LMIA or LMIA-exempt work permit: how employers and workers tell the difference

Understanding the difference between an LMIA and an LMIA-exempt work permit helps employers choose a hiring process and helps workers identify what authorization they need. The right route depends on the specific job, employer, location and worker, not just a job title or a broad exemption label. In Quebec, it also decides whether the worker needs a CAQ. Here is how IRCC frames it, from pages checked on October 11, 2026.

What an LMIA does, and what an exemption changes

A Labour Market Impact Assessment (LMIA) is an assessment of a job offer’s effect on the Canadian labour market. A positive LMIA can support a hire through the Temporary Foreign Worker Program (TFWP), but it is not a work permit and does not authorize the worker to start work.

Under the International Mobility Program (IMP), an employer may hire without an LMIA only when a specific exemption applies to that position and worker. A business is not automatically exempt as a whole, and an occupation’s title alone does not establish eligibility.

	With an LMIA	LMIA-exempt
Program	Temporary Foreign Worker Program	International Mobility Program
Employer’s first step	Apply for an LMIA (in Quebec, jointly with the MIFI)	Submit an offer of employment in IRCC’s Employer Portal and, in most cases, pay the $230 employer compliance fee
CAQ in Quebec	Required	Not required, according to IRCC
What the worker needs	The positive LMIA (and CAQ in Quebec) to apply for the permit	The offer of employment number to apply for the permit

An LMIA exemption is different from a work permit exemption. Someone may qualify for an LMIA-exempt work permit and still need a permit before working. Only specific situations allow a person to work without a permit.

An employer-specific permit sets conditions such as the employer, occupation or location. An open work permit is not tied to a single employer in the same way, although it can still carry conditions. For a practical overview, see our guide to Canadian work permits.

Use the job and worker’s circumstances to choose a pathway

Start by identifying the worker’s current immigration status and whether they already hold a work permit. Then assess the proposed duties, employer, work location and the worker’s circumstances together; a title such as “manager” or “specialist” does not decide which pathway applies.

IRCC tells employers to decide in three steps:

1. Review the LMIA exemption codes (and the work permit exemptions, to see whether the worker needs a permit at all).
2. Pick the code that seems most relevant to your situation.
3. Read its detailed description to confirm it applies.

If an exemption applies, the LMIA exemption code goes in the offer of employment. More than one category may seem relevant, but their eligibility tests and employer steps are not interchangeable. If none fits, you need an LMIA, and you cannot hire through the International Mobility Program. For a hard case, IRCC’s International Mobility Workers Unit can give an opinion on whether an exemption applies; it is not binding on the officer who decides the permit.

Employers can discuss their situation in our employer consultation.

Do not treat a submitted application, a pending application or an LMIA decision as permission to work. The worker needs the authorization required for their circumstances and must follow its conditions.

When the LMIA route applies, the employer and worker have different steps

The employer submits the LMIA application under the TFWP. If the employer receives a positive decision, the worker generally applies separately for the required work permit and must meet its requirements.

Recruitment steps and job-offer requirements depend on the applicable stream and case. Employers should follow the current instructions for the LMIA stream they are using rather than assume that one recruitment rule applies to every position. A positive LMIA supports the worker’s permit application; it does not, on its own, authorize the worker to begin work.

For Quebec-specific considerations, see our LMIA guidance for Quebec employers and our guide on hiring a foreign worker in Quebec.

How an LMIA-exempt employer-specific permit works

IRCC groups LMIA-exempt workers into a few families:

• workers who do not need a work permit at all;
• workers who already hold an open work permit;
• workers eligible for an employer-specific, LMIA-exempt permit, for example under certain international agreements, intra-company transfers, youth exchanges, significant benefit, or francophone mobility for jobs outside Quebec.

These are examples, not automatic qualifications: the worker, job and employer must meet the requirements of the specific category.

For LMIA-exempt employer-specific hires, the employer submits an offer of employment through IRCC’s Employer Portal before the worker applies and, in most cases, pays the $230 employer compliance fee. The steps vary by exemption, so employers should follow the relevant IRCC instructions.

Employers should keep records that show how the offer qualifies and ensure the actual duties and working conditions remain consistent with it. Employer compliance responsibilities apply to IMP hiring.

A permit may limit the employer, occupation or work location. Before a worker changes jobs, employers or locations, review the permit; our article on changing jobs on an employer-specific permit explains the rules. The worker should not assume that a change is allowed under existing authorization.

Quebec hiring can involve additional steps

Federal work permit rules still apply to jobs in Quebec, and provincial requirements may apply as well. Quebec’s official guidance on hiring a temporary foreign worker explains the provincial process; employers should also follow the relevant federal LMIA or IMP instructions.

For an LMIA-based hire, a job of more than 30 consecutive days is filed with both Service Canada and the MIFI, in French, and the worker also needs a CAQ. Low-wage positions face extra limits, including a pause on certain applications in Montreal and Laval until December 31, 2026. An LMIA exemption does not prove that every other federal requirement has been met.

In Quebec, a 2026 measure also created an LMIA exemption for some workers who have applied for permanent selection under the PSTQ: see the 12-month work permit for PSTQ applicants.

Assess the worker’s circumstances, the job and the exemption or LMIA route together. The process for an LMIA-based hire differs from the process for an LMIA-exempt position.

Before work begins, verify authorization and ongoing obligations

The worker should confirm they hold the required work authorization and meet any separate entry-document requirements that apply to them. Travel documents depend on the traveller’s circumstances; a work permit and permission to travel are distinct matters.

The employer should compare the intended start date and actual duties with the worker’s permit conditions and the applicable LMIA or exemption requirements. If an exemption does not fit, assess another eligible pathway or follow the LMIA process before the worker starts. For someone already in Canada, any change to employer, job or work location must be assessed against the permit and current IRCC rules.

See also: LMIA in Quebec, employers, work permit, open work permit, a Quebec job offer: what to check, consultation.

Conclusion

The key difference between LMIA and LMIA-exempt work permits is the basis for the hire: the TFWP route involves an LMIA, while the IMP route requires a specific exemption category to apply. Neither an LMIA nor an exemption alone grants permission to work. Employers and workers should match the job and individual circumstances to current federal and Quebec requirements before the first workday.

Frequently asked questions

Does an LMIA-exempt hire cost the employer anything?

In most cases, yes: the $230 employer compliance fee, paid when the offer of employment is submitted in the Employer Portal. Some employers are exempt from both.

Does a worker hired under the International Mobility Program need a CAQ?

No. IRCC states that the worker does not need a CAQ when the employer hires through the International Mobility Program.

What documents can help show that a worker qualifies for an LMIA exemption?

Useful evidence may include a detailed offer and job description, proof of the worker’s qualifications or experience, and documents establishing facts relevant to the exemption, such as citizenship or a relationship between companies. The exact evidence depends on the category.

Can someone in Canada work while waiting for a work permit decision?

A worker in Canada who applies to extend a work permit before it expires may continue working under the same conditions while it is processed; eligibility depends on their circumstances and IRCC’s instructions.

Can the employer choose the exemption route to avoid an LMIA?

Only if the job and the worker genuinely fit an exemption code. If none applies, the LMIA is required. If more than one category seems to fit, select one and assess the offer against that category’s own requirements.

Official sources

Official pages consulted on October 11, 2026:

• IRCC — Who needs a labour market impact assessment
• IRCC — Who you can hire under the International Mobility Program
• IRCC — How to hire under the International Mobility Program