To determine whether a position is high-wage or low-wage, compare the offered hourly wage to your province or territory threshold below. At or above the threshold, the high-wage stream applies; below it, the low-wage stream and its added requirements apply. ESDC updates these thresholds, and the current figures took effect on 17 July 2026.

• Jobs offering wages at or above the provincial or territorial wage threshold.
• Employers must submit detailed recruitment efforts to demonstrate that they have tried to hire Canadian workers.
• Employers may need to provide transition plans outlining how they intend to reduce their reliance on temporary foreign workers over time.

• Jobs offering wages below the provincial or territorial wage threshold.
• In addition to standard documentation, employers must meet additional requirements such as providing transportation, housing, and health insurance.
• Employers are subject to a cap on the proportion of low-wage temporary foreign workers they can hire (typically between 10-30% of the workforce depending on employment sectors).
• Positions that lead to permanent residency, such as those under the Provincial Nominee Program (PNP), may be exempt from these caps.

• Allows employers to hire temporary foreign workers for seasonal agricultural work.
• Must adhere to SAWP-specific regulations and recruitment efforts.

• Covers various agricultural roles year-round, not limited to seasonal periods.
• Includes specific requirements for housing and transportation.
• Similar to SAWP but with different operational guidelines.

• Employers can hire foreign workers to care for children, seniors, or individuals with medical needs.
• Must demonstrate the need for a caregiver and the inability to find a Canadian or permanent resident for the role.
• Employers must provide a detailed employment contract and meet specific wage requirements.

• These positions support foreign workers’ applications for permanent residency.
• They are crucial in providing a pathway for foreign workers to transition from temporary to permanent residency status.
• These positions often align with specific immigration programs designed to facilitate permanent residency, such as the Express Entry system.

Certain situations and programs allow employers to hire foreign workers without needing an LMIA. These exemptions include:

The International Mobility Program (IMP) allows employers to hire foreign workers without an LMIA when the work benefits Canada economically, culturally, or socially. This program includes work permits issued under international agreements such as the Canada-United States-Mexico Agreement (CUSMA, formerly NAFTA), intra-company transfers, and programs like the Youth Mobility Program.

The Global Talent Stream (GTS) is designed to help Canadian employers attract highly skilled foreign workers in occupations that are in high demand and support innovation. It is part of the Temporary Foreign Worker Program (TFWP) and offers expedited processing for eligible applicants.

Intra-Company Transfers allow multinational companies to transfer key employees to their Canadian branch without the need for an LMIA. This exemption applies to executives, managers, and workers with specialized knowledge.

Francophone Mobility allows employers to hire French-speaking workers from abroad to work outside Quebec without needing an LMIA. This initiative aims to promote linguistic diversity and support the use of French in communities across Canada.

Special Public Policy Initiatives provide LMIA exemptions under temporary public policies that address specific humanitarian and compassionate grounds or other special circumstances. These initiatives are designed to respond to unique situations that arise due to various socio-political or economic factors.

Other pages on this site that deal with closely connected questions.