What to do next
Identify the right category or exemption
Many hires proceed under exemptions rather than the standard route — intra-company transfers, trade-agreement categories, and specialized occupations among them. Choosing the right path at the start avoids months of delay.
Plan around processing times
Assessments, petitions, and consular steps each take time, and some categories are subject to annual caps or lotteries. Confirm current timelines before committing to a start date with the candidate.
Get compliance right, not just approval
Employers carry ongoing obligations on wages, working conditions, recordkeeping, and inspections. Non-compliance can bring penalties and loss of the ability to hire foreign workers at all.
Frequently asked questions
What is an LMIA?
A Canadian assessment confirming that hiring a foreign worker is justified given the domestic labour market. Some hires are exempt, which is usually faster where an exemption applies.
Can we start the person before approval?
Generally no. Working without proper authorization has serious consequences for both the worker and the employer. Wait for the correct status.
Are there caps or lotteries?
Some categories are capped or allocated by lottery, particularly in the US. That makes timing and having a backup category important.
What are our ongoing obligations?
Typically maintaining the offered wage and conditions, keeping records, and cooperating with inspections. These continue after approval and are actively enforced.
This is general information, not legal advice. Laws vary by location and every situation is different — speak with a qualified lawyer about your specific circumstances.