LMIA Canada 2026: Complete Employer Guide for Hiring Filipino Workers

The Labour Market Impact Assessment (LMIA) is the gateway document that Canadian employers must obtain before hiring most foreign workers. For Filipino workers and the Canadian employers who want to hire them, understanding the LMIA process is essential. This comprehensive 2026 guide covers every aspect of the LMIA — from high-wage and low-wage stream differences to the latest regional restrictions, fees, processing times, and practical tips for success.

Last updated: February 2026. This guide reflects the latest LMIA policy changes, including the January 9, 2026 regional processing updates and current median wage thresholds.

What Is an LMIA and Why Is It Needed?

A Labour Market Impact Assessment (LMIA) is a document issued by Employment and Social Development Canada (ESDC) that a Canadian employer must obtain before hiring a foreign worker. The LMIA verifies that:

• There is a genuine need for a foreign worker to fill the position
• No Canadian citizen or permanent resident is available to do the job
• Hiring the foreign worker will have a positive or neutral impact on the Canadian labour market
• The employer is offering wages and working conditions that meet Canadian standards

A positive LMIA (sometimes called a “confirmation letter”) allows the foreign worker to apply for a work permit through Immigration, Refugees and Citizenship Canada (IRCC). Without a positive LMIA, most employer-specific work permit applications cannot proceed.

For the Filipino community, the LMIA is particularly significant. Thousands of Filipino workers come to Canada each year as caregivers, skilled tradespeople, healthcare workers, food service workers, and professionals. The LMIA is often the first critical step in their Canadian journey — and for many, it becomes a pathway to permanent residency.

High-Wage vs. Low-Wage LMIA Streams: Key Differences

The Temporary Foreign Worker Program (TFWP) divides LMIA applications into two main streams based on the provincial or territorial median hourly wage. Whether your job offer falls above or below this threshold determines which set of rules applies.

2025–2026 Provincial Median Wage Thresholds

These thresholds were last updated on June 27, 2025 and are used to classify positions as high-wage or low-wage:

Province / Territory	Median Hourly Wage Threshold
Ontario	$36.00
British Columbia	$36.60
Alberta	$36.00
Quebec	$34.62
Saskatchewan	$33.60
Manitoba	$30.16
Nova Scotia	$30.00
New Brunswick	$30.00

If the wage you are offering is at or above the threshold for your province, you apply under the High-Wage Stream. If it is below the threshold, you apply under the Low-Wage Stream.

Comparison: High-Wage vs. Low-Wage LMIA Streams

Feature	High-Wage Stream	Low-Wage Stream
Wage Requirement	At or above provincial median	Below provincial median
Transition Plan	Required (plan to reduce reliance on TFWs)	Not required
Workforce Cap	No cap	10% of workforce (20% for construction, food manufacturing, hospitals, nursing facilities)
Work Permit Duration	Up to 2 years	Up to 1 year
Regional Restrictions	Generally not affected by regional unemployment	Refused in CMAs with unemployment ≥ 6%
Housing Requirement	Not required	Must provide or ensure affordable, suitable housing (< 30% of pre-tax income)
Transportation	Not required (but recommended)	Must pay round-trip transportation to and from Canada
Processing Time	~50 business days	~44 business days
Application Fee	$1,000 per position	$1,000 per position

LMIA Application Process: Step-by-Step

The LMIA application process requires careful planning and documentation. Here is a detailed breakdown of each step:

Step 1: Determine Your Stream

Compare the wage you plan to offer against the provincial median hourly wage for your province (see table above). This determines whether you apply under the High-Wage or Low-Wage Stream and the specific requirements that apply.

Step 2: Conduct Recruitment Advertising

Before applying, you must demonstrate genuine efforts to hire Canadians and permanent residents. Advertising must meet these requirements:

• Minimum 3 recruitment methods:
  • Job Bank posting (mandatory) — using the Job Match service
  • At least 2 additional methods (e.g., industry websites, newspapers, job fairs, recruitment agencies)
• Duration: Advertisements must run for a minimum of 4 consecutive weeks within the 3 months before your LMIA application
• Ongoing requirement: At least one recruitment method must remain active until a decision is made on your LMIA
• Job Match: You must invite all Job Bank candidates rated 4 stars or higher to apply within the first 30 days

Your job advertisements must include:

• Company name and business address
• Job title and detailed duties
• Terms of employment (full-time, permanent, etc.)
• Language of work
• Wages (including any raises or bonuses), which must meet the prevailing wage
• Benefits offered
• Work location(s)
• Contact information
• Skill and experience requirements

Step 2A: Target Underrepresented Groups (Low-Wage Stream)

For the Low-Wage Stream, at least two of your additional recruitment methods must target underrepresented groups, including:

• Vulnerable youth
• Indigenous peoples
• Newcomers to Canada
• Persons with disabilities
• Asylum claimants

Step 3: Determine the Prevailing Wage

You must offer the prevailing wage, which is the higher of:

1. The Job Bank median wage for the specific occupation and work location, OR
2. The wage range you currently pay existing employees in the same position with similar experience

Only guaranteed wages count — overtime, tips, bonuses, commissions, and benefits are excluded. Employers must review and update the prevailing wage annually using the latest Job Bank data (updated November 19, 2025).

Step 4: Prepare Your Transition Plan (High-Wage Only)

If applying under the High-Wage Stream, you must submit a Transition Plan describing your activities to recruit, retain, and train Canadians and permanent residents, and how you will reduce reliance on the TFWP over time.

Exemptions from the Transition Plan requirement:

• In-home caregivers and healthcare providers
• Primary agriculture and Seasonal Agricultural Worker Program (SAWP) positions
• Positions of limited duration (up to 2 years maximum)
• Positions requiring unique, individual-specific skills
• Applications supporting permanent residency only (no work permit)

Step 5: Gather Required Documents

Prepare the following documentation for your LMIA application:

• Completed LMIA application form (EMP 5593 or EMP 5626)
• Business registration and incorporation documents
• Proof of recruitment efforts (copies of all advertisements with dates)
• Proof of Job Bank posting and Job Match invitations
• Records of all Canadian applicants interviewed and reasons for rejection
• Transition Plan (High-Wage Stream)
• Proof of business legitimacy (business licence, CRA documents, financial statements)
• Housing inspection report or housing offer (Low-Wage Stream)
• Proof of private health insurance coverage for the worker (if applicable)
• $1,000 processing fee per position (credit card or certified cheque)

Step 6: Submit the LMIA Application

Submit your completed application to Service Canada through the LMIA Online Portal or by mail. Applications are assessed based on:

• Whether the job offer is genuine
• Whether adequate recruitment efforts were made
• Whether wages and working conditions meet Canadian standards
• The impact on the Canadian labour market
• Whether the employer has a track record of compliance

Step 7: Receive LMIA Decision

If approved, you receive a positive LMIA (confirmation letter). The worker then uses this to apply for a work permit through IRCC. The positive LMIA is valid for 6 months from the date of issuance (reduced from 18 months under previous rules).

Advertising Requirements in Detail

Proper recruitment advertising is the foundation of a successful LMIA application. Getting this wrong is one of the most common reasons for refusal.

Requirement	Details
Job Bank Posting	Mandatory for all LMIA applications. Must use the Job Match service.
Additional Methods	Minimum 2 other methods (High-Wage: 1 must be national in scope; Low-Wage: must target underrepresented groups)
Duration	Minimum 4 consecutive weeks within 3 months before LMIA submission
Ongoing Recruitment	At least 1 method must remain active until LMIA decision
Job Match Invitations	Must invite all 4-star+ candidates within first 30 days
Record Keeping	Must maintain records of all recruitment efforts for inspection purposes
Primary Agriculture	As of January 1, 2026, proof of advertisement submission is required again (reinstated)

Acceptable additional recruitment methods include:

• Professional recruitment agencies
• Specialized occupational websites (e.g., Indeed, LinkedIn, Workopolis)
• National or local newspapers
• Job fairs and career events
• Union consultations
• Internal promotion or transfer
• Community organizations serving underrepresented groups

Prevailing Wage Determination

Getting the wage right is critical. The prevailing wage is the minimum wage you must offer to the foreign worker. It is determined as follows:

1. Look up the Job Bank median wage for the specific NOC code and work location
2. Compare this to the wage you currently pay existing employees in the same role
3. Offer whichever is higher

The prevailing wage data on Job Bank is updated annually each fall. The most recent update was on November 19, 2025. Employers must reassess wages by January 1 following each annual update.

2026 LMIA Reforms and Regional Restrictions

The Canadian government has made significant changes to the LMIA program in 2025 and 2026, primarily aimed at protecting the domestic labour market during a period of elevated unemployment in several regions.

Major 2025–2026 LMIA Policy Changes

Change	Details	Effective Date
LMIA Validity Reduced	Positive LMIAs now valid for 6 months (down from 18 months)	2024
Regional Unemployment Freeze	Low-wage LMIAs refused in CMAs with unemployment ≥ 6%	September 26, 2024
Workforce Cap Reduced	Low-wage TFW cap reduced to 10% of workforce (from 20%)	2024
Work Permit Duration Cut	Low-wage work permits reduced to 1 year (from 2 years)	2024
8 Regions Reopened	Low-wage processing resumed in 8 CMAs where unemployment dropped below 6%	January 9, 2026
Agriculture Advertising Reinstated	Primary agriculture LMIA applications must include proof of advertisement	January 1, 2026
TFWP Admissions Target	LMIA-based work permits capped at 60,000 for 2026 (down from 82,000)	2026
Priority Processing	Expedited processing for healthcare, technology, and engineering occupations	2026

Regional Restrictions: Where Low-Wage LMIAs Are Processed

Since September 2024, Service Canada refuses to process low-wage LMIA applications in Census Metropolitan Areas (CMAs) where the unemployment rate is 6% or higher. This list is updated quarterly.

As of January 9, 2026:

Exemptions from the regional freeze: Even in blocked CMAs, low-wage LMIA applications are still accepted for:

• Primary agriculture and Seasonal Agricultural Worker Program (SAWP)
• Food processing (fish and seafood)
• Construction (select occupations)
• Healthcare (select positions)
• Short-duration positions (120 days or less)
• In-home caregivers for persons with high medical needs

The next quarterly update to the eligible/ineligible regions list is expected on April 10, 2026.

LMIA Fees and Costs

Cost Item	Amount	Notes
LMIA Processing Fee	$1,000 per position	Non-refundable (except for payment errors). Cannot be recovered from the worker.
Fee Exemptions	$0	Primary agriculture, caregiving for medical needs, and childcare positions (household income ≤ $150,000)
Recruitment Advertising	$500 – $3,000+	Varies by method (Job Bank is free; Indeed, newspapers, and agencies cost more)
Legal Fees	Varies	Immigration lawyer fees for LMIA preparation and submission
Housing (Low-Wage)	Varies	Employer must provide or ensure suitable, affordable housing
Transportation (Low-Wage)	Varies	Employer must pay round-trip transportation to and from Canada
Health Insurance	Varies	Private health insurance until provincial coverage begins

LMIA Processing Times (2026)

Processing times vary by LMIA stream and are updated monthly by Service Canada. As of early 2026:

LMIA Stream	Processing Time
High-Wage Stream	~50 business days
Low-Wage Stream	~44 business days
Global Talent Stream (GTS)	~10 business days
Seasonal Agricultural Worker Program (SAWP)	~10 business days
Agricultural Stream	~15 business days
Permanent Residence Stream	~274 business days

Priority processing is now available for critical occupations in healthcare, technology, and engineering sectors. Applications in these fields may be processed faster than the standard timelines above.

After the LMIA is approved: The worker must then apply for a work permit through IRCC, which adds additional processing time (typically 2–16 weeks depending on the country of application and processing office). Filipino workers applying from the Philippines should factor in visa office processing times at the Manila office.

LMIA-Exempt Categories

Not all work permits require an LMIA. The International Mobility Program (IMP) allows certain foreign workers to obtain work permits without one. The government has planned 170,000 LMIA-exempt work permits for 2026. Key LMIA-exempt categories include:

International Trade Agreements

• CUSMA (formerly NAFTA): Professionals, intra-company transferees, and traders/investors from the US and Mexico
• CETA: Similar provisions for EU nationals
• Other trade agreements: Various bilateral and multilateral agreements

Intra-Company Transfers (ICT)

• Multinational companies transferring executives, managers, or specialized knowledge workers to Canadian branches
• Must have worked continuously for the company for at least 1 year
• Work permits issued for up to 3 years (with extensions of up to 2 years)

Significant Benefit

• Employment that provides significant social, cultural, or economic benefit to Canada
• Assessed based on the worker’s track record and expert recommendations

Other LMIA-Exempt Work Permits

• Post-Graduation Work Permits (PGWP): For international graduates of Canadian institutions
• International Experience Canada (IEC): Youth mobility exchange programs
• Spousal Open Work Permits: For spouses of skilled workers or international students
• Bridging Open Work Permits: For workers transitioning to permanent residency
• Caregiver Pilot Programs: Home Child Care Provider and Home Support Worker pilots (no LMIA required)

Caregiver LMIA: Special Considerations

Caregiving is one of the most common pathways for Filipino workers coming to Canada. Understanding the LMIA landscape for caregivers is essential.

Caregiver Pilot Programs (LMIA-Exempt)

The 2026 Home Child Care Provider Pilot and Home Support Worker Pilot allow caregivers to come to Canada without an LMIA. Instead, the worker applies directly with a qualifying job offer and receives an Occupation-Restricted Work Permit (OROWP).

Eligibility requirements for the Caregiver Pilot Programs:

• Language: Minimum CLB 4 (IELTS: Writing 4.0, Speaking 4.0, Listening 4.5, Reading 3.5)
• Education: Canadian high school diploma equivalent (verified through ECA from WES, IQAS, or ICES)
• Experience: At least 6 months of relevant caregiving experience in the past 3 years
• Job Offer: Full-time employment from a Canadian employer under NOC 44100 (Home Child Care Provider) or NOC 44101 (Home Support Worker)
• Pathway to PR: Applicants may gain permanent residency status, with spouses and children eligible for open work or study permits

Traditional Caregiver LMIA

For caregivers who do not qualify under the pilot programs, an employer may still apply for an LMIA under the in-home caregiver stream. Key rules include:

• The $1,000 LMIA fee may be exempt for caregiving positions for persons with medical needs and childcare positions where household income is $150,000 or less
• Applications requiring workers to live in the employer’s home are generally refused, unless the position serves clients with high medical needs or there are documented exceptional circumstances
• Caregivers in the Low-Wage Stream are generally exempt from the regional unemployment freeze and workforce cap requirements

Common Reasons for LMIA Refusal

Understanding why LMIAs get refused can help you avoid costly mistakes. Here are the most common grounds for refusal:

1. Inadequate Recruitment Efforts

• Advertisements did not run for the full 4 consecutive weeks
• Fewer than 3 recruitment methods used
• Job Bank posting not using the Job Match service
• Did not invite 4-star+ Job Match candidates
• Recruitment not ongoing at time of LMIA decision
• Advertisements missing required details (wage, duties, location, etc.)

2. Incorrect or Non-Competitive Wages

• Wage offered is below the prevailing wage for the occupation and location
• Wage in the advertisement does not match the LMIA application
• Failure to update wages after the annual Job Bank data update

3. Job Offer Not Genuine

• The employer is not actively engaged in the business
• There is no reasonable employment need for the position
• The position was created primarily to facilitate a work permit rather than meet a genuine business need

4. Regional Unemployment Restrictions

• Low-wage application submitted for a CMA with unemployment ≥ 6%
• This is an automatic refusal — no discretion involved

5. Workforce Cap Exceeded

• The employer already has 10% (or 20% for exempt sectors) of their workforce in low-wage TFW positions

6. Employer Compliance Issues

• Employer is on the IRCC ineligibility list due to past non-compliance
• History of unpaid wages, misreporting, or failure to maintain proper records
• Previous LMIA revoked within the past 2 years for providing false or misleading information
• Employer found to have insufficient financial ability to pay wages for the employment duration

7. Incomplete Documentation

• Missing required documents or forms
• Unsigned or incomplete application forms
• Missing proof of business legitimacy

Tips for Employers Hiring Filipino Workers

Filipino workers are among the most sought-after foreign workers in Canada, known for their strong work ethic, English proficiency, and adaptability. Here are practical tips for Canadian employers looking to hire Filipino talent:

1. Start the Process Early

The LMIA process takes time. Between the 4-week advertising requirement, LMIA processing (44–50 business days), and the subsequent work permit application, the entire process can take 4 to 8 months. If the worker is applying from the Philippines, add time for visa office processing at the Canadian embassy in Manila. Plan accordingly.

2. Work with an Immigration Lawyer

The LMIA process is detailed and technical. A single error in your advertising, wage calculation, or documentation can result in refusal — and you would need to start the recruitment process over. An experienced immigration lawyer can ensure your application is complete, compliant, and positioned for approval.

3. Offer Competitive Wages and Benefits

The prevailing wage is the minimum, not the target. Offering competitive wages demonstrates genuine need and makes your application stronger. Consider offering benefits like health insurance, transportation support, and settlement assistance.

4. Understand Cultural Considerations

Filipino workers bring valuable cultural assets to Canadian workplaces. Understanding Filipino workplace culture can help build productive working relationships:

• Respect for authority: Filipino workers may be reluctant to question instructions or report issues. Create an open, supportive environment where concerns can be raised safely.
• Strong community ties: Many Filipino workers have obligations to family back home. Showing understanding of remittance needs and family commitments builds loyalty.
• Avoid exploitative arrangements: Never require workers to pay recruitment fees, live in your home (unless the position genuinely requires it and meets exemption criteria), or accept wages below the prevailing rate. These practices are illegal and harm both the worker and your business.

5. Keep Impeccable Records

ESDC can inspect your compliance at any time. Maintain detailed records of:

• All recruitment advertisements (with dates and screenshots)
• Resumes of Canadian applicants and reasons for rejection
• Pay stubs, work schedules, and employment contracts
• Housing arrangements and inspections (Low-Wage Stream)
• Transportation receipts (Low-Wage Stream)

6. Plan for Pathways to Permanent Residency

Many Filipino workers are seeking a long-term future in Canada. Supporting their path to permanent residency — whether through Provincial Nominee Programs, Express Entry, or Caregiver Pilots — helps you retain skilled, experienced workers and demonstrates your commitment to their wellbeing.

7. Beware of LMIA Fraud and Scams

Unfortunately, LMIA fraud is a significant issue that affects Filipino workers. Be aware of:

• Ghost employers who charge fees for fake LMIA applications
• Unlicensed recruiters who charge excessive placement fees
• Wage theft schemes where the worker is promised one wage but paid less

As a legitimate employer, working with a licensed immigration lawyer protects both you and the worker from these risks.

Frequently Asked Questions

How much does an LMIA cost?

The LMIA processing fee is $1,000 per position. This fee is paid by the employer and cannot be recovered from the worker. Some positions are exempt from the fee, including primary agriculture and certain caregiver roles. Additional costs include recruitment advertising ($500–$3,000+) and legal fees.

How long does the LMIA process take?

Processing times vary by stream: approximately 50 business days for high-wage, 44 business days for low-wage, and 10 business days for the Global Talent Stream. Add 4 weeks for mandatory advertising and additional time for the subsequent work permit application. The total process from start to work permit issuance typically takes 4 to 8 months.

Can I apply for an LMIA in Toronto for a low-wage position?

As of January 9, 2026, Toronto remains ineligible for low-wage LMIA processing because the unemployment rate exceeds 6%. Exceptions exist for primary agriculture, certain healthcare positions, construction, and short-duration positions (120 days or less). The list is updated quarterly; the next review is April 10, 2026.

What is the difference between an LMIA and a work permit?

An LMIA is a document obtained by the employer confirming that hiring a foreign worker will not negatively impact the Canadian labour market. A work permit is obtained by the worker and authorizes them to work in Canada. The worker typically needs a positive LMIA before they can apply for a work permit.

Can my worker change employers with an LMIA-based work permit?

LMIA-based work permits are employer-specific, meaning the worker can only work for the employer named on the permit. If the worker wants to change employers, the new employer must obtain a new LMIA and the worker must apply for a new work permit.

What happens if my LMIA is refused?

If your LMIA is refused, you can address the issues identified and reapply. There is no formal appeal process, but you may request a reconsideration. You will need to pay the $1,000 fee again. If the refusal was due to inadequate advertising, you must conduct new recruitment for the full 4 weeks before reapplying.

How long is a positive LMIA valid?

A positive LMIA is valid for 6 months from the date of issuance (reduced from 18 months under previous rules). The worker must apply for their work permit within this window. If the LMIA expires before the work permit is obtained, the employer must apply for a new LMIA.

Do I need an LMIA to hire a Filipino caregiver?

Not necessarily. The Home Child Care Provider Pilot and Home Support Worker Pilot allow caregivers to come to Canada without an LMIA. The caregiver applies directly with a qualifying job offer. However, if the caregiver does not meet the pilot program requirements, the employer may need to obtain a traditional caregiver LMIA.

How JCA Law Office Can Help

At JCA Law Office Professional Corporation, we have extensive experience helping Canadian employers navigate the LMIA process and hire Filipino workers. Our services include:

• LMIA Application Preparation: Complete preparation and submission of your LMIA application, including recruitment strategy, advertising compliance, wage analysis, and documentation
• Stream Selection Strategy: Advising on whether the High-Wage, Low-Wage, Global Talent Stream, or an LMIA-exempt pathway is best for your situation
• Work Permit Applications: Assisting the worker with their work permit application after LMIA approval
• Compliance Support: Helping employers maintain records and meet ongoing TFWP compliance requirements
• Caregiver Programs: Guiding families and caregivers through both LMIA-based and pilot program pathways
• Permanent Residency Pathways: Planning for the worker’s transition from temporary work permit to permanent residence through Express Entry, PNPs, or Caregiver Pilots

As a Filipino-Canadian law firm, we understand the unique dynamics of hiring Filipino workers and can bridge the cultural and legal gap to ensure a smooth process for both employers and workers.

Related Resources

Official Government Resources:

• ESDC Temporary Foreign Worker Program
• Provincial Median Wage Thresholds
• Job Bank Wage Report by Occupation
• LMIA Processing Times
• Home Care Worker Immigration Pilots