High-Wage LMIA Canada: Requirements, Timeline & Approval

High-Wage LMIA Workers in Canada: Requirements, Timeline and Approval

Hiring a foreign worker in Canada involves more than offering a competitive salary. Employers must meet federal wage requirements, advertise the position, assess Canadian applicants and show that hiring internationally will not negatively affect the Canadian labour market. The Labour Market Impact Assessment (LMIA) process helps the government assess these factors.

For employers planning recruitment in 2026, understanding the high-wage LMIA requirements can prevent avoidable delays and refusals. Ansari Immigration Law helps employers and foreign workers understand Canadian work permit requirements, employer obligations and the steps involved in preparing immigration applications.

This guide explains the high-wage LMIA wage thresholds, recruitment rules, application timeline, transition plans and approval process. It also covers what workers should expect after their prospective employer receives a positive decision.

What Is a High-Wage LMIA in Canada

A high-wage Labour Market Impact Assessment is part of Canada’s Temporary Foreign Worker Program (TFWP). It allows an eligible Canadian employer to request permission to hire a foreign worker when suitable Canadian citizens or permanent residents are unavailable.

Employment and Social Development Canada (ESDC), through Service Canada, assesses the application. Officers consider the legitimacy of the business and job offer, recruitment efforts, wages and the likely impact on the Canadian labour market.

A positive LMIA supports the foreign worker’s application for an employer-specific work permit. The worker must still meet Immigration, Refugees and Citizenship Canada (IRCC) requirements before receiving permission to work. Key features of the high-wage stream include:

• Wage Classification: The offered hourly wage must meet or exceed the applicable provincial or territorial threshold.
• Processing Fee: The employer pays CAD $1,000 per position requested.
• Employment Duration: Employers may request up to three years, subject to the government’s assessment of their employment needs.
• Recruitment: Employers must demonstrate genuine efforts to hire qualified Canadians and permanent residents.
• Transition Plan: Generally required, subject to specific exemptions.

A high salary does not guarantee approval. The employer must satisfy the applicable requirements and demonstrate that the proposed employment is genuine.

High-Wage LMIA Requirements and Wage Thresholds for 2026

The first step is to confirm whether the position belongs in the high-wage stream. Canada uses provincial and territorial hourly wage thresholds, which are separate from the occupation-specific wage requirements.

Current High-wage LMIA Thresholds

For LMIA applications received on or after 17 July 2026, the following thresholds apply.

Province or Territory	Hourly Threshold (CAD)
Alberta	$37.50
British Columbia	$38.40
Manitoba	$31.33
New Brunswick	$31.73
Newfoundland and Labrador	$33.60
Northwest Territories	$48.00
Nova Scotia	$31.96
Nunavut	$45.00
Ontario	$36.92
Prince Edward Island	$31.20
Quebec	$36.00
Saskatchewan	$34.62
Yukon	$45.60

Canadian Official Source: Government of Canada’s hourly wage thresholds. These figures determine the LMIA stream. They do not establish the minimum acceptable wage for every occupation.

What is the Difference Between the Threshold and Prevailing Wage

Employers must pass two separate wage tests.

1. High-wage Threshold: The offered hourly wage determines whether you apply through the high-wage or low-wage stream.
2. Prevailing Wage: The wage must meet the higher of the applicable Job Bank median wage for the occupation and location, or the relevant wage range paid to comparable employees.

For example, an employer in Ontario offers a technician $38 an hour. The offer exceeds Ontario’s $36.92 high-wage threshold. If the applicable prevailing wage is $40 an hour, though, the $38 offer does not meet the wage requirement.

Only guaranteed wages count towards the offered wage test. Overtime, tips, benefits, bonuses and commissions cannot make up a shortfall. Use the government’s Job Bank wage comparison tool to check the occupation and work location before advertising.

Other Basic Eligibility Requirements

Your business must meet the following requirements to qualify for a high-wage LMIA. Consult a Canadian immigration lawyer for guidance on your specific circumstances.

• Legitimate Business: Operate an active Canadian business that provides goods or services.
• Genuine Hiring Need: Demonstrate that the position meets a legitimate business need.
• Financial Capacity: Show that your business can pay the proposed wages and meet all employment conditions.
• Full-Time Employment: Offer at least 30 hours of work per week.
• Programme Compliance: Meet the applicable Temporary Foreign Worker Program (TFWP) requirements and remain eligible to hire foreign workers.

You must also comply with provincial or territorial rules. Some provinces require employer registration or additional authorisation before recruiting foreign workers.

Recruitment Rules and Required Documents

ESDC expects employers to make reasonable efforts to recruit qualified Canadians and permanent residents before hiring a foreign worker.

How Long Must You Advertise the Job

For most high-wage LMIA applications, the minimum recruitment requirements include:

• Job Bank: Advertise the position on the Government of Canada’s Job Bank and use its Job Match service.
• Two Additional Recruitment Methods: Select methods suited to the occupation, with at least one having national reach.
• Advertising Duration: Advertise for at least four consecutive weeks within the three months before submitting the application.
• Continued Advertising: Keep at least one recruitment activity running until ESDC issues a positive or negative decision.

The two additional methods should reach suitable candidates. Examples include professional association websites, specialist recruitment platforms, employment agencies and national job websites. Using multiple websites of the same type may count as only one additional method.

Employers must also invite Job Bank candidates who receive four stars or more in matches generated during the first 30 days, and consider applications received through Direct Apply.

What Recruitment Evidence Should You Keep

Prepare records showing where the position appeared, the advertising dates, the wage offered and the qualifications requested. Keep copies of advertisements, applications, interview notes and reasons for rejecting candidates.

Your application should explain why qualified Canadian applicants could not fill the position. General statements about labour shortages are not a substitute for evidence from your own recruitment.

Documents Required for an LMIA Application

Prepare the following documents to support your high-wage LMIA application:

• Business Registration: Provide business registration documents, licences and proof of legitimate operations in Canada.
• Financial Records: Submit financial statements or other records showing your ability to pay the proposed wage.
• Job Details: Include the job description, relevant NOC code and proposed employment terms.
• Recruitment Evidence: Provide copies of job advertisements and records of recruitment results.
• Wage Comparisons: Show how the offered wage meets the applicable prevailing wage for the occupation and location.
• Transition Plan: Include a transition plan unless your position qualifies for an exemption.
• Supporting Forms: Complete the required LMIA application forms and provide any additional information requested by Service Canada.

Requirements can vary with the position, province and circumstances. Review the official high-wage LMIA application requirements before submitting.

What Is a Transition Plan

A transition plan explains how an employer intends to reduce reliance on temporary foreign workers over time. It should identify practical steps to recruit, retain and train Canadians and permanent residents.

Most high-wage LMIA applications require a transition plan, including dual-intent applications that support a temporary worker’s potential permanent residence. A useful plan may include:

• Employee Skills Training: Train existing employees to develop the skills needed for the role.
• Recruitment Partnership Building: Partner with colleges and professional associations to reach qualified Canadian candidates.
• Broader Candidate Outreach: Expand recruitment efforts to reach qualified candidates from under-represented groups.
• Career Development Support: Create opportunities for employees to develop their skills and progress into higher-level roles.
• Permanent Residence Guidance: Help eligible foreign workers explore permanent residence options where appropriate.

The plan must contain activities that your business can realistically carry out. If you previously submitted a plan for the same position and location, you may need to report on the commitments already made.

Are Any Employers Exempt

Exemptions apply to specific positions and circumstances. These include certain in-home caregiver and healthcare provider positions, qualifying primary agriculture roles, some limited-duration jobs, certain positions requiring unique skills and particular Quebec facilitated LMIA occupations. The exemption rules are specific. Do not assume your application qualifies simply because the job is temporary or highly specialised.

How to Apply for a High-Wage LMIA

Following the correct sequence helps employers prepare a complete application.

Step 1: Confirm the Occupation and Wage

Identify the appropriate NOC code based on the position’s actual duties. Check the provincial or territorial high-wage threshold and the prevailing wage for the occupation and location.

Step 2: Advertise and Recruit

Complete the required recruitment activities and consider qualified Canadian applicants. Document your hiring decisions and retain evidence of every advertising method.

Step 3: Prepare the Application

Gather business records, financial information, job details, recruitment evidence and the transition plan, where required. Check that the proposed salary and working conditions remain consistent across the documents.

Step 4: Submit Through LMIA Online

Submit the application through the government’s LMIA Online system and pay the CAD $1,000 processing fee for each position. The fee is the employer’s responsibility. It cannot be charged to or recovered from the foreign worker, and it is generally non-refundable if the application is refused or withdrawn.

Step 5: Respond to Service Canada

An officer may contact your business to request additional evidence, clarify recruitment results or discuss the proposed employment. Respond promptly and ensure your explanations match the submitted documents.

Ansari Immigration Law provides Canadian work permit and immigration guidance for applicants and employers who need help understanding the relevant requirements and preparing their cases.

Step 6: Receive the Decision

Service Canada issues a positive or negative LMIA decision. A positive decision provides supporting documentation for the foreign worker’s work permit application, but it does not guarantee work permit approval.

High-Wage LMIA Processing Time and Approval

Employers should plan for recruitment, government assessment and the worker’s separate immigration application. These stages have different timelines.

What is the Current High-wage LMIA Processing Time

According to the Government of Canada’s figures for September 2026, the average high-wage LMIA processing time was 98 business days.

Stage	Expected Timing
Recruitment	At least four consecutive weeks
ESDC Assessment	98 business days on average in September 2026
Work Permit Application	Varies by application location and circumstances

The 98-business-day figure measures the government’s average assessment period after receiving a complete application. It excludes the time needed to meet recruitment requirements and prepare the file.

This figure is historical, not a guarantee for your application. Service Canada updates its figures monthly. Check the official LMIA processing times before setting a worker’s expected start date.

How Long is a Positive LMIA Valid

Positive LMIA decisions for applications received from 1 May 2024 onwards are generally valid for up to six months. The foreign worker must apply for a work permit before the LMIA expires. This six-month period is not the same as the approved employment duration or the work permit’s validity.

Once the employer receives a positive decision, the worker can submit an employer-specific work permit application to IRCC with the required supporting documents. IRCC assesses that application separately, and processing times vary.

Employer Responsibilities After Approval

Receiving a positive LMIA does not end the employer’s obligations. You must continue to meet the approved terms throughout the worker’s employment. Your responsibilities include:

• Employment Agreement: Provide a written agreement signed by both parties on or before the worker’s first day. It must match the approved occupation, wage and working conditions.
• Wages: Pay at least the wage specified in the LMIA and review the prevailing wage annually. The worker’s pay cannot fall below the amount stated in the positive LMIA.
• Recruitment Fees: Never recover LMIA processing fees, recruitment costs or prohibited representative fees from the worker.
• Health and Workplace Insurance: Provide required private health insurance where applicable and ensure workplace safety insurance coverage.
• Working Conditions: Follow applicable employment standards and provide the approved job duties and conditions.
• Record Retention: Keep required recruitment, employment and LMIA records for six years.

Employers must also carry out the activities promised in their transition plans, where applicable. Government inspections can take place during or after employment. Non-compliance may result in financial penalties, a ban from the TFWP or public identification as a non-compliant employer.

The government can also take action if an employer misclassifies a temporary foreign worker as an independent contractor. Review the official employer compliance requirements to understand your responsibilities.

6 Common Reasons for LMIA Refusal

A high-wage LMIA application can be refused even when the offered salary meets the provincial threshold. Service Canada assesses the employer’s recruitment efforts, prevailing wage, business legitimacy and compliance with programme requirements. These common mistakes can weaken your application.

1. Incorrect Wage Calculations: Meeting the high-wage threshold but offering less than the prevailing wage can lead to refusal.
2. Incomplete Recruitment: Missing advertising periods, insufficient recruitment methods or failing to assess Canadian applicants can undermine the application.
3. Weak Business Evidence: Financial documents may not adequately support the proposed salary or demonstrate a genuine business need.
4. Inconsistent Job Details: Different job duties, wages or work locations across advertisements and application documents may raise concerns.
5. Poor Transition Planning: Vague commitments or failure to report on previous plans can weaken the application.
6. Prohibited Fees: Charging or recovering recruitment costs from a foreign worker can lead to a negative decision.

Before submitting, review the wage calculations, recruitment records, financial evidence and employment terms together. Consistent documentation makes it easier to demonstrate that the position meets the programme requirements.

Frequently Ask Questions