Maple News reports that Canadian employers continue to rely on international talent to address skill shortages and drive economic growth, filling hundreds of thousands of positions with foreign workers each year. If you’re looking to recruit workers from abroad, it’s crucial to understand Canada’s hiring pathways, regulations, and immigration streams. Here’s what you need to know.
The first step in hiring a foreign national is to determine whether you require a Labour Market Impact Assessment (LMIA). A positive LMIA verifies that no Canadian worker is available to do the job, allowing the employer to recruit internationally without negatively affecting the domestic labour force. Jobs that require an LMIA fall under Canada’s Temporary Foreign Worker Program (TFWP). Once the LMIA is approved by Employment and Social Development Canada (ESDC), your potential employee can apply for a work permit through Immigration, Refugees and Citizenship Canada (IRCC).
Not all positions require an LMIA. Some jobs fall under Canada’s broader economic, cultural, or social objectives and are covered by the International Mobility Program (IMP). In these cases, the employer is exempt from obtaining an LMIA, but must submit the job offer via the Employer Portal and pay a compliance fee prior to the worker applying for a work permit.
Some individuals can even work in Canada without a permit, depending on their occupation and the nature of their stay. Examples include business visitors, foreign media representatives, or professional athletes. Employers must confirm whether any LMIA or work permit exemptions apply using government exemption codes or by contacting the International Mobility Workers Unit, especially when hiring someone from a visa-exempt country.
To secure an LMIA, employers must submit applications based on the nature of the job offer—whether it involves high-wage or low-wage positions, agriculture, or seasonal work. After receiving the LMIA, the foreign worker must provide the LMIA certificate, LMIA number, job offer letter, and an employment contract to apply for their work permit. Once approved, they will receive a letter of introduction and obtain their actual permit upon entry into Canada.
In Quebec, additional steps apply under the TFWP, including obtaining a Quebec Acceptance Certificate (CAQ). However, CAQs are not required for jobs processed through the IMP.
Employers who intend to support a candidate’s permanent residency can do so through pathways like Express Entry, which covers skilled workers qualified under Canada’s National Occupational Classification (NOC) 0, A, or B levels. These immigration streams include the Canadian Experience Class, Federal Skilled Worker Program, and Federal Skilled Trades Program. A job offer aligned with these criteria can boost a candidate’s ranking in the Express Entry points system.
Other immigration options—such as the Provincial Nominee Program (PNP), the Atlantic Immigration Program (AIP), and regional pilot programs—may be suitable for positions at NOC skill levels C and D.
Before arrival, foreign employees may need to undergo a medical exam, obtain a visitor visa or an electronic travel authorization (eTA), and meet any public health requirements in effect at the Canadian border. Additionally, some countries have exit requirements their citizens must meet before departing, which employers and workers alike should keep in mind.
Hiring international talent can be a powerful way to bridge labour gaps while investing in long-term business success. With the right knowledge and preparation, Canadian employers can navigate the immigration system effectively and create opportunities for skilled newcomers.