Labour Market Impact Assessment
LMIA for Employers
Hiring a Foreign Worker Through LMIA
A Labour Market Impact Assessment (LMIA) is a formal approval confirming that hiring a foreign worker will not negatively impact the Canadian labour market.
At Atlantic Summit Immigration Consulting Inc., we assist employers with strategic, compliant LMIA applications designed to withstand scrutiny from Employment and Social Development Canada (ESDC) and Service Canada.
Who This Page Is For
This section is intended for employers who:
- Are unable to recruit Canadian citizens or permanent residents
- Have a genuine, ongoing business in Nova Scotia or New Brunswick
- Need to hire for entry-level, skilled, or specialized positions
- Plan to support a foreign worker’s work permit and future PR
- Want to avoid refusals, audits, or compliance issues
What Is an LMIA?
An LMIA is not a work permit.
It is an employer-driven approval confirming:
- The job is genuine
- The wage meets or exceeds prevailing standards
- Recruitment efforts were made domestically
- Hiring a foreign worker is justified
Once approved, the LMIA is used by the worker to apply for a work permit.
Step-by-Step LMIA Process for Employers
Step 1: Employer & Position Assessment
Before recruitment begins, we assess:
- Business legitimacy and operating history
- Ability to meet wage and payroll obligations
- Job duties, NOC classification, and wage level
- Whether LMIA is appropriate or an exemption applies
Outcome: Go / No-Go decision
(This step prevents unnecessary refusals.)
Step 2: Recruitment & Advertising
Employers must demonstrate genuine efforts to hire Canadians.
This includes:
- Advertising on Job Bank
- Advertising on at least two additional platforms
- Meeting minimum advertising duration
- Using compliant job descriptions, wages, and requirements
We ensure postings are:
- Consistent across platforms
- Defensible during officer review
- Properly documented
Step 3: Recruitment Results & Justification
After advertising:
- Canadian applicants must be reviewed
- Rejection reasons must be objective and documented
- Labour shortage must be clearly demonstrated
We prepare:
- Recruitment summary
- Applicant screening rationale
- Employer justification statement
Step 4: LMIA Application Preparation
The LMIA package includes:
- Employer forms and declarations
- Recruitment evidence
- Business legitimacy documents
- Financial ability proof
- Job offer details
- Transition or job creation plan (if applicable)
All documents must be internally consistent and factually defensible.
Step 5: Submission to Service Canada
- Application submitted to ESDC / Service Canada
- Processing fees paid by employer
- File enters officer assessment queue
At this stage:
- Employers must be available for follow-up
- Additional document requests are common
Step 6: Officer Review & Interview (If Required)
Service Canada may:
- Request clarification documents
- Conduct a phone interview
- Verify business operations and payroll
- Assess recruitment genuineness
We prepare employers in advance for interviews to reduce risk.
Step 7: LMIA Decision
Positive LMIA → Foreign worker may apply for a work permit
Negative LMIA → Reasons provided; reassessment may be required
A positive LMIA is typically valid for a limited period and must be used correctly.
After LMIA Approval: What Employers Must Know
- LMIA approval does not authorize work
- Worker must still obtain a valid work permit
- Employers are subject to:
- Compliance inspections
- Wage and role consistency
- Record-keeping obligations
Improper use of an LMIA can lead to:
- Penalties
- Blacklisting
- Future application refusals