Regulatory Compliance Support for Canadian Employers & Foreign Workers
A Labour Market Impact Assessment (LMIA) is a formal determination issued by Employment and Social Development Canada (ESDC) confirming that hiring a foreign national to fill a position will have a neutral or positive impact on the Canadian labor market. For Canadian employers facing persistent skilled labor shortages, a positive LMIA is the necessary prerequisite before an employer-specific work permit can be issued to a foreign worker.
Navigating the Temporary Foreign Worker Program (TFWP) is demanding and subject to rigorous compliance standards. Employers must demonstrate genuine recruitment efforts across designated platforms (including the federal Job Bank), offer prevailing wage rates established by provincial wage data, satisfy transition plan requirements for high-wage positions, and adhere to sector-specific caps for low-wage streams. Furthermore, ESDC conducts random and targeted compliance inspections, making documentary accuracy essential.
Knesta Global Immigration Solution Inc. assists Canadian businesses—from family-owned enterprises to large corporate employers—across Alberta and nationwide. We guide companies through recruitment compliance, prepare thorough ESDC submissions, and manage subsequent foreign worker work permit applications.
ESDC Recruitment & Advertising
High-Wage & Low-Wage Streams
Employer Compliance & Inspection Readiness
Why Canadian Employers Partner with Knesta Global
LMIA applications are strictly scrutinized by ESDC; even minor advertising flaws result in outright refusal:
Frequently Asked Questions About LMIA
Practical answers regarding recruitment timelines, fees, and employer obligations.
Employers must generally advertise the position for at least 4 consecutive weeks across the Government of Canada Job Bank and at least two additional recruitment methods targeting underrepresented groups, and continue advertising until the LMIA is submitted.
No. Under Canadian federal law, the $1,000 ESDC processing fee, recruitment costs, and third-party representative fees must be paid entirely by the Canadian employer and cannot be recovered directly or indirectly from the foreign worker.
The distinction is determined by comparing the offered hourly wage against the provincial median hourly wage. Jobs offered at or above the median are High-Wage and require a transition plan; jobs offered below the median are Low-Wage and subject to regional foreign worker percentage caps.
Yes. A valid, positive LMIA linked to a qualifying job offer can award either 50 or 200 additional Comprehensive Ranking System (CRS) points under Express Entry, depending on the National Occupational Classification (NOC 2021 TEER) level.