Who applies for the LMIA — me or my employer?

The employer applies for and holds the LMIA; it's their filing with ESDC, built around the specific position and wage. You, as the worker, apply separately for the work permit once the LMIA is positive, using it as supporting evidence. We prepare both sides so they're consistent with each other.

How long does the whole process take?

Realistically several months end to end: ESDC processing time for the LMIA itself, plus the mandatory recruitment period beforehand, plus the worker's own permit processing afterward. Timelines vary by stream and by IRCC and ESDC workload — we plan around current published times, not best-case guesses.

Can I switch employers on an LMIA-based permit?

Not without a new application. An LMIA-based permit is employer-specific — it names your employer, role, and conditions. Moving employers means a new LMIA and a new permit application, or in some cases a documented interim authorization; you cannot simply start with a new employer on the old permit.

Does this route support permanent residence?

It can. Canadian work experience under an LMIA-based permit can count toward the Canadian Experience Class and various provincial nominee streams, and some employers use an LMIA specifically to support a worker's PR application. It doesn't guarantee PR on its own — but it's a genuine building block toward it.

Can you guarantee the LMIA or the work permit will be approved?

No — ESDC decides the LMIA and IRCC decides the permit, and no consultant can promise either outcome. What we do is classify the role correctly, run recruitment and documentation to the standard officers actually expect, and prepare a file with no easy reason to refuse it.

Employer-sponsored work permits

LMIA Work Permit

An LMIA-based work permit ties a foreign worker to one Canadian employer and one role, backed by a positive Labour Market Impact Assessment from ESDC confirming the hire won't harm the local labour market. It is the most heavily regulated route into the Canadian workforce — and, prepared correctly, one of the most reliable. We work both sides of the file: the employer's LMIA and the worker's permit application.

Short answer

An LMIA-based work permit ties a foreign worker to one Canadian employer and role, following a positive Labour Market Impact Assessment from ESDC confirming the hire won't negatively affect the Canadian labour market. The employer applies for and holds the LMIA; the worker then applies separately for the permit using it as supporting evidence. Processing involves an ESDC stage (the LMIA) followed by an IRCC stage (the permit itself), and can take several months in total. ESDC and IRCC officers decide the LMIA and the permit respectively.

Book a Consultation See the process Full LMIA breakdown on Work Permits →

Who it's for

Foreign workers with a genuine job offer from a Canadian employer willing to sponsor an LMIA
Employers who have recruited locally, come up short, and need to hire from abroad
Workers whose current LMIA-based permit is approaching expiry and need a renewal filed in time
Employers hiring for high-wage roles who need a compliant transition plan in place
Employers and workers navigating the low-wage stream's caps and regional processing rules
Workers whose employer wants to use an LMIA-backed offer to support a future PR application

Common scenarios

Employer, first-time LMIA hire

You've recruited genuinely and still can't fill the role. We classify the position, verify the prevailing wage, run recruitment to ESDC's specification, and file an LMIA an officer can approve on the record.

Worker with an offer, no permit yet

You have a written offer but no Canadian status. We sequence the employer's LMIA filing and your own permit application so neither side stalls waiting on the other.

Renewal before the permit expires

Your role and employer haven't changed, but the wage thresholds and stream rules have since your last filing. We reverify the current numbers before assuming the old file still fits.

Evidence checklist

The employer's positive LMIA decision letter from ESDC
A written job offer or contract stating duties, wage, hours, and duration
Proof the wage offered meets the current prevailing wage for the occupation and region
Recruitment records showing the required advertising was actually carried out
The worker's diplomas, licences, and reference letters matching the role's NOC/TEER duties
A detailed work history describing duties performed, not just titles and dates
Proof of funds and status documents for the worker and any accompanying family
Police certificates and an upfront medical exam where the role or country requires them

Exact requirements vary by program and profile — treat this as a planning baseline, not advice on your specific file.

Process overview

Stream and wage check

We classify the occupation, confirm the high-wage or low-wage threshold that applies today, and identify which stream and conditions genuinely fit.

Employer-side filing

We run compliant recruitment and prepare the LMIA application with a transition plan or cap compliance, whichever the stream requires.

Worker application build

Once the LMIA is positive, we assemble the worker's permit application around the offer, qualifications, and admissibility factors an officer will test.

Filing and follow-through

We submit, track biometrics and medicals, and respond quickly to any request for more information so the file doesn't stall.

Risks & common mistakes

Assuming last year's wage or stream rules still apply.

Thresholds and caps are updated periodically. Verify the current prevailing wage and stream line before you plan the file, not after ESDC does.

Running recruitment that isn't fully documented.

Officers assess postings, applicant logs, and rejection rationales — undocumented recruitment reads as no recruitment at all.

Letting job duties drift from what the LMIA and contract describe.

Wage and duty mismatches across the LMIA, contract, and permit application are a leading cause of refusal and later inspection findings.

Starting the new role before the permit is actually approved.

Working outside your current permit's conditions is unauthorized work. Wait for approval, or use a documented status-maintenance strategy while it's pending.

Related pathways

LMIA Support for Employers Employer Compliance LMIA Readiness Checker

Frequently asked questions

Next step

Build an LMIA-based application both sides can stand behind.

Every file starts with an honest assessment: what you qualify for, what the evidence needs to show, and what the realistic timeline looks like. We prepare the strongest possible application — and we're direct with you about risk, because the final decision on every application rests with the officer, never with us.

Tell us about your situation

We review every enquiry and reply within one business day.