How to Hire Foreign Workers in Canada (2026)

Hiring temporary foreign workers is a proven strategy for Canadian employers facing labour shortages and skills gaps. Whether you need to fill low-wage positions in regions with tight labour markets or secure specialized talent from other countries, Canada’s immigration system provides structured pathways for employers to bring workers to their business legally and compliantly.

Canadian employers hire foreign workers through two federal programs:

the Temporary Foreign Worker Program (TFWP), co-administered by Employment and Social Development Canada (ESDC), and
the International Mobility Program (IMP), managed by Immigration, Refugees and Citizenship Canada (IRCC).

The TFWP requires a Labour Market Impact Assessment (LMIA), while the IMP covers LMIA-exempt categories.

Under Canada’s 2026-2028 Immigration Levels Plan, the government has set the IMP admission target at 170,000 and the TFWP target at 60,000 — signalling a clear federal preference for LMIA-exempt pathways. To help you decide which hiring process fits your business, we prepared this guide covering every step from recruitment to employer compliance.

How Can Canadian Employers Hire Temporary Foreign Workers in 2026?

The Canadian government offers numerous immigration programs designed for hiring foreign workers. Every program has its differences and is well-suited for the type of foreign worker it was intended for. Below you will find a summary of options for hiring foreign workers in Canada, and later in the article, we will discuss each option in more depth:

Labour Market Impact Assessment (LMIA) Work Permits — The hiring process involves two steps: first, you submit an LMIA application to Employment and Social Development Canada (ESDC) to demonstrate you could not fill the position with a Canadian citizen or permanent resident; second, the temporary foreign worker applies for and obtains a Canadian work permit. Most employers use this route when no LMIA exemption applies. Workers on LMIA-based work permits can generally work in Canada for up to 3 years, though low-wage positions may be limited to 1 year. You can either hire high-wage LMIA workers (You can review our previous case handling high-wage LMIA workers for a construction company in Canada) or low-wage LMIA workers.

LMIA-Exempt Work Permits (International Mobility Program) — If the temporary worker’s job description and country of citizenship fall within an LMIA-exempt category under the International Mobility Program, your business can skip the LMIA process entirely. The employer submits an offer of employment through the IRCC Employer Portal, and the worker applies directly for a work permit. This is often faster and involves fewer recruitment obligations for employers. Your business will benefit from undergoing a simplified process of hiring international employees who can work in Canada for up to 36 months.

Working Without a Work Permit – Not all foreign workers need a work permit to work in Canada. Depending on their occupation, the services they provide, the duration of the contract or assignment for work in Canada, some foreign workers are allowed to work without LMIA and without a work permit.

What Is the Hiring Process for Temporary Foreign Workers in Canada?

If you are ready to hire skilled foreign talent to Canada, diversify your team, and add a competitive edge to your business, you can expect to follow these 4 important steps throughout the entire process:

Step 1: Do you need an LMIA?

Most employers in Canada need a Labour Market Impact Assessment before they can hire a temporary foreign worker, unless the position falls under an LMIA exemption through the International Mobility Program. Your first step is to determine whether the role, the worker’s country of citizenship, and the work location qualify for an exemption. If the business is required to have an LMIA, the next step would be to identify which LMIA the business will need.

If the business is exempted from applying for LMIA, then the next step is to register on IRCC Employer Portal and digitally submit details of the offer online.

Step 2: Submit an LMIA or an LMIA-exempt Offer of Employment

Depending on the type of LMIA you need, you may be able to submit your application immediately or you may need to conduct active recruitment efforts first. For high-wage positions, you must recruit for at least 4 consecutive weeks. For low-wage positions, as of April 2026, the requirement has increased to 8 consecutive weeks of advertising within the 3 months before submission. Employers applying for low-wage LMIAs must also demonstrate recruitment efforts targeting Canadian youth. The processing times will also vary – it can go from 2 weeks to 3~4 months, all depending on the type of LMIA.

LMIA-exempt offer of employment can be submitted as soon as all information is entered. Once submitted, the system will generate a unique code that must be shared with the foreign worker to apply for a work visa.

In case if the job falls under a special category that doesn’t require an LMIA nor a work permit, the foreign worker must have valid travel authorization to Canada: either an eTA (Electronic Travel Authorization) or a TRV (Temporary Resident Visa).

Step 3: Applying for a Work Permit

The temporary foreign worker can apply for a work permit after the LMIA application is approved, or after the employer submits the online offer of employment through the IRCC Employer Portal in an LMIA-exempt scenario.

The processing time of a work permit will depend on 3 main factors such as:

the foreign worker’s country of citizenship and/or residence
the type of LMIA that was approved
in case of LMIA-exempt category, the title (NOC code) of the offer

Most times the foreign workers are able to bring their family with them to Canada, which will allow their spouses and children of working age to contribute to the Canadian labour market as well.

On many occasions, employers and employees collaborate with an immigration lawyer to streamline the process and ensure that error-free and policy-compliant immigration application is submitted.

Step 4: Employer Compliance

Once your foreign worker arrives to Canada and starts working for your business, you need to be aware of these essential items:

Maintain the same employment conditions per LMIA and job offer letter (meaning, don’t pay them a lower salary that was not agreed on, nor ask them to perform duties that are not relevant to their role)
Keep records of paperwork, documents, forms, etc. for a period of 6 years
Inform Employment and Social Development Canada or IRCC in case of any changes to the employment of the temporary foreign worker, including changes to wages, duties, or work location
Execute commitments that were agreed on with ESDC for some LMIA applications
Ensure the temporary foreign workers are always paid at least the wage stated in the LMIA approval — for high-wage positions, this must be at or above the provincial or territorial median hourly wage

If your business is ever found non-compliant, the consequences can range from a warning, a monetary penalty, to suspension and inability to hire foreign workers in the future.

LMIA Work Permits in Detail

The Labour Market Impact Assessment (LMIA) is a document issued by Employment and Social Development Canada (ESDC), also referred to as Service Canada, that Canadian employers must obtain before a temporary foreign worker can apply for a work permit. The LMIA confirms that hiring a foreign worker will not negatively affect the Canadian labour market. This process is part of the Temporary Foreign Worker Program (TFWP).

In summary, LMIA protects the Canadian labour market to ensure that priority is always given to Canadian citizens and permanent residents first. If the business can’t find a worker internally from inside Canada, only then can they proceed with an LMIA application.

The LMIA process can be separated into the following milestones:

Which type of LMIA do you need, and does it require recruitment efforts?
Initiate 4-week recruitment efforts if required
Collect documents, complete the application form and submit
Interview meeting with the ESDC officer

LMIA Types

There are 5 primary LMIA types:

High Wage
- For professionals from any industry who are being paid above the provincial median wage
- Application processing times: approximately 60 business days (roughly 3 months) after LMIA application submission.
Low Wage
- For workers from any industry who are being paid below the provincial or territorial median wage at the work location.
  - Note: As of April 2026, ESDC will not process low-wage LMIA applications in Census Metropolitan Areas where the unemployment rate is 6% or higher — most major cities including Toronto, Montreal, and Vancouver are currently restricted. Rural employers in participating provinces may be eligible for a temporary increase in the low-wage workforce cap from 10% to 15% (until March 31, 2027).
- Application processing times: approximately 46 business days after submission.
Global Talent Stream
- For IT, engineering, or highly unique and specialized talent
- Application processing times: 2~3 weeks after LMIA application submission
Agricultural Stream
- For professionals with an agricultural background
- Application processing times: 3~4 weeks after LMIA application submission
Permanent Residence Stream
- Used to support the foreign worker's permanent residence application in the Express Entry system
- Application processing times: 2~4 months after LMIA application submission

If you are applying under the Global Talent Stream or Agricultural Stream, you are not required to conduct the standard 4-week or 8-week recruitment process and can proceed directly with the LMIA application. Check ESDC's current program page for any stream-specific conditions that may apply. If you are applying under Permanent Residence Stream or High Wage or Low Wage, then you must conduct active recruitment efforts for 4 weeks before you can submit the LMIA application. ESDC has very specific recruitment requirements so make sure to check out our video where we talk about these applications processes in detail or read our in-depth material about High Wage or Low Wage LMIAs.

Start the Recruitment Process

The recruitment process is a very essential part of the LMIA application - a single error on the posted job advertisement could get your LMIA application refused. As such it is very important to be aware of the following things:

Your job advertisement must include all mandatory information per ESDC requirement
It must be posted on the Government of Canada’s Job Bank platform
It also must be posted on 2~4 other alternative sources, which could be an online website, a newspaper ad, a physical post on a job board, etc.
- In case of Low Wage LMIA, alternative sources must target underrepresented groups
- In case of High Wage LMIA, alternative sources must target professionals from similar industries with similar backgrounds
Job Match must be completed on Job Bank within 30 days
- It's a matching service that ranks applicants based on their professional compatibility with the job posting
  - Applicants with 4 stars and above must be invited to apply in context of a High Wage LMIA
  - Applicants with 2 stars and above must be invited to apply in context of a Low Wage LMIA
For high-wage LMIA applications, advertisements must run for at least 4 consecutive weeks before submission.
For low-wage LMIA applications, as of April 1, 2026, advertisements must run for at least 8 consecutive weeks within the 3 months before submission.
In both cases, at least one recruitment activity must remain active until ESDC issues a decision on the application.

For the LMIA application you must show that you made an honest effort to hire from the local labour market. How to do that? Follow your usual recruitment procedures: collect resumes, screen applicants, select the best candidates for the interview. Make sure to document all your efforts and your notes as to why the best candidates were not suitable for the job. As of April 2026, employers submitting low-wage LMIA applications must also demonstrate specific recruitment efforts targeting Canadian youth. This can include posting on Job Bank's youth section, using youth-focused job search platforms, and partnering with agencies that support young job seekers. This requirement is in addition to the existing obligation to target underrepresented groups through at least two alternative recruitment methods.

LMIA Application Prep and Submission

LMIA applications are being submitted online through the LMIA Online Portal. To register for it, you will need to have a valid Job Bank Employer account, the same one that was used during recruitment process. If your LMIA application is exempted from mandatory recruitment, you still need to register on Job Bank so that you can log in to the LMIA Online Portal and initiate the application. The portal will allow you to initiate an application and provide you with a digital form to complete. Once done, you will be asked to upload mandatory documents such as:

Proof of recruitment efforts (advertisement copies and recruitment summary) as applicable based on the LMIA type.
Business legitimacy documents such as (as preferred by ESDC):
- T2 Schedule 100 and Schedule 125
- Most recent PD7A slip
- Most recent T4 Summary of Renumeration Paid
- Business license

Once you submit your LMIA application, the system will initiate a payment link to make the mandatory application filing fee payment of $1,000 (per position requested in the LMIA). Meaning, if you applied for 3 positions under 1 LMIA application, you will be asked to pay $3,000.

Interview with ESDC

From our practice, we observed that ESDC will always schedule an interview for Global Talent Stream applicants and will resort to an email with additional questions for other streams. However, this is highly discretionary to each case and the reviewing officer – it is best to expect an interview regardless. The interview meetings are very reasonable – the ESDC officer will ask questions about the business and its main activities, why the business requires the foreign worker, what kind of recruitment efforts were conducted, what is the offer that is being made to the foreign worker, etc. All questions that are asked by ESDC officers should be easily answered as long as you have been fully aware of the entire process. For example, if it was the HR Manager who was involved in recruitment, LMIA application prep, and generally knows everything about this case, then it makes sense that the same person attends an interview call with ESDC officer as opposed to a general manager who only knows that the business is trying to get an LMIA to hire a foreign worker.

LMIA Decision Letter

Following the interview and assuming the officer didn't ask you to provide additional documents, you can expect the decision letter to come through within 2-5 days. The decision letter will be emailed and uploaded in the LMIA online portal. Your foreign worker can start the work permit application process if the decision is positive. If the decision is negative, and you believe that it is unreasonable, you may be able to ask a Program Manager to review that decision for correctness. Contact us if you need help with it.

Applying for a Work Permit

Once you receive a positive LMIA decision, the foreign worker can apply for their work permit. You should also provide the worker with a signed job offer letter that clearly outlines the details of their employment such as:

title, duties, salary and salary payout schedules
working schedules and hours
primary location of work
benefits
paid time off

The foreign worker will apply for their work permit online with IRCC and once it is approved, they can travel to Canada and start working with your business. Get in touch with us if you need assistance with your LMIA application or a work permit application for your foreign worker.

What Are LMIA-Exempt Work Permits Under the International Mobility Program?

Canadian employers can avoid the entire LMIA process if the temporary foreign worker and the details of the job offer qualify under an LMIA-exempt category within the International Mobility Program (IMP). The IMP is the second major pathway — alongside the Temporary Foreign Worker Program — through which employers bring foreign workers to Canada.

Under the 2026-2028 Immigration Levels Plan, the IMP has an admissions target of 170,000 compared to 60,000 for the TFWP, reflecting the government’s preference for LMIA-exempt immigration services. In this case, the foreign worker can apply directly for a work permit and you won’t need to go through the entire LMIA process.

However, you must submit details of the job offer online through the IRCC Employer Portal – the system will issue a unique offer of employment code starting with the letter “A” that will need to be shared with the foreign worker for their work permit application.

Below is a list of some of the most popular pathways under LMIA-exempt route for foreign workers.

Intra-Company Transferees (ICT)

Multinational companies can temporarily transfer employees to their Canadian locations without requiring an LMIA. The ICT work permit category can be a good option if your company requires skilled talent from your other affiliate companies abroad. Employees who have worked for a related company outside Canada for at least 1 year full-time and hold specialized knowledge or an executive or managerial position may qualify under this program. ICT Specialized Knowledge worker must possess “knowledge at an advanced level of expertise” and “proprietary knowledge of the company’s product, service, research, equipment, techniques or management.” See IRCC’s guidance for further details.

Francophone Skilled Workers

If your business is located outside the Province of Quebec and your foreign worker speaks French, you should consider applying for the Francophone Mobility Program (Mobilité Francophone Canada). To be eligible for this program, your business and primary place of employment must be outside Quebec, you must offer a job in any occupation except agriculture, and the foreign worker must prove their French language abilities either through an IRCC -approved language test (most preferred) or education documents such as diplomas and transcripts if the majority of the program was completed in French. French is the official language in 29 countries, which puts it in second place behind English. The 29 countries are, in alphabetical order: Belgium, Benin, Burkina Faso, Burundi, Cameroon, Canada, Chad, the Ivory Coast, the Democratic Republic of the Congo, Djibouti, Equatorial Guinea, France, Haiti, Luxembourg, Madagascar, Mali, Monaco, Niger, Rwanda, Senegal, Seychelles, Switzerland, Togo and Vanuatu.

International Trade Agreements

Canada is a signatory to several international Free Trade Agreements (FTAs) that contain provisions to make it easier for skilled professionals to work temporarily in Canada. Most FTAs allow 4 categories of foreign workers to work in Canada without needing to apply for an LMIA: business visitors, professionals, intra-company transferees, and traders and investors. If your foreign worker is a national of the following countries, you may be eligible to apply for an LMIA-exempt work permit:

USA and Mexico using the CUSMA, the new North American Free Trade Agreement (NAFTA);
Chile using the Canada-Chile Free Trade Agreement (CCFTA);
Peru using the Canada-Peru Free Trade Agreement (CPFTA);
Colombia using the Canada-Colombia Free Trade Agreement (CCFTA);
South Korea using the Canada-Korea Free Trade Agreement (CKFTA);
Nationals of EU countries: Austria, Belgium, Bulgaria, Croatia, Republic of Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden using the Comprehensive Economic and Trade Agreement (CETA);
United Kingdom using the Agreement on Trade Continuity between Canada and the United Kingdom of Great Britain and Northern Ireland (CUKTCA);
Panama using the Canada-Panama Free Trade Agreement;
Australia, New Zealand, and Japan using the Comprehensive and Progressive Agreement for Trans-Pacific Partnership (CPTPP)
A national of any WTO-member country for specific occupations using the General Agreement on Trade in Services (GATS)

International Experience & Youth Exchange Programs (Working Holiday)

Some countries have a special agreement with Canada to promote international youth exchange and professional employment programs, allowing young professionals under the age of 35* (for some countries under 30) to travel and work in Canada without requiring an LMIA or a job offer. The foreign worker must register and submit their profile into the pool and await the invitation to apply for a work permit. In some instances, such as Young Professionals program, a job offer will be required as it also falls under LMIA-exempt category. Each country that participates in program has a set quota every year. Once a country’s quota is full, candidates from that specific country can no longer apply that year. That’s why it is essential to check the country quotas and encourage foreign workers to submit their profile as early as possible. Here’s the complete list of participating countries in this program:

Andorra, Australia, Austria, Belgium, Chile, Costa Rica, Croatia, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hong Kong, Iceland, Ireland, Italy, Japan, Latvia, Lithuania, Luxembourg, Netherlands, New Zealand, Norway, Poland, Portugal, San Marino, Slovakia, Slovenia, South Korea, Spain, Sweden, Switzerland, Taiwan, United Kingdom.

Significant Benefit

Significant Benefit Work Permits are considered in unique circumstances when the employment of the foreign worker will significantly contribute to the Canadian economy through specialized skills and experience—for example, technical workers, creative and performing artists, self-employed engineers, etc.

Reciprocal Employment

This exemption allows foreign workers to work in Canada in specific industries where Canadians have similar options in other countries. For example, professional athletes and coaches working with the Canadian team, professors, guest lecturers, and students participating in exchange programs. Multinational corporations can also take advantage of the reciprocal employment type of work permit. To qualify, it is mandatory to demonstrate that reciprocity exists - meaning that for every Canadian professional that is sent abroad, the receiving country will be able to send a professional from their country to work in Canada. It can be demonstrated by an employment contract (if it provides evidence of reciprocity), an HR Global Mobility Policy, and/or other documents that show that Canadian foreign workers benefit from the ability to travel abroad within the company. Contact us for advice on whether your company can use this process.

Working Without A Work Permit Explained

In several situations, your foreign worker can work in Canada without a Work Permit nor LMIA. This generally applies for short-term assignments and if they are coming in the following scenarios:

Business Visitors
Athletes and team members
Aviation accident or incident inspector
Civil aviation inspector
Clergy
Convention/conference organizers
Crew (Air, Highway, Maritime, Rail)
Emergency service providers
Examiners and evaluators
Expert witnesses or investigators
Foreign government officers
Foreign representatives and family members of foreign representatives
Health care students
Judges, referees and similar officials
Military personnel
News reporters, media crews
Performing artists
Public speakers
Religious leaders

However, depending on the country of origin, the worker may still require an entry visa to Canada.

Sobirovs Law Firm Is Here To Help

Determining which criteria your company needs to meet to hire temporary foreign workers is challenging — especially with the significant regulatory changes taking effect in 2026, including tighter recruitment requirements, CMA-based restrictions on low-wage positions, and the ongoing shift from the Temporary Foreign Worker Program to the International Mobility Program.

A half dozen different types of work permits have differing requirements. Unless your company hires a specific category of individuals, you should plan on going through the LMIA process until other legal advice is received.

Hiring foreign workers for your company in Canada can be complex and nuanced. Sobirovs Law Firm is here to help with years of experience across all aspects of this business. We can help you decide which options are best for your business and take you through the process with minimal hassles. Please book a consultation with us to learn more about your options.

The contents of this page should not be used as legal advice. Please seek assistance from a registered attorney if you are considering hiring foreign workers.

Frequently Asked Questions About International Recruitment

Below, you will find answers to the most commonly asked questions:

Can I hire foreign workers?

Generally, any Canadian employer is allowed to hire temporary foreign workers. If you own a business in Canada and want to recruit from other countries, you can do so through the Temporary Foreign Worker Program or the International Mobility Program. You must comply with federal regulations on employing foreign workers, including any necessary documentation such as an LMIA or an employer compliance fee, and you may need to meet province-specific obligations depending on your work location.

How can a Canadian employer hire foreign workers?

There are 2 ways to hire a foreign worker to work for your company in Canada:

Through the LMIA process, where companies must receive approval from the ESDC before the foreign worker can apply for a work permit and work for your company.
LMIA-exempt route, which allows the foreign worker to apply for a work permit directly without needing an LMIA.

See the table below for more info:

LMIA and Work Permit	No LMIA – Work Permit Only	No LMIA, No Work Permit
Most jobs in Canada require LMIA	Intra-company transferees	Business visitors
High-wage workers	Entrepreneurs and self-employed individuals	Athletes and team members
Low-wage workers	Highly skilled professionals	Aviation accident or incident inspector
Occupations in high demand	Citizens of the USA, Mexico, Chile, Peru, South Korea, Columbia, Panama, Australia, Singapore, New Zealand	Civil aviation inspector
	Citizens of most of the European Union countries	Clergy
	French-speaking foreign workers	Convention/conference organizers
	Religious workers	Crew (air, highway, maritime, rail)
	Academics	Emergency service providers
		Examiners and evaluators
		Expert witnesses or investigators
		Foreign government officers
		Foreign representatives and family members of foreign representatives
		Health care students
		Judges, referees and similar officials
		Military personnel
		News reporters, media crews
		Performing artists
		Public speakers
		Religious leaders (not to be confused with Religious workers)

How long does it take to bring a foreign worker to Canada?

It can take anywhere from 2 weeks to 12 months to bring a temporary foreign worker to Canada. This depends on whether you need a Labour Market Impact Assessment and which work permit stream applies. As of 2026, ESDC processing times average about 10-12 business days for the Global Talent Stream, 46 business days for low-wage positions, and 60 business days for high-wage positions — plus additional time for the work permit application itself.

An experienced immigration lawyer can make a huge difference in processing time, which means you are likely to have your worker ready for when you need them to start their job.

Do companies in Canada sponsor foreign workers?

No, Canadian employers do not sponsor foreign workers to come to work in Canada for them. This is a big misconception in the immigration space. Canadian employers can give job offers to foreign workers and apply for an LMIA, but in no way they sponsor those employees.

What is the Temporary Foreign Worker Program?

The Temporary Foreign Worker Program (TFWP) is a federal program run by Employment and Social Development Canada (ESDC) that allows Canadian employers to hire foreign nationals when qualified Canadians or permanent residents are not available to fill positions. The employer must first obtain a positive Labour Market Impact Assessment to demonstrate they made genuine recruitment efforts. The program covers high-wage, low-wage, Global Talent Stream, Agricultural, and Permanent Residence LMIA streams.

What is the International Mobility Program?

The International Mobility Program (IMP) allows Canadian employers to hire a temporary foreign worker without obtaining an LMIA. It covers categories such as intra-company transferees, workers under international trade agreements (CUSMA, CETA, CPTPP), Francophone skilled workers, and significant benefit work permits. The IMP is growing in importance: under Canada’s 2026-2028 Immigration Levels Plan, the IMP target is 170,000 admissions compared to 60,000 for the TFWP.

What support do employers need to provide to temporary foreign workers?

Canadian employers are responsible for maintaining the employment conditions stated in the LMIA and job offer, including wages, duties, and work location. Employers must keep all documentation and records for 6 years, report any changes to ESDC or IRCC, and ensure they do not recover LMIA application fees or recruitment costs from the worker. Non-compliant employers face penalties ranging from warnings to monetary fines and bans from hiring through the TFWP.

About the Author

Rakhmad Sobirov is the founder and Managing Lawyer of Sobirovs Law Firm, a boutique Canadian business immigration practice established in 2012. With over 13 years of experience advising international entrepreneurs, multinational employers, and skilled professionals on Canadian immigration pathways, Rakhmad has built a practice recognized by both Chambers & Partners and The Legal 500 for its work in business immigration law. He leads a multilingual team serving clients across six continents from offices in Toronto and Vancouver. A Canadian citizen since 2011 who immigrated through the Federal Skilled Worker program, Rakhmad brings firsthand understanding of the immigration process to every client engagement. He regularly publishes on Canadian immigration policy developments and speaks on topics including the Temporary Foreign Worker Program, LMIA strategy, intra-company transfers, and Provincial Nominee Program entrepreneur streams in his Weekly LIVE shows on YouTube.

Updated: April 16, 2026