Canadian employers use the Temporary Foreign Worker Program (TFWP) and International Mobility Program (IMP) to hire foreign workers where the applicable legal and program requirements are met. Employer strategy should begin with the correct program, NOC, wage, work location and compliance framework before recruitment or an offer is finalized.
Employer immigration services
- Labour Market Impact Assessment (LMIA)
- High-Wage LMIA
- Low-Wage LMIA
- Temporary Foreign Worker Program
- Global Talent Stream
- LMIA-Exempt Employer Work Permits
- Intra-Company Transferees
- Employer Compliance & Inspections
- Start-Up Visa , existing and legacy files
- Provincial Business & Entrepreneur Immigration
Important 2026 TFWP rules
High-wage and low-wage classification is based on the provincial or territorial hourly wage threshold in effect when the LMIA is submitted. The thresholds were updated effective July 17, 2026. Low-wage hiring is also affected by the 10% general cap, specified 20% cap sectors and the refusal-to-process rule for many low-wage positions in census metropolitan areas with unemployment of 6% or higher.
LMIA-exempt hiring
Under the International Mobility Program, most employers hiring an LMIA-exempt employer-specific worker must submit the offer through the Employer Portal and pay the $230 employer compliance fee before the worker submits the work permit application, unless an exemption applies.
Compliance begins before hiring
Wage, occupation, duties, location and working conditions should remain consistent with the approved LMIA or Employer Portal offer. Employers should maintain the records required by the applicable program and be prepared for inspection.
Immigration criteria, document requirements and public policies can change. Advice should be based on the rules and facts applicable when you apply.