An employer-specific, or closed, work permit authorizes a foreign national to work according to the conditions stated on the permit. These commonly include the employer, work location and authorized period. The underlying employment may be supported by an LMIA or by an LMIA exemption under the International Mobility Program. Employers using the LMIA route should also understand how wage thresholds affect high-wage and low-wage LMIA applications.
LMIA-based work permit
Where an LMIA is required, the employer first obtains a positive LMIA. The worker then applies to IRCC for the work permit using the LMIA and employment documents. LMIA approval does not itself authorize work.
LMIA-exempt employer-specific permit
Where an International Mobility Program exemption applies, the employer generally submits the offer of employment through the Employer Portal and pays the $230 employer compliance fee before the worker applies, unless the employer or category is exempt.
What must align
- Employer and business information
- Correct LMIA or LMIA-exemption code
- NOC occupation and job duties
- Wage, benefits and working conditions
- Work location
- Worker qualifications and any required licensing
- Period of employment
Changing employers
A worker holding an employer-specific permit normally cannot simply begin working for a different employer. The new employment must be separately authorized under the applicable work-permit rules.
Choose the Correct Employer Route
Employer-specific authorization may be supported through the LMIA process or through LMIA-exempt hiring under the International Mobility Program. Workers reviewing their own application can start with our Canada work permit guide. For employer-specific planning, book a consultation.
Immigration criteria, document requirements and public policies can change. Advice should be based on the rules and facts applicable when you apply.