications for positions located in Census Metropolitan Areas (CMAs) where the unemployment rate is 6% or higher. This freeze applies only to the low-wage stream. The list of affected CMAs is updated every quarter (on or around the 10th of January, April, July, and October) based on Statistics Canada labour force data.
These unemployment rates apply to low-wage LMIA applications submitted between July 10 and October 8, 2026. The table is refreshed every three months — always confirm the current rate for your exact work location on canada.ca before submitting.
Frozen for Low-Wage Processing (unemployment 6%+)
In effect: July 10 – October 8, 2026
Dropped Below 6% This Quarter — Now Open
Reopened for July 10 – October 8, 2026
Next quarterly update: October 9, 2026
Exemptions from the CMA Processing Freeze
The freeze does not reach every application. Positions in the following sectors and categories remain eligible for processing even where the work location is in a CMA with an unemployment rate of 6% or higher. Note that these are exemptions from the CMA freeze only — the caps on the proportion of low-wage positions still apply.
In-home caregivers in Quebec CMAs
In-home caregiver positions in CMAs in Quebec are exempt only where the position is requested to provide care for a person with medical needs, or for a child in the custody of a person who cannot care for them due to medical reasons. In both cases the employer must provide a physician's note attesting to the state of health of the person with medical needs.
Claiming the short-duration exemption
To use the short-duration exemption, upload a written request named "Exemption request" to LMIA Online with your application, explaining how the position is truly temporary (a specific short-term period or singular event where the position will not be filled after the worker leaves the country) or highly mobile (part of a workforce that regularly crosses provincial, territorial, or international boundaries). Examples include travelling carnival and fair operators, technicians for proprietary equipment repair, and one-time projects or events. Service Canada considers requests longer than 120 days on an exceptional basis.
Important Notes on the CMA Freeze
Temporary Rural Measures — April 1, 2026 to March 31, 2027
Employers located in rural areas (outside CMAs) of participating provinces and territories may be eligible for temporary measures that provide additional flexibility for low-wage TFW hiring.
Benefits
Conditions
Alberta, Ontario, and Nunavut are not participating in these temporary measures. Participation for the Northwest Territories, Prince Edward Island, Saskatchewan, and Yukon is still to be determined. Not all participating provinces offer both benefits — some offer only the proportion-retention measure. Contact Asteco to confirm your province or territory's status.
LMIA-Exempt Alternatives — International Mobility Program
Many positions qualify for work permits without an LMIA through the International Mobility Program (IMP). LMIA-exempt pathways are often faster, less expensive, and not subject to the low-wage CMA freeze. Asteco will always assess whether an LMIA-exempt pathway is available before recommending the LMIA route.
Citizens of the United States and Mexico in eligible professional, trader, investor, and intra-company transferee categories can work in Canada without an LMIA under the Canada-United States-Mexico Agreement.
Executives, senior managers, and specialized knowledge workers being transferred from a foreign branch to a Canadian office of the same multinational company may qualify without an LMIA.
Foreign workers whose work provides a significant cultural, social, or economic benefit to Canada may qualify for an LMIA exemption. This includes certain researchers, artists, and highly specialized professionals.
French-speaking foreign nationals in TEER 0, 1, 2, or 3 occupations can work anywhere in Canada outside Quebec without an LMIA under the Francophone Mobility program.
Citizens of countries with trade agreements with Canada — including EU member states and CPTPP countries — may qualify for LMIA-exempt work permits in specific categories.
Positions that create reciprocal employment opportunities for Canadians abroad may qualify for an LMIA exemption.
Under the IMP, employers must submit an offer of employment through the IRCC Employer Portal and pay a $230 CAD employer compliance fee per worker. This fee is separate from LMIA processing fees and is charged per application — not per position.
How the LMIA Process Works
Eligibility Assessment
Asteco reviews the position, the wage, the work location, and the employer's situation to determine whether an LMIA is needed, which stream applies, and whether any LMIA-exempt pathways are available.
CMA & Cap Verification
For low-wage positions, Asteco verifies whether the work location is in a frozen CMA and whether the employer's current TFW proportion allows for additional hires.
Recruitment & Advertising
Asteco advises the employer on the required advertising methods, drafts the job advertisements, and tracks the recruitment timeline. For low-wage positions, the 8-week advertising period must be planned well in advance.
Application Preparation
Asteco prepares the complete LMIA application package — including all forms, supporting documents, recruitment evidence, wage information, and the Transition Plan (for high-wage positions).
Submission & Follow-Up
The application is submitted through the LMIA Online Portal. Asteco monitors the file and responds to any Service Canada requests for additional information.
Positive LMIA Issued
Once a positive LMIA is issued, the foreign worker can apply for a work permit using the LMIA number. Asteco can assist with the work permit application as well.
Employer Compliance Obligations
Employers who hire temporary foreign workers under the TFWP are subject to inspections by Service Canada — which may be announced or unannounced, on-site or virtual, and can take place up to 6 years after the worker begins employment. Non-compliance can result in monetary penalties, a ban from the program, and public disclosure of violations.
Your Obligations
Consequences of Non-Compliance
How Asteco Can Help
LMIA rules change frequently. Working with a licensed RCIC ensures your application is prepared correctly, submitted at the right time, and compliant with all current requirements.
Disclaimer: LMIA requirements, wage thresholds, CMA freeze lists, and program rules are established by ESDC and are subject to change without notice. The CMA unemployment freeze list is updated quarterly — always verify current status at canada.ca before submitting an application. This page reflects program requirements as of July 15, 2026. This information is for general guidance only and does not constitute legal or immigration advice. Consult Asteco before making any LMIA-related decisions.