Work Permit Support for Employers
Many positions qualify for work permits without an LMIA through the International Mobility Program. Faster, less costly, and not subject to the CMA freeze. Asteco always explores LMIA-exempt pathways first.
International Mobility Program (IMP)
The International Mobility Program allows Canadian employers to hire foreign workers without an LMIA when the work provides a broader economic, social, or cultural benefit to Canada, or falls under an international trade agreement. IMP positions are processed through IRCC — not ESDC — and are generally faster than the LMIA route.
Advantages of the IMP Over LMIA
Employer Compliance Fee — $230 CAD per worker
Under the IMP, employers must submit an offer of employment through the IRCC Employer Portal and pay a $230 CAD compliance fee per worker. This is separate from LMIA fees and is charged per application. The fee cannot be recovered from the worker.
How the IMP Process Works
Assess Eligibility
Asteco confirms which IMP exemption code applies to the position and the worker's nationality and circumstances.
Employer Portal Filing
The employer submits an offer of employment through the IRCC Employer Portal and pays the $230 CAD compliance fee per worker.
Offer Number Issued
IRCC issues an offer of employment number which the worker uses in their work permit application.
Work Permit Application
The worker applies for a work permit using the offer of employment number. Asteco can prepare this application as well.
Common LMIA Exemption Codes
Each IMP work permit is issued under a specific exemption code that determines why no LMIA is required. Asteco will identify the correct code for your situation. Below are the most commonly used codes for employer-specific situations.
Significant Benefit — Intra-Company
Senior managers, executives, and specialized knowledge workers being transferred within a multinational company to a Canadian branch, subsidiary, or affiliate.
Significant Benefit — Entrepreneur
Foreign entrepreneurs who will actively manage a business in Canada and whose work will generate significant economic, social, or cultural benefit.
Significant Benefit — Performing Arts
Foreign workers in performing arts whose work provides a significant cultural benefit to Canada.
Francophone Mobility
French-speaking foreign nationals in TEER 0, 1, 2, or 3 occupations working anywhere in Canada outside Quebec. No LMIA required.
CUSMA — Professionals (US & Mexico)
Citizens of the United States and Mexico working in eligible professional categories under the Canada-United States-Mexico Agreement.
CUSMA — Traders & Investors (US & Mexico)
US and Mexican citizens entering Canada to carry on substantial trade or to develop and direct investments.
CUSMA — Intra-Company Transferees (US & Mexico)
Executives, managers, and specialized knowledge workers being transferred from a US or Mexican entity to a Canadian affiliate.
CETA — Intra-Company Transferees (EU)
Executives, managers, and specialized knowledge workers being transferred from an EU entity to a Canadian affiliate under the Comprehensive Economic and Trade Agreement.
This list covers the most common employer-related exemption codes. Many other codes exist for specific situations — including reciprocal employment, significant benefit to Canada, and international agreement categories. Contact Asteco for a full assessment of which code applies to your situation.
LMIA vs IMP — Which Route is Right?
| Factor | LMIA (TFWP) | IMP (No LMIA) |
|---|---|---|
| Employer fee | $1,000/position | $230/worker |
| Advertising required | Yes — 4 or 8 weeks | No |
| CMA freeze applies | Yes (low-wage only) | No |
| Transition Plan required | Yes (high-wage) | No |
| Processing administered by | ESDC/Service Canada | IRCC |
| Cap on workers | Yes (low-wage stream) | No standard cap |
| Available for all positions | Most positions | Qualifying positions only |
Asteco always assesses whether an IMP pathway is available before recommending the LMIA route. When both are available, we present the options clearly and let you decide based on your specific situation and timeline.
Employer Compliance Under the IMP
Employers who hire workers through the IMP are subject to compliance requirements similar to the TFWP. Service Canada conducts inspections and non-compliance can result in monetary penalties and bans from the program.
Disclaimer: IMP exemption codes, eligibility requirements, and employer obligations are established by IRCC and are subject to change without notice. This page reflects current requirements as of May 6, 2026. This information is for general guidance only and does not constitute legal or immigration advice. Consult Asteco before making any work permit decisions.