Work Permit and LMIA Consultant in Canada

What an LMIA Actually Requires

A Labour Market Impact Assessment is ESDC's confirmation that hiring a foreign worker for a specific position will not harm the Canadian labour market. It is the employer's application, and the employer carries real obligations:

Two hard rules worth underlining: recruitment requirements have tightened — especially for lower-wage positions, where advertising periods are longer and targeted recruitment applies — and charging any recruitment cost to the worker leads to refusal and penalties. An employer who treats the LMIA as a formality usually learns otherwise at the worst possible time.

Common Work Permit & LMIA Mistakes

• Recruitment that misses the current rules — wrong platforms, wrong duration, missing records
• Wage errors — a wage that puts the position in the wrong stream or below requirements
• Duty mismatch — the job description, the occupation code, and the worker's experience telling different stories
• Weak business legitimacy evidence — especially for smaller or newer companies
• Applications caught by refusal-to-process rules — lower-wage positions in designated regions or above caps
• Misrepresentation — inflated duties, fake letters, or a job that does not genuinely exist: multi-year bans for the worker, penalties and program bars for the employer

Two files, one story — employer and worker, consistent and compliant.

We assess whether the position is workable under the current rules, then prepare both sides properly — in English and Farsi. Outcomes depend on the facts, evidence, and decision-maker.