Program requirements for low-wage positions

Note: The Governments of Canada and Quebec have reached an agreement to launch a pilot project under the Temporary Foreign Worker Program (TFWP). The agreement will introduce flexibilities for Quebec employers in the TFWP.

For more details on the Quebec pilot project, please refer to the section Hiring Temporary Foreign Workers in Quebec.

On this page

As an employer, you must comply with all the Temporary Foreign Worker Program requirements for the position you are requesting. Learn about employer compliance and the possible consequences of non-compliance. You must also ensure that the employment you want to offer to a temporary foreign worker is for a full-time position which means that is has to be for a minimum of 30 hours of work/week.

Processing fee

Families or individuals seeking to hire a foreign caregiver to provide home care for individuals requiring assistance with medical needs are exempt from paying the Labour Market Impact Assessment application processing fee. Families or individuals with a gross annual income of $150,000 or less, seeking to hire a foreign caregiver to provide childcare in their home to a child under 13 years of age, also qualify for the processing fee exemption.

You must pay $1,000 for each position requested to cover the cost of processing your Labour Market Impact Assessment application.

  • The processing fee payment (in Canadian dollars) can be made by:
    • Visa
    • MasterCard
    • American Express
    • Certified cheque (shall be made payable to the Receiver General for Canada)
    • Money Order (shall be made payable to the Receiver General for Canada)
    • Bank draft (shall be made payable to the Receiver General for Canada)
  • The processing fee will not be refunded if your application is withdrawn, cancelled or if your Labour Market Impact Assessment is negative. Refunds are issued only if a fee was collected in error
  • The processing fee cannot be paid by nor be recovered from temporary foreign workers

Recruitment fees

There may be a variety of fees and costs incurred in the process of recruiting temporary foreign workers, including but not limited to:

  • cost of using a third-party representative
  • advertising fees
  • fees paid by a foreign national for assistance with finding or securing employment
  • fees paid by an employer for assistance or advice in the hiring of foreign nationals

As an employer, you must confirm and ensure that you or anybody recruiting on your behalf does not charge or recover any recruitment fees, directly or indirectly, from the temporary foreign workers. Failure to do so will result in a negative LMIA decision.

Third-party representatives

Use of a third-party representative

If you choose to use the services of a third-party representative (paid or unpaid), you must complete the appropriate section of the Labour Market Impact Assessment application form.

You must not recover the costs for the services of a paid representative from the temporary foreign worker. The third-party representative also cannot demand or recover the processing fee or other costs related to recruiting from the TFW.

We may communicate directly with you to verify information provided on the Labour Market Impact Assessment application from the third-party representative.

We will not mediate a dispute between you and a third-party representative nor communicate complaints to a regulatory body on your behalf.

If you have a complaint about your third-party representative, there are ways to get help.

Paid third-party representatives

You may choose to ask a third-party representative to act on your behalf when seeking to use the Temporary Foreign Worker Program to hire a temporary foreign worker. A paid representative must be authorized to collect a fee or to receive any other type of payment to act on your behalf or to advise you in the Labour Market Impact Assessment application process. An authorized third-party representative is:

  • a member in good standing of a Canadian provincial or territorial law society or students-at-law under their supervision, or the Chambre des notaires du Québec
  • a paralegal in the Province of Ontario’s law society
  • a member in good standing of the Immigration Consultants of Canada Regulatory Council

Unpaid third-party representatives

An unpaid representative can also assist you but is not authorized to collect a fee or to receive any other type of payment for rendering services. An unpaid representative can be a:

  • family member
  • friend
  • not-for-profit group
  • religious organization

Recruiters

A recruiter or anybody recruiting for the employer is someone who:

  • finds or attempts to find an individual for employment with the employer, or
  • assists another person in finding or attempting to find an individual for employment with the employer, or
  • refers a foreign national to another person who finds or attempts to find an individual for employment with the employer

Some provinces and territories have specific requirements for recruiters and recruitment activities. It is your responsibility to ensure you comply with those requirements. As an employer, you are also responsible for the actions of anyone who recruits on your behalf.

New Employers

Employers who have not employed a temporary foreign worker in the past 6 years prior to submitting a LMIA application will be subject to a review. The employer must demonstrate that they made reasonable efforts to provide a workplace that is free of abuse and that they were not an affiliate of an employer who is ineligible for the TFW Program or in default of any amount payable in respect of an administrative monetary penalty.

A workplace that is free of abuse includes

  1. (a) proactive efforts made to prevent workplace abuse
  2. (b) reactive measures taken to stop abuse

An affiliate includes an employer that is controlled by another employer

  1. (a) 2 employers that are under common control, or
  2. (b) employers that are not operated at arm’s length

Business legitimacy

All employers applying to the Temporary Foreign Worker Program (TFWP) must supply documents along with their Labour Market Impact Assessment application to demonstrate that their business and job offer are legitimate.

Cap on proportion of low-wage positions

As of April 30, 2022 and until further notice, you are subject to a 20% cap limit on the proportion of temporary foreign workers that you can hire in low-wage positions at a specific work location. The cap is to ensure that Canadians or permanent residents are considered first for available jobs. 

For applications received between April 30, 2022 and April 30, 2023 from employers hiring workers in low-wage positions in the following defined sectors and sub-sectors, you are eligible for a cap limit of 30%:

  • Construction (NAICS 23)
  • Food Manufacturing (NAICS 311)
  • Wood Product Manufacturing (NAICS 321)
  • Furniture and Related Product Manufacturing (NAICS 337)
  • Hospitals (NAICS 622)
  • Nursing and Residential Care Facilities (NAICS 623)
  • Accommodation and Food Services (NAICS 72)

The sectors and sub-sectors classification code is determined by the North American Industry Classification System (NAICS) Canada.

You must complete the Cap for Low-wage Positions section of the Labour Market Impact Assessment application to determine if you are within the proportion of temporary foreign workers that you can hire in in low-wage positions at a specific work location. You may be asked to submit documents, such as payroll records, to support the information provided.

Note:

  • for applications received as of April 30, 2022, the cap exemption for employers with fewer than 10 employees nationally is no longer available
  • employers (including private household employers) with a total workforce size of fewer than 10 across all worksites in Canada must now complete the Cap for Low-wage Positions section of the LMIA Application Form. This total workforce size includes the vacant positions requested on the application
  • when completing the Cap for Low-wage Positions section, employers should enter “10” as their total workforce at the work location indicated on the application
  • employers will be limited to hiring 2 TFWs (for industries with a 20% cap), or 3 TFWs (for industries with a 30% cap)

Exemptions to the cap

Exemptions include applications for:

  • on-farm primary agricultural positions such as:
    • farm managers/supervisors and specialized livestock workers (National Occupational Classification (NOC) codes 80020, 80021, 82030, 82031 and 84120)
    • general farm workers, nursery and greenhouse workers and harvesting labourers (NOC codes 85100, 85101 and 85103)
  • caregiving positions for health care institutions (NAICS 62) for NOC positions 31301, 32101 and 33102
  • positions for which you are submitting an application to support a temporary foreign worker’s permanent residence under an Express Entry Program
  • highly mobile or truly temporary positions (120 calendar days or less); this duration could be extended on a case-by-case basis if you can demonstrate that the peak season, project or event operates beyond 120 calendar days:
    • highly mobile is defined as a workforce that regularly crosses inter-jurisdictional boundaries (for example, provincial or territorial and/or international) as part of the business’ ongoing operations
    • truly temporary is defined as a specific short-term period or singular event where the position will not be filled after the worker leaves the country
  • low-wage positions in seasonal industries that do not go beyond 270 calendar-days:
    • seasonal is defined as when both the industry and the occupation experience significant fluctuations in labour demand between “peak” and “off-peak” periods, usually occurring on or around the same dates every year
    • exemption can only be used once per year in which the work is expected to begin, per work location. To utilize the one-time per year exemption for multiple applications, you must submit them all at the same time

Quebec pilot project

As part of the agreement made between the governments of Canada and Quebec under the TFWP, applications received between May 24, 2022 and December 31, 2023 in the Low-wage Stream for occupations eligible for the facilitated process are exempt from the cap on proportion of low-wage positions requirements at a specific work location.

For more details, please consult the page Hiring in the province of Quebec.

Recruitment and advertisement

Recruitment is the process of finding and selecting qualified employees. As part of the Temporary Foreign Worker Program requirements, you must conduct recruitment efforts to hire Canadians and permanent residents before offering a job to a temporary foreign worker.

Minimum recruitment requirements

Before applying for a Labour Market Impact Assessment, you must conduct at least 3 different recruitment activities:

  • effective August 28, 2017, you must advertise on the Government of Canada’s Job Bank. If you choose to use an alternative method, you must submit a written rational and explanation
  • you must also conduct at least 2 additional methods of recruitment that are consistent with the occupation (targets an audience that has the appropriate education, professional experience and or skill level required for the occupation). Effective August 28, 2017, each of the methods used must target a different underrepresented group: Indigenous persons, vulnerable youth, newcomers, and persons with disabilities

Vulnerable youth is defined as young people who face barriers to employment, developing basic employability skills and gaining valuable job experience to assist them in making a successful transition into the labour market or to return to school. These barriers for youth may include but are not limited to: challenges faced by recent immigration youth, youth with disabilities, lone parent youth, youth who have not completed high school, Indigenous youth, and youth living in rural or remote areas.

Note:

Prior to August 28, 2017: you were required to advertise either on Job Bank or its provincial or territorial counterpart in British Columbia, Saskatchewan and Quebec. While you can still use a provincial or territorial job board as a recruitment method, it does not meet the underrepresented groups requirement.

Note:

Effective June 10, 2020, the program is prioritizing certain occupations which are considered essential during the COVID-19 pandemic. The listed occupations have been prioritized across all provinces and territories (except in the province of Quebec). For a list of occupations specific to the province of Quebec, please refer to Hiring in the Province of Quebec.

Important: Any Refusal to Process supersedes prioritization.

  • 31100 - Specialists in clinical and laboratory medicine
  • 31101 - Specialists in surgery
  • 31102 - General practitioners and family physicians
  • 31120 - Pharmacists
  • 31301 - Registered nurses and registered psychiatric nurses
  • 31302 - Nurse practitioners
  • 31303 - Physician assistants, midwives and allied health professionals
  • 32101 - Licensed practical nurses
  • 32103 - Respiratory therapists, clinical perfusionists and cardiopulmonary technologists
  • 32109 - Other technical occupations in therapy and assessment
  • 32120 - Medical laboratory technologists
  • 32124 - Pharmacy technicians
  • 32129 - Other medical technologists and technicians
  • 33101 - Medical laboratory technicians and pathologists' assistants
  • 33103 - Pharmacy technical assistants and pharmacy assistants
  • 33102 - Nurse aides, orderlies and patient service associates
  • 33109 - Other assisting occupations in support of health services
  • 63201 - Butchers - retail and wholesale
  • 65202 - Meat cutters and fishmongers - retail and wholesale
  • 65310 - Light duty cleaners
  • 82030 - Agricultural service contractors and farm supervisors
  • 84120 - Specialized livestock workers and farm machinery operators
  • 85100 - Livestock labourers
  • 85101 - Harvesting labourers
  • 85103 - Nursery and Greenhouse labourers
  • 94141 - Industrial butchers and meat cutters, poultry preparers and related workers
  • 94142 - Fish and seafood plant workers
  • 95106 - Labourers in food and beverage processing
  • 95107 - Labourers in fish and seafood processing

Note:

Effective January 12, 2022 and until June 30, 2023, Employment and Social Development Canada will suspend minimum advertising requirements for employers applying for a Labour Market Impact Assessment (LMIA) to hire temporary foreign workers in primary agriculture. Employers are expected to continue efforts to recruit Canadians and permanent residents. However, employers will not be required to meet TFWP minimum advertising requirements or submit proof with their LMIA application.

Job Match service

Effective August 28, 2017, you must use the Job Match service for recruitment purposes when advertising a position on Job Bank.

The Job Match service allows you to see anonymous profiles of registered job seekers which correspond to the skills and requirements outlined in your job posting. Each match is rated using a star system of 1 to 5 stars. The more stars received by the match, the greater the compatibility between your advertised position and the anonymous job seeker.

When creating your job posting, you must select the ‘’default’’ option. This option allows matches with job seekers from a wide variety of background as opposed to the ‘’strict’’ matching mode, where matches may be limited to fewer job seekers. Note: you may see “basic” option when creating your job posting, which is the same as “default” option.

When seeking to fill a low-wage position, you are required to invite all job seekers matched within the first 30 days of your job advertisement to apply for the position if they are rated 2 stars or more.

Methods of recruitment

Acceptable methods of recruitment for a job advertisement include:

  • general employment websites
  • online classified websites
  • specialized websites which are dedicated to specific occupational profiles (for example, accounting, marketing, biotechnology, education, engineering)
  • local, regional and national newspapers or newsletters
  • local stores, places of worship, and community resource centres
  • local, regional and provincial/territorial employment centres
  • magazines and journals (for example, national journals or magazines, professional associations magazines, specialized journals)
  • participation at job fairs
  • partnering with training institutions or offering internships/bursaries
  • professional recruitment agencies
  • consultations with unions for available labour
  • advertising through professional associations
  • recruitment within the company (for example, considering internal candidates for the position)

If the 2 additional methods of recruitment are online, they must each have unique value and reach different audiences. In cases where you advertise on multiple websites of the same type, the combined advertisements should be considered only as one additional method of recruitment.

Recruitment documentation retention

You must keep records of your recruitment and advertising efforts for a minimum of 6 years. You will also be asked to provide the results from the recruitment efforts you undertook to fill the position.

Job advertisement duration

You must ensure that the job advertisement:

  • has occurred in the 3 months prior to submitting the Labour Market Impact Assessment application
  • is for a minimum of 4 consecutive weeks within the 3 months prior to submitting a Labour Market Impact Assessment application

At least 1 of the 3 recruitment activities to seek qualified Canadians and permanent residents must be ongoing until the date a positive or negative Labour Market Impact Assessment has been issued.

Job advertisement information

The required job advertisement information includes:

  • company operating name
  • business address
  • title of the position
  • job duties (for each position, if advertising is for more than 1 vacancy)
  • terms of employment (for example, project based, permanent position)
  • language of work
  • wage (must include any incremental raises, performance pay or bonuses);
    • a wage range can be used for the purposes of complying with the advertisements; however, the minimum wage in the range must meet prevailing wage
  • benefits package offered (if applicable)
  • location(s) of work (local area, city or town)
  • contact information: telephone number, cell phone number, email address, fax number, or mailing address
  • skills requirements (includes education and work experience)

Proof of advertisement

You must demonstrate that you have made efforts to recruit qualified Canadians and permanent residents by providing these documents as proof of advertisement with your application:

  • a copy of the advertisement and information to support where, when and for how long the position was advertised
  • proof that the print media and websites used to advertise target an audience that has the appropriate education, professional experience or skill level required for the occupation
  • proof of other recruitment activities (for example, invoice from Job Fair)

Variations to the advertising requirements

In certain circumstances, there are variations to the advertising requirements for specific occupations and in particular provinces/territories. Consult the variations list to determine if one of them applies to the requested position.

Wages

Wages offered to temporary foreign workers should be similar to wages paid to Canadian and permanent resident employees hired for the same job and work location, and with similar skills and years of experience.

For the purpose of the Temporary Foreign Worker Program, you must pay the prevailing wage which is defined as the highest of either:

  • the median wage on Job Bank
  • the wage that is within the wage range that you are paying your current employees hired for the same job and work location, and with the same skills and years of experience

To determine the median wage on Job Bank:

  • go to Compare wages on Job Bank (Wage updates take place during the week of November 14, 2022)
  • in the “Job search” field, enter the job title or the 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

If the position requires additional skills and years of experience over the applicable NOC description, the wages offered should reflect these additional requirements.

For the purpose of determining the wage rate being offered, we will only consider guaranteed wages, which exclude:

  • overtime hours
  • tips
  • benefits
  • profit sharing
  • bonuses
  • commissions
  • other forms of compensation

Variations to the wage requirements

In certain circumstances, industry-specific wage rates have been identified and are considered as the prevailing wage rate during the assessment of the application. These sectors have unique wage requirements:

If you want to hire a temporary foreign worker for a job in the province of Quebec, you must consult the wage table provided by the ministère de l'Immigration, de la Francisation et de l'Intégration (MIFI) (French only).

Please note that failure to meet the prevailing wage will result in a negative LMIA decision.

Job duties and working conditions

The temporary foreign workers you hired, as a result of a positive Labour Market Impact Assessment, must only perform duties that correspond to the occupation they were hired for.

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

Employers must:

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

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

Note: Some employers are federally regulated and, therefore, are covered by the employment standards under the Canada Labour Code.

Two-year employment duration for meat processors pilot

On December 2, 2019, Service Canada will begin accepting Labour Market Impact Assessment applications with a 2 year employment duration for positions in meat processing.

To be eligible, your business' main activity must be in the manufacturing of meat products (under the North American Industry Classification System code 3116, Meat Product Manufacturing). The position that you are filling must also fall under one of the following National Occupation Classification (NOC) codes:

  • 63201 - Butchers - retail and wholesale
  • 65202 - Meat cutters and fishmongers - retail and wholesale
  • 82030 - Agricultural service contractors and farm supervisors
  • 84120 - Specialized livestock workers and farm machinery operators
  • 85100 - Livestock labourers
  • 94141 - Industrial butchers and meat cutters, poultry preparers and related workers
  • 95106 - Labourers in food and beverage processing

To apply for a 2 year employment duration, you must complete Schedule L: Two-year Employment Duration for Meat Processors Pilot and include it with your Low-wage Stream application. In this form you will:

  • attest to support your temporary foreign worker employee's application for permanent residence through either the federal Agri-Food Immigration Pilot, a provincial nominee program, or a Quebec immigration program
  • describe activities you have undertaken or will undertake to:
    • recruit a temporary foreign worker who has the potential to obtain permanent residence (for example, has the necessary language skills and/or education)
    • assist the worker in becoming well-positioned for their permanent residence application
    • retain the worker in their job and in the community
  • agree to distribute an information package on employment rights and protections to your temporary foreign worker employee:
    • Service Canada will electronically send you the information package and instructions with the decision on your Labour Market Impact Assessment
    • a form attesting that the information package has been provided to the foreign worker will also be included in your package. Both you and the worker will need to sign the form attesting that the information package on employment rights has been provided to the employee
    • you are required to keep one copy of the signed attestation form for your records and provide a copy of the signed attestation form to the temporary foreign worker
  • agree to participate in the evaluation of the 2-year Employment Duration for Meat Processors Pilot, and retain all relevant documentation
  • agree to be subject to an inspection during the 2-year Employment Duration Pilot

If the position you are filling is unionized, you must also get the union's support for a 2-year employment duration for the temporary foreign worker as well as their support for transitioning the foreign worker to permanent residence. To demonstrate this support, you must provide a letter from the union with your application, which is on union letterhead and signed by an authorized union official. Here is a sample letter that can be adapted by your union.

If the positon you are filling is not unionized, you must attest that you will arrange for the temporary foreign worker you are hiring through this pilot to attend an information session on workplace rights and protections. The information session must be held during work hours and can be either in person, or by teleconference. Service Canada will email you a list of potential community organizations or government agencies whom you can contact to arrange this information session.

Transportation

You must pay for the round trip transportation costs for temporary foreign workers to arrive at their work location in Canada at the beginning of their work period, and to return to their country of residence at the end of their work period.

If the temporary foreign worker finds a new employer, who was issued a positive Labour Market Impact Assessment, the new employer is responsible for the transportation costs.

The transportation costs must not be recovered from the temporary foreign workers.

Housing

You must provide or ensure that suitable and affordable housing is available for the temporary foreign worker you will employ.

For the purpose of the Temporary Foreign Worker Program, Canada Mortgage and Housing Corporation definitions are used to determine the suitability and affordability of housing:

  • suitable housing: does not require any major repairs, according to residents. Major repairs include those to defective plumbing or electrical wiring, or structural repairs to walls, floors or ceilings
  • affordable housing: costs less than 30% of the temporary foreign worker’s before-tax income. Shelter costs include, rent (or mortgage payment) and any payments for electricity, fuel, water and other municipal services

We may ask for proof (for example, newspaper ads) that affordable housing is available.

Health insurance

In applicable provinces/territories (P/Ts), you must obtain and pay for private health insurance that covers emergency medical care, for any period during which the TFW is not covered by the applicable P/T health insurance system.

The coverage the employer purchases must correspond with the TFWs’ first day of work in Canada and the costs must not be recovered from the TFWs.

During an employer inspection, an ESDC/SC inspector will look at the policy coverage to make sure that it has not been charged back to the worker, and that it covers at minimum the costs of basic emergency health care for sudden illness or injuries during the period the TFW is not covered by the P/T health insurance. Some private insurance companies offer more comprehensive plans, but ESDC will accept a basic plan so long as it ensures that the TFW will not have to pay for medical care if they become sick or have an accident while working in Canada.

To demonstrate compliance, the employer must be able to show proof of payment for suitable private health insurance for each TFW, as well as the terms of the policy coverage (for example, the details of what is covered).

Workplace safety

You must always ensure that the temporary foreign workers you want to hire under the Temporary Foreign Worker Program are covered from the provincial or territorial workplace safety insurance provider, where required by law. Where the provincial or territorial legislation allows employers the flexibility to opt for a private insurance plan, you must ensure that:

  • any private plan chosen provides better or the same level of compensation to that offered by a province or territory
  • all employees on the worksite are covered by the same provider

If you are enquiring about private insurance plan equivalency, contact the appropriate provincial or territorial workplace safety authority.

The coverage you purchased must correspond with the temporary foreign workers’ first day of work in Canada and the costs must not be recovered from the temporary foreign workers.

Pesticides and chemical use

You must notify temporary foreign workers of pesticides or chemical use in your workplace, and provide them with:

  • protective equipment (at no cost to the temporary foreign worker)
  • appropriate formal and informal training
  • supervision where required by law

Employment agreement

Although a copy of employment agreement is not required at the time of LMIA submission, you must commit to providing a completed and signed employment agreement to each foreign worker on or before their first day of work with you. An employment agreement must:

  • include information for employment in the same occupation, with the same wages and working conditions as those set out in the offer of employment
  • be drafted in either English or French as preferred by the foreign worker, and
  • be signed by both the employer and the foreign worker

You can use this sample employment agreement (under development), or, if you use your own version of an employment agreement, please ensure that it meets all above requirements.

Employers must maintain comprehensive employment records that fully document adherence to the employment contract throughout the duration of the employment.

For positions in Quebec, please visit the website of ministère de l'Immigration, de la Francisation et de l'Intégration (MIFI) (French only) for specific requirements regarding the employment contract.

Employment contract - Maritime Transport sector

In addition, the employment contract for positions onboard a foreign vessel undertaking coasting trade in Canadian waters must also include:

  • dates Canadian employment laws and regulations apply, and
  • details of wages (monetary and non-monetary compensation) including if applicable, the wage “uplift”, how and when wages will be paid

Language of work

English or French are the only languages you can identify as a job requirement in your Labour Market Impact Assessment application and job advertisement. However, if another language is essential for the job, you must provide a justification on the application.

Positions with no language requirement

There may be rare cases where an offer of employment does not require any language for the foreign national.

If there is no language required for the job, you must provide more details on the application, including:

  • how the foreign national will perform job duties in an effective and safe manner without the ability to communicate in any language, and
  • what reasonable measures are in place to ensure health and safety of all persons at the place of work. To demonstrate this, you must also provide applicable and appropriate documentation with your application

Examples of reasonable measures are:

  • having translated workplace safety manuals and procedures
  • providing work place safety training in the foreign national’s identified language
  • using international safety signs that use symbols (pictures)
  • having official translators on-site
  • and/or employing other workers or supervisors who can speak with the foreign nationals in their identified language

Unionized positions

If you are applying to hire temporary foreign workers for positions covered under a collective agreement, you must:

  • advertise and offer the same wage rates as those established under the collective agreement
  • offer the temporary foreign workers the same terms and conditions as Canadian and permanent resident workers
  • submit a copy of the section of the collective bargaining agreement on the wage structure

The hiring of temporary foreign workers must not affect current nor foreseeable labour disputes at the workplace. During LMIA assessment, if it is determined that hiring TFWs is likely to adversely affect the course, the outcome or the settlement of any labour dispute, you will receive a negative LMIA decision.

We recommend that you work actively with union representatives to recruit Canadians and permanent residents.

Report a problem or mistake on this page
Please select all that apply:

Thank you for your help!

You will not receive a reply. For enquiries, contact us.

Date modified: