High-Wage LMIA Transition Plans: What Employers Need to Show
· Harjeet Arora, RCIC-IRB
A transition plan is generally a mandatory part of a high-wage LMIA. It describes the activities the employer commits to undertake during the employment period to recruit, retain and train Canadians and permanent residents and reduce reliance on the Temporary Foreign Worker Program.
Commitments should be concrete
A transition plan should reflect the occupation, work location and actual labour-market challenge. Generic promises are less useful than measurable recruitment, training or retention activities.
Previous transition plans matter
Where an employer previously submitted a transition plan for the same position and work location, the new application can require reporting on the results of earlier commitments.
Duration and business need
The plan should make sense alongside the requested employment duration, recruitment history, workforce strategy and genuine need for the position.
See High-Wage LMIA and LMIA services.
Related guidance: LMIA business legitimacy documents and what happens during an LMIA employer interview.
Documenting progress against commitments
Employers should retain dated records of recruitment campaigns, training opportunities, employee retention measures and outcomes. Where an earlier plan exists, compare promised activities with completed actions and explain any material changes. The plan must match the applicable program instructions, including any exemptions.
General information only. Check current ESDC requirements and exemptions for the specific stream.