Hire a temporary worker as an in-home caregiver - Wages, working conditions and occupations

Process to determine the prevailing wage of the position

Use the job title of the available position and conduct a search on Job Bank to determine the median wage for the occupation and work location where the TFW will be employed:

• if the median wage is available on Job Bank, employers must pay the worker a wage that is equal or above that median wage for the economic region where the work will be located
• in Quebec the prevailing wage rates are determined based on labour market information wage data published by Emploi-Québec (French only)
• if the median wage is listed as “N/A” for the local area (economic region) where the work is located, employers should consult the provincial/territorial level wage. If this wage is not available, employers should consult the national wage

To determine the median wage on Job Bank:

• go to Compare wages on Job Bank
• in the “Job search” field, enter the job title or the National Occupational Classification (NOC) code (2021 version) that best describes the duties and requirements of the position
• the hourly median wage will be listed in the middle column, by community or area. If the median wage is listed as “N/A”, consult the provincial/territorial wage. If it is not available, consult the national wage

Prevailing wage reviews

For LMIA applications submitted as of January 1, 2024, employers are required to update the wages of TFWs to reflect the prevailing wage. This wage review, as part of the LMIA and employment agreement, ensures that TFWs are paid the prevailing wage at the start of and throughout their employment period.

Regardless of the wage indicated on the LMIA application, employers are required to reassess and apply the prevailing wage at the beginning of a TFW’s period of employment. The prevailing wage must be reviewed annually using updated wages posted on Job Bank (if applicable). Because Job Bank wages are updated yearly in the fall, employers have until January 1 of the following year to do their review.

The updated wage can never go below the wage identified in the positive LMIA at any time during a TFW’s employment period, even if the prevailing wage decreases.

If you’re hiring TFWs in Quebec, consult the wage table provided by the Ministère de l’Immigration, de la Francisation et de l’Intégration (MIFI) (French only).

Employers who don’t update wages accordingly may be subject to sanctions under the TFW Program’s employer compliance regime including administrative monetary penalties and bans from using the program.

You don’t need to report a wage modification to Service Canada if it meets the prevailing wage. Consult Modification to a positive LMIA to determine when a change requires contacting the Employer Contact Centre or submitting a new LMIA application.

Working conditions

Canadian law protects all workers in Canada, including TFWs. The exploitation of a TFW is considered a violation of Canadian laws and human rights.

Employers must:

• pay workers for all work (including overtime, where required by law)
• provide workplace safety insurance
• offer TFWs the same benefits as other workers, and
• not take the TFWs identification

Employment in most occupations is covered under provincial/territorial legislation that deals with labour and employment standards such as hours of work, working conditions and termination of employment. In fact, every province/territory has a Ministry of Labour that can provide information to assist employers and TFWs with questions or issues related to work.

Occupations