Canada lmia is an essential topic for professionals seeking opportunities overseas. This comprehensive guide covers everything applicants need to know about canada lmia, from eligibility requirements to application procedures, backed by official government sources and verified data.

A LMIA work permit Canada is the most common pathway — and that’s not changing anytime soon for skilled foreign workers to take up employment in Canada through the Temporary Foreign Worker Program (recognized by the OECD as one of the most structured) (TFWP). The Labour Market Impact Assessment (LMIA) is a document issued by Employment and Social Development Canada (ESDC) that confirms hiring a foreign national will have a positive or neutral effect on the Statistics Canada labour market data. Without a positive LMIA, most Canadian employers can’t hire a foreign worker under a closed work permit. This comprehensive guide covers the entire LMIA work permit Canada process — eligibility, streams, salary thresholds, employer obligations, fees, processing times, family rights, and the path to permanent residence — using only verified data from ESDC, IRCC, and the Government of Canada Job Bank.

The LMIA process has undergone significant changes — and they’re worth understanding in 2026. New rules effective 1 April 2026 impose stricter advertising requirements for low-wage positions, expanded youth recruitment obligations, and revised worksite caps. These changes directly affect how employers apply and they’ve reshaped the timeline for many applicants and how quickly applications are processed. Every figure in this guide is checked against the official ESDC employer compliance page and the latest IRCC program delivery instructions.

Why the LMIA work permit Canada matters

The LMIA is the single most consequential document in the Canadian foreign-hire process. A positive LMIA tells IRCC three things: that hiring a foreign worker will benefit or not harm the Statistics Canada labour market data, that the employer has made genuine efforts to recruit Canadians and permanent residents first, and that no qualified local candidate was available for the role. Once that document exists in a worker’s name, the work permit application becomes a relatively predictable, paper-driven process.

For foreign workers, the practical importance of the LMIA work permit Canada can’t be overstated — it’s the gateway to working legally in Canada. A positive LMIA unlocks a closed Canadian work permit, the ability to relocate immediate family members, and — for most National Occupational Classification (NOC) categories — additional Express Entry points that materially raise the chance of permanent residency. It’s also the single biggest target for recruitment scams, which is why every step in this guide should be cross-checked — don’t rely on any single source against the official ESDC page and the JobsRivo scam alerts hub.

High-Wage vs Low-Wage streams under the LMIA work permit Canada

ESDC splits the Temporary Foreign Worker Program (recognized by the OECD as one of the most structured) into two main streams. Which one applies depends on whether the offered wage meets or exceeds the provincial or territorial median hourly wage. The LMIA work permit Canada rules differ significantly between streams, so confirming the correct classification is the first step.

High-Wage Stream

The high-wage stream applies when the offered wage is at or above the provincial or territorial median hourly wage. Employers in this stream must submit a written transition plan explaining how they will eventually reduce reliance on temporary foreign workers — through training Canadian workers, mentoring programmes, or recruiting under-represented groups. Most engineering, IT, healthcare, and senior trades roles fall into this stream. The transition plan requirement exists because the TFWP is intended as a temporary labour solution, not a permanent staffing model. Employers who don’t take this obligation seriously risk having their LMIA applications refused.

Low-Wage Stream

The low-wage stream covers wages below the provincial median. As of 1 April 2026, employers in this stream face the strictest advertising rules in the programme’s history: the position must be advertised for a minimum of 8 consecutive weeks within the 3 months before submitting the LMIA application, and the employer must specifically target youth in recruitment efforts. The cap on the percentage of low-wage temporary foreign workers per worksite has also been tightened further. Hospitality, food service, retail, cleaning, and many factory roles typically fall into this stream. Workers in these positions should be aware that the stricter advertising rules mean longer wait times before an LMIA can even be filed.

Other streams

Applicants may also encounter the Global Talent Stream (approximately 10-business-day processing for select tech and specialised roles), the Agricultural Stream and the Seasonal Agricultural Worker Program (SAWP), Caregiver streams, and the Foreign Academic stream. Each has its own paperwork, but the underlying logic — protect Canadian jobs first, then approve foreign hires when a genuine shortage exists — remains consistent.

Provincial median wage thresholds for 2026

The boundary between high-wage and low-wage streams depends on the provincial or territorial median hourly wage plus 20%. Below are the 2026 thresholds based on data from the ESDC high-wage position requirements. These figures are updated annually and must be confirmed on the official Canada.ca portal before any application. It’s critical to check the current threshold because even a small wage adjustment can shift a position from one stream to another.

Wages below these thresholds place the position in the low-wage stream with its stricter advertising and cap requirements. Always verify the current threshold on the ESDC high-wage position page before applying, as figures are adjusted periodically based on Statistics Canada survey data.

Employer responsibilities and application steps

The LMIA is filed by the Canadian employer, not the worker. As a foreign worker, it isn’t possible to submit the application directly — but understanding what the employer must do is essential for recognising legitimate sponsors and avoiding scams. If an employer can’t explain the basic LMIA steps, that’s a warning sign. According to the Society for Human Resource Management (SHRM), proper employer compliance is the single most important factor in LMIA approval. Here’s the standard LMIA employer workflow:

1. Recruitment and advertising. The employer posts the role on the Canada Job Bank and at least two other approved platforms. From April 2026, the minimum advertising window for low-wage roles is 8 consecutive weeks within the 3 months before the LMIA application.
2. Documenting recruitment efforts. The employer keeps a record of every Canadian and permanent-resident applicant interviewed, and the specific reason each wasn’t hired. ESDC reviews this documentation carefully — insufficient evidence is the most common reason for negative LMIAs.
3. Filing the LMIA application. The employer logs into the Job Bank Employer Portal, completes the application, attaches the transition plan (high-wage) or recruitment evidence (low-wage), and pays the CAD 1,000 processing fee per position.
4. Wage and benefits commitment. The employer commits in writing to pay at least the prevailing wage for that NOC code in that province, plus standard benefits that a Canadian worker in the same role would receive.
5. Inspection readiness. ESDC may inspect the workplace at any point during the LMIA validity period to verify that the employer is meeting programme conditions. Per International Labour Organization standards, employers must maintain accurate records of wages paid, hours worked, and working conditions.
6. Issuing the offer letter and LMIA copy. Once the LMIA is approved, the employer sends the worker a signed offer letter and the official Annex A copy of the positive LMIA, which is then used for the work permit application.

If a recruiter asks a foreign worker to pay the LMIA fee, that’s an immediate red flag. Under section 89 of the Immigration and Refugee Protection Act (IRPA), recruitment fees can’t be passed on to the worker. This rule is absolute — there are no exceptions. Any such demand should be reported through the ESDC employer compliance channel and the JobsRivo scam alerts hub.

LMIA fees and government costs

The standard ESDC processing fee for an LMIA is CAD 1,000 per position, paid by the employer. This fee can’t legally be charged to the worker. If anyone asks a worker to pay it, that’s a violation of federal law. In addition to the processing fee, the following costs typically arise during the LMIA work permit Canada process:

Caregiver streams and primary agriculture positions are exempt from the CAD 1,000 ESDC fee. Always confirm the latest fee table — ESDC updates these periodically and it’s the applicant’s responsibility to verify current amounts on the official Canada.ca fees page before proceeding.

Canada LMIA processing times by stream

Processing times depend on the stream, the completeness of the file, and whether ESDC requests additional documentation. The table below shows average processing times published by ESDC for early 2026:

After the LMIA is approved, the work permit decision adds another 8 to 16 weeks at most visa application centres. The total elapsed time between a job offer and arrival in Canada under a LMIA work permit Canada typically ranges from 4 to 7 months. Planning around this timeline is critical — rushing or submitting incomplete documents is the fastest route to a refusal. It’s better to take an extra week preparing a complete application than to have it returned and start over. Current processing times are published monthly on the ESDC service standards page.

From LMIA to work permit — the worker side

Once an employer has a positive LMIA in a worker’s name, the process moves to the worker’s side. Here’s the standard workflow that most applicants follow.

Step 1 — Receive the LMIA package

The employer’ll need to provide three documents: a signed offer letter on company letterhead, Annex A of the positive LMIA, and the LMIA reference number. These three items form the core of the work permit application. Without them, IRCC won’t process the submission. If any of these documents are missing, contact the employer immediately — there’s no workaround. Keep all three in a single, clearly labelled PDF.

Step 2 — Apply online via the IRCC portal

Submit the work permit application through the IRCC online portal. Upload the LMIA package, passport bio page, proof of qualifications, English or French language test results (IELTS General, CELPIP, or TEF), and proof of settlement funds. Incomplete uploads are the most common cause of application returns. It’s frustrating, but IRCC is strict about this — every required field must be filled and every document uploaded before the system accepts the submission.

Step 3 — Biometrics and medicals

IRCC will issue a Biometrics Instruction Letter within a few days of receiving the application. Book fingerprints and photo at the nearest Visa Application Centre (VAC). If the role is in healthcare, child care, or food handling, an upfront medical exam from an IRCC-approved panel physician is also required.

Step 4 — Decision and Port-of-Entry letter

If the application is approved, IRCC issues a Port-of-Entry Letter of Introduction. This letter isn’t the work permit itself — the actual permit is printed by the Canada Border Services Agency officer at the airport when the worker lands.

Step 5 — Landing and onboarding

At the port of entry, present the passport, the Letter of Introduction, the LMIA copy, and the offer letter. The border officer issues the closed work permit on the spot. From day one, new arrivals should register for a Social Insurance Number (SIN), open a Canadian bank account, and apply for the provincial health card.

Bringing family members on an LMIA permit

One of the strongest practical benefits of an LMIA-backed closed work permit is the ability to bring immediate family members. A spouse or common-law partner is normally eligible for an Open Work Permit (OWP) of equivalent duration, allowing employment with any Canadian employer without a separate LMIA. Dependent children under 22 can attend public schools in most provinces at no tuition cost while the principal applicant holds a valid work permit.

It’s important to submit all family member applications as a single package. Applying for dependants separately after the principal applicant has landed is typically slower and more expensive. Applying for dependants separately after the principal applicant has landed is typically slower and more expensive. Required documents include marriage certificates, birth certificates, and passport copies — all may need certified translations depending on the country of issue.

From work permit to permanent residency

For many applicants, the real goal behind the LMIA work permit Canada is permanent residency. A positive LMIA-supported job offer can add 50 or 200 additional Comprehensive Ranking System (CRS) points under Express Entry, which is often enough to exceed the cut-off score in a federal draw — that’s why the LMIA route is so valuable for Express Entry candidates.

The Migration Policy Institute has documented how employer-driven immigration pathways consistently lead to higher permanent residence approval rates — and the LMIA work permit Canada route follows this pattern closely.

• Express Entry — Federal Skilled Worker / Canadian Experience Class: One year of Canadian work experience under a closed permit makes applicants eligible for the Canadian Experience Class, one of the fastest PR pathways available.
• Provincial Nominee Programs (PNP): Most provinces offer employer-driven streams that fast-track LMIA-supported workers, particularly in healthcare, skilled trades, and technology. Provincial nomination adds 600 CRS points.
• Atlantic Immigration Program (AIP): A separate employer-led PR pathway for Newfoundland and Labrador, Nova Scotia, New Brunswick, and Prince Edward Island — often paired with an LMIA-exempt offer.
• Rural and Francophone Immigration Pilots: Smaller communities continue to recruit workers with priority PR processing, particularly for French-speaking candidates outside Quebec — Canada’s bilingual immigration policy actively favours French proficiency.

Browse the JobsRivo Canada jobs hub and the verified sponsorship jobs listings for current employer-verified opportunities.

LMIA realities across Canadian provinces

Although the federal LMIA framework is uniform across Canada, the way the LMIA work permit Canada functions in practice varies meaningfully by province. Ontario and British Columbia have the largest absolute number of approvals, especially in healthcare, IT, and skilled trades, and tend to process faster because employers in these provinces are familiar with the documentation. It’s a well-oiled machine in Toronto and Vancouver. Alberta is dominant in oil and gas, heavy-haul transport, and agri-food processing, with strong demand for long-haul truck drivers, welders, and meat cutters.

Quebec runs its own parallel process — every Quebec LMIA also requires a Certificat d’acceptation du Quebec (CAQ) from the Ministry of Immigration, which adds 4 to 8 weeks but unlocks the Programme de l’experience quebecoise (PEQ) PR pathway. For French-speaking workers, this extra step is often worth the wait. The Atlantic provinces rely heavily on the AIP and rural pilots, where employer-led PR is often faster than a standard LMIA route. Manitoba and Saskatchewan publish high-demand occupation lists that align closely with TFWP roles, making provincial nomination a natural follow-on for workers who land through the LMIA process.

Worker rights and protections

Workers who arrive in Canada on an LMIA-backed permit are protected by federal and provincial employment standards in the same way as any Canadian worker. This includes minimum wage, overtime pay, vacation entitlement, statutory holidays, parental leave, and protection against unsafe work. The 2026 reforms strengthened anti-retaliation provisions: an employer can’t legally fire, demote, or threaten deportation against a worker who reports labour-standard violations. This protection exists regardless of immigration status — it’s a fundamental right under Canadian law.

If a worker’s situation deteriorates — for example, the employer isn’t paying the agreed wage or is imposing unsafe conditions — it’s possible to apply for an Open Work Permit for Vulnerable Workers (OWP-V) without needing a new LMIA. This permit allows the worker to leave the abusive employer and take employment with any other Canadian employer. Maintaining copies of the offer letter, pay stubs, and any written communication creates a paper trail that’s essential if a complaint needs to be filed with ESDC or the provincial Ministry of Labour.

Common mistakes to avoid

• Paying any fee to a recruiter. Employer-side LMIA fees can’t be charged to the worker under any circumstances. That’s the single clearest scam signal.
• Accepting an LMIA “guarantee” before the employer has applied. No agent can guarantee a positive decision — only ESDC issues LMIAs — only ESDC issues LMIAs, and each application is assessed on its merits.
• Assuming the work permit is open. An LMIA-based permit is closed and tied to one named employer; switching employers requires a new LMIA or an exemption. There’s no shortcut around this.
• Ignoring the wage threshold. If the offered wage is below the provincial median plus 20%, the position falls into the low-wage stream with stricter advertising and cap rules.
• Skipping the official IRCC portal. Work permit applications must be submitted via the IRCC online system, never through a third-party uploader or agent portal.
• Falsifying documents. A single misrepresentation triggers a five-year bar from Canada under section 40 of the IRPA. There are no exceptions and no appeals for deliberate fraud. It’s a permanent mark on the immigration record.

What changed on 1 April 2026

The 2026 amendments to the Temporary Foreign Worker Program (recognized by the OECD as one of the most structured) introduced several changes that directly affect the LMIA work permit Canada process. These are the most significant:

According to the Pew Research Center, global immigration policy shifts like Canada’s 2026 reforms are part of a broader trend toward stricter employer compliance requirements worldwide.

• Extended advertising period for low-wage positions. Employers must now advertise for a minimum of 8 consecutive weeks within the 3 months before submitting the LMIA application, up from the previous 4-week requirement. This is the most impactful change for low-wage stream applicants — it effectively doubles the minimum lead time before an LMIA can be submitted.
• Youth recruitment targeting. Employers in the low-wage stream must now demonstrate that they specifically targeted youth in their recruitment efforts, using at least one youth-focused advertising channel.
• Revised worksite caps. The cap on the percentage of low-wage temporary foreign workers per worksite has been tightened further, though certain rural and remote areas have received temporary exemptions. These exemptions are reviewed periodically, so it’s worth checking the current status on the ESDC website.
• Temporary retention measures. Eligible employers in some sectors can retain their current proportion of low-wage positions filled by temporary foreign workers, providing short-term stability while the new rules take effect.
• Stronger compliance enforcement. ESDC has increased the number of inspections and the penalties for non-compliant employers, including longer bans from the TFWP. Employers who don’t comply face real consequences — it’s not just a warning letter anymore.

The full text of the updated programme requirements is available on the ESDC low-wage position page and the ESDC TFWP changes page.

Key Tips for a Successful Canadian Work Permit Application

These aren’t optional suggestions — they’re the practical steps that separate successful LMIA applicants from those who get refused. If you’re serious about your LMIA work permit Canada application, don’t skip these.

• Don’t apply without verifying the employer’s LMIA first. Ask the employer for the LMIA number and confirm it’s valid through the ESDC employer compliance portal. If they won’t provide it, that’s a red flag — the LMIA might not exist or might have expired.
• You can’t apply for a work permit without a positive LMIA (unless you’re LMIA-exempt). The employer obtains the LMIA; you use the positive LMIA letter and your job offer letter to apply for your work permit. Don’t confuse the two processes — they’re sequential, not simultaneous.
• It’s critical to understand the difference between closed and open work permits. An LMIA-supported work permit is typically closed — it ties you to one employer and one location. If you want to change employers, the new employer needs their own LMIA. Open work permits (like the PGWP or spousal open permit) don’t require an LMIA but have their own eligibility requirements.
• Don’t underestimate the recruitment requirement for employers. Canadian employers must prove they couldn’t find a Canadian citizen or permanent resident to fill the role. This means advertising the position on Job Bank and at least one other platform for at least 30 days. If the employer hasn’t done this, the LMIA application will fail.
• You’ll need to meet the median wage for your occupation and region. The employer must offer at least the median hourly wage for the NOC/TEER code in the province where you’ll work. If the wage is below median, the LMIA will be refused. Check current wages on the Job Bank wage tool.
• There’s a cap on low-wage LMIA positions per workplace. As of 2024, employers can’t have more than 10% of their workforce on low-wage LMIA positions (with a cap of 10 positions per employer in certain sectors). If the employer has already hit this cap, they can’t hire you under a low-wage stream.
• Don’t forget the medical exam requirement. If you’re applying for a work permit and plan to work in healthcare, childcare, or agriculture, you’ll need an immigration medical exam from a panel physician approved by IRCC. Schedule this early — it can add 4–6 weeks to processing.
• You shouldn’t pay the employer for the LMIA. It’s illegal for employers to recover LMIA fees from workers. If an employer asks you to pay the $1,000 LMIA application fee, that’s a violation of Canadian labour law. Report it to ESDC.
• It’s worth planning your PR pathway from Day 1. An LMIA-supported job offers 50–200 additional CRS points for Express Entry, depending on the NOC level and duration. The longer you work in Canada, the stronger your PR application becomes. Don’t treat the LMIA as just a work permit — it’s often the first step toward permanent residence.
• Don’t ignore provincial nominee programs. Many provinces have PNPs that don’t require an LMIA at all — they issue provincial nomination certificates directly. If you’re struggling to find an LMIA employer, check the provincial nominee program options for your target province.

Frequently asked questions

These are the questions skilled migrants ask most often about the LMIA work permit for Canada — from eligibility and processing times to employer obligations and pathways to permanent residence. Each answer references official Government of Canada data and verified IRCC guidance.

What is a LMIA work permit Canada?

A Canadian LMIA-based work permit is a closed (employer-specific) work permit that a foreign national can apply for after a Canadian employer obtains a positive Labour Market Impact Assessment from ESDC. The LMIA confirms that no Canadian or permanent resident was available to fill the position, and that hiring a foreign worker will have a positive or neutral effect on the Statistics Canada labour market data. The work permit is tied to the specific employer, occupation, and location named in the LMIA — it can’t be used to work for any other employer. It’s the most common pathway for skilled foreign workers to take up employment in Canada through the Temporary Foreign Worker Program (recognized by the OECD as one of the most structured), and it provides access to provincial healthcare, the ability to bring family members, and a potential pathway to permanent residency through Express Entry or Provincial Nominee Programs.

Can a worker apply for an LMIA directly?

No. Only the Canadian employer can submit an LMIA application to ESDC. The worker’s role begins after the LMIA is approved — the employer provides Annex A and the offer letter, which the worker then uses to apply for a closed work permit through IRCC. Any recruiter or agent who claims to “apply for an LMIA on behalf of a worker” is either misrepresenting the process or running a scam. Workers should only engage with employers who can demonstrate a genuine Canadian business presence and a valid CRA Business Number. Before accepting any job offer, verify the employer on the Canada Revenue Agency website and confirm that the company actually exists at the address listed in the offer letter.

How much does an LMIA cost?

The standard ESDC processing fee is CAD 1,000 per position, paid by the employer. Caregiver streams and primary agriculture roles are exempt from this fee. The fee can’t legally be passed on to the worker — if an employer or recruiter demands that a worker pay this amount, it’s a violation of section 89 of the Immigration and Refugee Protection Act and should be reported to ESDC immediately. The worker is responsible for the CAD 155 work permit application fee and the CAD 85 biometrics fee, which are separate from the employer’s LMIA cost. Additionally, if a spouse is applying for an Open Work Permit, the CAD 100 open work permit holder fee applies. Workers should budget for medical examination costs and certified translation fees as well, which vary by country.

How long does the Canada LMIA process take?

Processing times vary significantly by stream. Global Talent Stream LMIAs are typically processed in 10 to 14 business days, making them the fastest option for qualifying tech and specialised roles. High-wage LMIAs average 44 to 60 business days, low-wage LMIAs 60 to 90 business days, and dual-intent PR LMIAs 80 or more business days. After the LMIA is approved, the work permit application adds another 8 to 16 weeks depending on the visa application centre and the completeness of the submission. The total timeline from initial job offer to arrival in Canada is generally 4 to 7 months under the standard LMIA process. Workers should plan their departure timelines accordingly and avoid resigning from current positions until the work permit is confirmed. Current processing times are published monthly on the ESDC service standards page.

Does an LMIA guarantee permanent residency?

No. A positive LMIA doesn’t guarantee permanent residency on its own. However, a valid LMIA-supported job offer adds 50 or 200 Comprehensive Ranking System (CRS) points under Express Entry, which often pushes candidates above the cut-off score and results in an Invitation to Apply (ITA) for PR. Most workers use the LMIA-supported work permit as a bridge — gaining Canadian work experience through the closed permit, then transitioning to PR through Express Entry, a Provincial Nominee Program, or the Atlantic Immigration Program. The specific PR pathway depends on the worker’s NOC code, province of employment, language scores, and education level. Workers in healthcare, skilled trades, and World Economic Forum-highlighted technology sectors generally have the most options.

Can a worker change employers on a closed work permit?

Not without a new LMIA. An LMIA-based work permit is closed and tied to a specific employer. To change employers, the new employer must obtain its own positive LMIA for the worker, and the worker must apply for a new work permit before starting the new role. Working for an employer not named on the permit is a violation of immigration law and can result in removal from Canada and potential bans on future applications. Workers who experience abuse or exploitation can apply for an Open Work Permit for Vulnerable Workers (OWP-V) through IRCC, which allows them to leave the employer and work for any Canadian employer without needing a new LMIA. The OWP-V process was specifically designed to protect workers who would otherwise be trapped in abusive employment situations.

What changed for the LMIA work permit Canada on 1 April 2026?

The most significant change effective 1 April 2026 is the extended advertising requirement for low-wage positions: employers must now advertise for a minimum of 8 consecutive weeks within the 3 months before applying, up from 4 weeks previously. Per ESDC employer compliance requirements, employers must also specifically target youth in their recruitment efforts, using at least one youth-focused advertising channel. The worksite cap on low-wage temporary foreign workers has been tightened further, with limited exemptions for certain rural and remote areas. ESDC has also increased compliance enforcement, with more frequent workplace inspections and higher penalties for non-compliant employers, including longer bans from the Temporary Foreign Worker Program (recognized by the OECD as one of the most structured). These changes are designed to reduce employer reliance on the TFWP for low-wage positions and encourage hiring from the domestic labour market first.

What is the difference between an LMIA work permit and an LMIA-exempt work permit?

An LMIA work permit requires the employer to first obtain a positive Labour Market Impact Assessment from ESDC before the worker can apply for a closed work permit. An LMIA-exempt work permit is issued under the International Mobility Program (IMP) and doesn’t require an LMIA because the hire provides significant economic, cultural, or competitive benefits to Canada. Common examples of LMIA-exempt categories include intra-company transferees, CUSMA (formerly NAFTA) professionals, post-graduation work permit holders, and working holiday participants. LMIA-exempt permits are typically faster to obtain because they bypass the ESDC assessment, but they don’t carry the same CRS point advantage for Express Entry as an LMIA-supported job offer. Workers who are eligible for both pathways should weigh the faster processing of the IMP against the Express Entry points benefit of the LMIA route.

Where can verified Canada LMIA jobs be found?

Browse the JobsRivo Canada jobs hub — every listing is editorially reviewed and free for job seekers, with no agent fees. The Government of Canada Job Bank is the official source for all Canadian job postings, including LMIA-supported positions. Always verify that the employer has a real Canadian business presence and a valid CRA Business Number before engaging with any job offer. The JobsRivo scam alerts hub documents common recruitment fraud patterns to watch for. Networking through professional associations in the target province — such as the Ontario Medical Association for healthcare professionals or TechAlliance for IT workers in southwestern Ontario — can also connect applicants directly with employers who are actively seeking foreign talent and are already familiar with the LMIA process. Workers should always verify any employer on the ESDC compliance records before accepting an offer.

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