Translation Agency of Canada
GET THE EXACT PRICE QUOTE NOW

How to Apply for LMIA: LMIA Application & Labour Market Impact Assessment Guide for Employers

‹ All articles

Learn how employers can apply for an LMIA in Canada, from the application process to hiring a foreign worker and obtaining a work permit.

Business employer reviewing candidate profiles for a foreign worker position.

Hiring a foreign worker can help Canadian businesses address genuine labour shortages when qualified Canadians and permanent residents are not available. However, employers generally need to complete several recruitment, documentation, and compliance steps before a temporary foreign worker can be hired through the Temporary Foreign Worker Program (TFWP).

A Labour Market Impact Assessment (LMIA) is an important part of this process. It is issued by Employment and Social Development Canada (ESDC) through Service Canada and assesses whether hiring a temporary foreign worker is likely to have a positive or neutral effect on Canada’s job market.

For employers, the LMIA application process involves more than completing a form. You may need to determine the appropriate LMIA stream, meet wage requirements, advertise the position, document recruitment efforts, prepare business information, pay applicable processing fees, and submit supporting documents through LMIA Online.

If your business is preparing an LMIA application and some supporting documents are in a language other than English or French, our team can help with certified translations and, where required, notarization, authentication, apostille, or legalization. Contact us for a quote!

What Is an LMIA and Why Does an Employer Need One?

Employer discussing a foreign worker position and employment requirements with a candidate.

A Labour Market Impact Assessment (LMIA) is an assessment conducted by Employment and Social Development Canada (ESDC) to determine how hiring a temporary foreign worker may affect the Canadian labour market. The goal of the LMIA is to determine whether there is a genuine need for a foreign worker and whether the employer has made reasonable efforts to recruit Canadians and permanent residents.

Employers looking to hire temporary foreign workers through the Temporary Foreign Worker Program generally must apply for an LMIA unless the position is exempt. Employers can apply through different LMIA streams depending on the position, wage, industry, and location.

A positive LMIA indicates that hiring the foreign worker is justified under the applicable program requirements. The employer must provide the foreign worker with a copy of the LMIA decision letter and other required documents for their work permit application.

An LMIA does not itself grant a work permit or permanent residency. The worker must still meet the applicable Canadian immigration requirements and apply for the appropriate work permit.

For employers, understanding the LMIA process is important before hiring temporary foreign workers. The Government of Canada offers several LMIA streams, so employers should determine which application applies to their position before beginning the process.

Determine Which LMIA Stream Applies to Your Position

Diverse group of workers representing Canadian employers hiring temporary foreign workers.

The correct LMIA stream depends on the position, wage, industry, location, and purpose of the application. Choosing the appropriate stream is one of the first important steps in an LMIA application.

High-Wage and Low-Wage Positions

For many positions, the offered wage determines whether the employer applies under the high-wage or low-wage stream.

As of July 17, 2026, Canada has updated its provincial and territorial hourly wage thresholds. Employers must compare the wage they intend to offer with the applicable threshold for the province or territory where the worker will be employed. A wage at or above the applicable threshold generally falls under the high-wage stream, while a wage below it generally falls under the low-wage stream.

The two streams have different recruitment and program requirements. Low-wage applications can also be subject to additional restrictions, including measures affecting certain positions in census metropolitan areas with unemployment rates of 6% or higher.

Other Labour Market Impact Assessment (LMIA) Streams

Employers may also need to consider specialized streams, including:

The Global Talent Stream, for example, is designed for certain highly skilled workers and has a separate set of eligibility requirements. The Government of Canada states that eligible Global Talent Stream applications have a service standard of 10 business days for LMIA processing in 80% of cases.

The appropriate stream matters because the recruitment requirements, wage rules, documents, processing fees, and other eligibility requirements can vary significantly.

Meet the Employer and Recruitment Requirements

Employer reviewing recruitment and employment information for an LMIA application.

Before you apply for an LMIA, you generally need to demonstrate that you made reasonable efforts to recruit Canadians and permanent residents.

This is a central part of the LMIA process because the program is intended to address situations where employers cannot find suitable Canadian citizens or permanent residents for the position.

Advertise the Position

Recruitment requirements depend on the stream.

For high-wage positions, employers must generally conduct at least three recruitment activities. This includes advertising on the Government of Canada’s Job Bank, along with at least two additional recruitment methods appropriate for the occupation. At least one of the additional methods must be national in scope.

The advertisement must generally have been active for at least four consecutive weeks within the three months before the LMIA application is submitted.

For low-wage positions, the minimum advertising period is generally eight consecutive weeks within the three months before submitting the LMIA application. Additional recruitment requirements apply, including efforts directed toward youth and certain underrepresented groups.

Employers should not treat recruitment as a formality. Service Canada may review the details of the advertising, the applicants received, the qualifications requested, and the reasons Canadian candidates were not hired.

Keep Recruitment Records

Canadian employers should retain documentation showing their recruitment efforts. This can include:

For high-wage positions, recruitment records must generally be retained for six years.

Maintaining organized records from the beginning can make the LMIA application process considerably easier and can also help the employer demonstrate compliance if records are requested later.

Prepare the LMIA Application and Supporting Documents

Employer reviewing digital documents for an LMIA application.

Once the employer has determined the appropriate stream and completed the required recruitment activities, the next step is to prepare the LMIA application.

The exact documents depend on the stream and the circumstances of the employer and position. Employers who need to apply should be prepared to provide information that establishes the legitimacy of the business and the genuineness of the job offer.

Supporting documentation may include information relating to:

Employers must also ensure that the application satisfies the requirements of the applicable immigration program. If you’re hiring a skilled foreign worker, the position and supporting information must meet the requirements of the LMIA stream selected.

Employers should review the official requirements before submitting their application. Depending on the stream, employers must pay applicable processing fees and provide a copy of required documents to the foreign worker after an LMIA is approved.

What If Supporting Documents Are Not in English or French?

This is where professional translation can become important for employers.

If a candidate’s diploma, employment history document, reference letter, professional credential, or another supporting document is written in a language other than English or French, the receiving authority may require a certified translation.

Employers should not assume that an ordinary translation, an automated translation, or an informal bilingual version will satisfy an authority’s requirements. The required certification depends on the organization receiving the document and the purpose for which it will be used.

Our team can review the intended use of the document and help determine whether a certified translation, notarized translation, or another certification format is appropriate. The goal is to ensure that names, dates, qualifications, employment details, job titles, and other information remain accurate and consistent throughout the documentation.

How to Apply for LMIA Through LMIA Online

Employer reviewing documents through an online LMIA application system.

Most LMIA applications can be submitted through LMIA Online, the Government of Canada’s reliable and secure online application system.

Employers who need an LMIA can use their Job Bank for Employers account to access the Employer Dashboard, complete the LMIA application, provide the required work details, upload supporting documents, and pay applicable processing fees. This is where employers can complete their LMIA application submission to Service Canada.

An LMIA application can generally be submitted up to six months before the expected job start date. Employers should plan ahead, as recruitment requirements must usually be completed before submitting the application. Ensuring that the application is complete and compliant can also help reduce potential processing delays.

LMIA Processing Fees

For most applicable positions, the LMIA processing fee is $1,000 CAD per position requested.

The fee generally cannot be recovered from the temporary foreign worker. There are exemptions for certain situations, including specific primary agriculture positions and certain caregiver applications.

Employers should confirm whether their specific position is subject to the fee before submitting the application.

Check the Application Before Submission

Before submitting a new application, review the information carefully.

Pay particular attention to:

An incomplete application may not be processed, so employers should make sure all required information and documents are included.

Understand LMIA Processing Times and the Decision

LMIA processing times can vary depending on the stream, application volume, completeness of the submission, and other factors.

The Government of Canada publishes updated processing times monthly. For applications processed in July 2026, the average processing times were:

These figures represent average processing times and can change from month to month. They also do not include the time required to complete mandatory advertising and recruitment before submission.

For this reason, employers should not plan their hiring timeline around the processing time alone.

What Happens After You Apply?

Service Canada assesses the application and may request additional information or clarification.

The processing period begins once a complete LMIA application has been submitted through LMIA Online. A complete application includes the required documents for the stream, signed documents, and payment of the processing fee where applicable.

The employer ultimately receives a decision letter stating whether the LMIA is positive or negative.

If the LMIA is approved, the employer should provide the foreign worker with a copy of the positive LMIA decision letter and other documents required for the work permit application.

A positive LMIA is not the final step in hiring a foreign worker. The foreign worker must still apply to IRCC for the appropriate work permit and satisfy the applicable immigration requirements.

Employer Compliance Continues After LMIA Approval

Receiving LMIA approval does not end the employer’s obligations.

Employers must comply with the terms and conditions associated with the Temporary Foreign Worker Program. This can include requirements relating to wages, working conditions, job duties, employment agreements, workplace safety, recruitment practices, and other program conditions.

Employers should also keep appropriate records and be prepared for possible compliance inspections.

Changes to the position or employment arrangement may require the employer to contact Service Canada or submit a new LMIA application, depending on the circumstances.

For businesses hiring foreign workers regularly, maintaining an organized compliance file for each worker can help reduce administrative problems later.

Apostille, Authentication and Legalization for Canadian Business Documents

Official document with a seal prepared for authentication or legalization.

An LMIA application does not normally require an apostille or legalization. However, businesses hiring foreign workers may also need to prepare documents for use outside Canada, such as corporate records, powers of attorney, educational documents, or employment records.

Apostille and Legalization

An apostille authenticates a Canadian public document for use in a country that is a signatory to the Apostille Convention. Canada’s adhesion to the Apostille Convention has been in effect since January 11, 2024.

If the destination country is not a member of the Convention, the document may instead require authentication and legalization through the appropriate Canadian authority and foreign embassy or consulate.

You can also explore our other helpful guides on the definition of attestation and notarized letters.

Translation Requirements

Documents containing information in a language other than English or French may also require a certified translation. Requirements vary depending on the destination country and receiving authority, so businesses should confirm the required process before preparing their documents.

Also, check out our helpful guides on human translation and translation and localization for additional information.

Our team can assist with certified translations, notarization, authentication, apostille, and legalization for Canadian documents intended for international use.

Get Professional Translation and Document Legalization Support for Your LMIA-Related Documents

Official document with a seal prepared for certification and international use.

Preparing an LMIA application requires careful attention to recruitment, employment details, program requirements, and supporting documentation. When documents originate in another language or need to be used outside Canada, additional translation and document certification requirements may also apply.

Our team provides professional translation services for businesses, employers, professionals, and organizations across Canada. We can assist with certified translations of employment records, diplomas, reference letters, corporate documents, contracts, financial records, and other materials where an accurate and properly certified translation is required.

We also provide notarization, authentication, apostille, and legalization services for Canadian documents intended for use abroad. Because requirements vary between authorities and countries, we recommend confirming where the document will be submitted before choosing the certification or legalization method.