LMIA-Exempt Hiring for Canadian Employers
When your candidate qualifies under CUSMA, CETA, Intra-Company Transfer, or another International Mobility Program stream, you skip the $1,000 LMIA fee and months of advertising. VMC's licensed RCICs confirm eligibility, prepare employer portal submissions, and ensure full IMP compliance so your new hire can start sooner.
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LMIA-exempt routes under the International Mobility Program (IMP) eliminate the ESDC application step. When your hire qualifies, you can save months of processing time and thousands of dollars in fees and advertising costs.
No $1,000 ESDC Fee
A standard LMIA costs $1,000 per position to ESDC. LMIA-exempt routes replace this with a $230 employer compliance fee — saving you $770 per hire.
Weeks, Not Months
Standard LMIAs take 8–20 weeks. LMIA-exempt permits skip the ESDC step entirely. CUSMA TN applications for US nationals can be approved at the border the same day your candidate arrives.
No Advertising Required
Standard LMIA requires 4+ weeks of Job Bank advertising and proof that no Canadians were available. LMIA-exempt routes have no such recruitment burden.
No Labour Market Benefits Plan
GTS LMIA requires a Labour Market Benefits Plan committing to training and hiring Canadians. Most LMIA-exempt streams have no such commitment (exception: GTS, which is technically an LMIA).
Which LMIA-Exempt Stream Fits Your Hire?
CUSMA/USMCA (TN Status)
US and Mexican citizens in 60+ eligible professions
Intra-Company Transfer (ICT)
Executives, managers, specialized knowledge workers in your corporate group
Global Talent Stream (GTS)
Tech and innovation roles on ESDC in-demand list, or designated partner referral
CETA (Canada-EU)
EU nationals — ICT, contract service suppliers, investors under CETA
CPTPP
Nationals of Japan, Australia, Chile, Vietnam and other CPTPP members
IMP Compliance: The Employer Portal and Your Obligations
Using an LMIA-exempt stream does not mean the employer has no obligations. The International Mobility Program has its own compliance framework — starting with the IRCC Employer Portal and extending to record-keeping and potential inspections.
The Employer Portal Process
Create or Log Into IRCC Employer Portal
Register your business and verify your identity. First-time users require a GCKey or Sign-In Partner account linked to your business.
Submit Offer of Employment
Enter job title, NOC code, duties, wage, location, start date, and duration. Select the correct LMIA exemption code (e.g. T11 for CUSMA, C12 for ICT).
Pay $230 Compliance Fee
The employer compliance fee is $230 per worker per submission. This fee is non-refundable and is paid per Offer of Employment, not per renewal.
Provide A-Number to Worker
After submitting, you receive an Offer of Employment number (A-number). Give this to the worker — they must include it in their work permit application.
Worker Applies for Work Permit
The worker applies using the A-number. IRCC reviews both the portal submission and the worker's application. Processing: 2–8 weeks depending on stream.
IRCC Inspection Risk — What Employers Must Know
IRCC has authority to inspect employers who use the International Mobility Program. Non-compliance consequences are serious:
- •Warning letters for minor violations
- •Monetary penalties (up to tens of thousands of dollars)
- •Temporary ban from IMP and TFWP (1–2 years)
- •Permanent ban for egregious violations
- •Name published on ESDC/IRCC public non-compliance list
What Inspectors Check
- Wages paid match or exceed the Offer of Employment
- Job duties performed match the NOC and offer submitted
- Workplace location matches the offer (or authorized change was filed)
- Worker was not employed in a different capacity than approved
- Payroll, contracts, and employment records are complete and accessible
- Employer did not take fees from workers for the permit application
- Employer provided a workplace free from abuse
Hiring US or Mexican Nationals Under CUSMA — The TN Fast Track
The Canada-United States-Mexico Agreement (CUSMA) is the fastest and most cost-effective way to bring US and Mexican professionals to Canada. No LMIA, no advertising, no cap.
How CUSMA TN Works for Employers
Step 1 — Confirm the Profession
Verify the worker's occupation appears on the CUSMA TN professional list. Over 60 professions qualify. Each has specific educational/credential requirements.
Step 2 — Prepare TN Support Letter
Write a detailed employer support letter on company letterhead describing: the profession, job duties, qualifications required, duration of employment, and confirmation the worker will be employed by a Canadian entity and paid in Canada.
Step 3 — Submit IRCC Employer Portal
Submit the Offer of Employment with the T11 exemption code, pay the $230 compliance fee, and provide the A-number to the worker before they travel to the border or apply to IRCC.
Step 4 — Worker Applies
US nationals: Apply at a Canadian port of entry (land border, airport) or US pre-clearance. Decision is usually same day. Mexican nationals: Apply to IRCC online (Mexican citizens need a TRV first).
Eligible TN Professions (Selected)
Full list of 60+ professions — VMC verifies if your position qualifies
CUSMA Employer Advantages
- ✓ No LMIA and no ESDC fee — saves $1,000+
- ✓ No Job Bank advertising — saves 4+ weeks
- ✓ US nationals can start working same day they cross border
- ✓ No cap on number of TN work permits
- ✓ Permits renewed indefinitely for qualifying roles
- ✓ No Labour Market Benefits Plan requirement
TN Support Letter — What to Include
- • Company letterhead with Canadian employer address
- • Specific TN profession category claimed
- • Detailed job duties aligning with that profession
- • Educational qualifications required and that worker holds
- • Duration of employment (up to 3 years)
- • Employer's IRCC Employer Portal A-number
- • Signed by authorized company representative
VMC drafts TN support letters that align with IRCC and CBSA expectations.
Not Sure Which LMIA-Exempt Route Fits?
VMC analyzes your hire — CUSMA, CETA, ICT, or GTS — and recommends the fastest compliant path. Book a free employer consultation to get a clear answer before spending time and money on the wrong route.
Hire Tech Talent in 2 Weeks with the Global Talent Stream
The Global Talent Stream (GTS) is a fast-track LMIA program — not technically LMIA-exempt — but with a 2-week processing target for both the LMIA and the resulting work permit. Designed for Canadian tech companies and startups that need to scale quickly.
Designated Partner Referral
Your company must be referred by a designated GTS partner organization — such as Invest in Canada, provincial economic development agencies, or industry bodies like MaRS or CATA. The partner issues a referral letter you include in your LMIA application.
- ✓ No requirement for the position to be on the in-demand list
- ✓ Worker must possess unique talent not readily available in Canada
- ✓ Partner letter is a hard requirement — must be obtained before application
In-Demand Occupations List
No referral needed. The role must exactly match an occupation on the ESDC Global Talent Stream occupations list. Key eligible roles include:
ESDC list is updated periodically — VMC verifies your current NOC eligibility
The 2-Week Process
Contact GTS designated partner (Cat A) or confirm position on in-demand list (Cat B)
Employer submits complete GTS LMIA application with Labour Market Benefits Plan to ESDC
ESDC reviews application — 2 business day processing target when application is complete
Positive LMIA issued — worker submits work permit application to IRCC
IRCC work permit issued — 2 business day processing target. Worker can be in Canada and working within 2–3 weeks
Labour Market Benefits Plan (LMBP)
Every GTS application requires an LMBP — a commitment to benefit the Canadian labour market. ESDC assesses the quality of the LMBP as part of the application.
- Creating new jobs for Canadians
- Skills training and knowledge transfer
- R&D investment in Canada
- Mentorship programs
Annual LMBP compliance reporting to ESDC is required. VMC helps draft and track your plan.
GTS Cost & Wage Requirements
- • $1,000 LMIA application fee to ESDC
- • Minimum wage: typically $38.46/hour+ in most provinces
- • $230 compliance fee (when work permit is separate)
- • Worker's work permit fee: ~$155 CAD
Who Benefits Most from GTS?
Tech Startups & Scale-ups
Can't wait 4–6 months for a standard LMIA. GTS enables rapid deployment of senior developers, architects, and data scientists.
Companies with Venture Funding
Investors and designated GTS partners (e.g. from venture ecosystem) can provide the referral letter for Category A, unlocking even faster access.
Innovation Economy Employers
Any company hiring in-demand tech occupations where the right candidate is abroad and a 2-week timeline is critical to the business.
Move Key Employees to Canada Without an LMIA
The Intra-Company Transfer (ICT) stream under IRPR R205(a) allows multinational companies to transfer executives, senior managers, and specialized knowledge workers to a Canadian entity — no LMIA, no advertising.
Executive
Directs the management of the organization or a major component. Includes CEO, CFO, President, VP-level. Makes high-level decisions with minimal direct supervision.
Up to 3 years initial; 7 years totalSenior Manager
Manages the entire organization or a significant function. Supervises other managers or professionals. Has authority over hiring, budgets, and key decisions.
Up to 3 years initial; 7 years totalSpecialized Knowledge
Advanced, proprietary knowledge of employer's products, services, or procedures. Knowledge must not be readily available in the Canadian labour market and must be essential to the Canadian entity.
Up to 1 year initial; 5 years totalKey ICT Requirements for Employers
- Corporate relationship: Canadian entity must be parent, subsidiary, affiliate, or branch of the foreign company
- 1-year qualifying employment: worker must have been employed with the corporate group for at least 1 continuous year in the past 3 years
- Same capacity: the role abroad must be in the same category (executive, manager, or specialized knowledge) as the Canadian role
- Genuine transfer: must be a temporary assignment — not a permanent move to replace Canadian employees
- Employer Portal submission: $230 compliance fee and Offer of Employment required
Documents Employers Need to Provide
- Detailed support letter (corporate relationship, job description, 1-year qualifying employment)
- Organizational charts showing reporting relationships at home and Canadian entity
- Corporate relationship evidence (certificates of incorporation, ownership documents, shareholder registers)
- Proof of 1-year qualifying employment (pay stubs, T4/W2 equivalents, employment letter)
- Description of specialized knowledge (for SKW positions) — what it is, how it was acquired, why it's needed
ICT and CRS Points
ICT workers under R205(a) can potentially qualify for arranged employment CRS points (50 pts) in Express Entry — making ICT one of the few LMIA-exempt streams where the job offer contributes to CRS score. VMC advises on timing and eligibility.
Employer Compliance Under the International Mobility Program
Using the IMP creates ongoing obligations. IRCC expects employers to maintain conditions as described in the Offer of Employment and keep thorough records — both during and after the worker's employment.
Maintain Offer Conditions
Wages, job title, duties, and location must match the Offer of Employment submitted. If conditions change materially, a new portal submission and compliance fee may be required.
6-Year Record Retention
Maintain payroll records, employment contracts, records of duties performed, and proof of compliance for 6 years from the work permit issue date. Inspectors can request these at any time.
No Recruitment Fee to Workers
It is illegal to recover work permit or immigration fees from workers. Employers cannot charge workers the $230 compliance fee or any immigration consulting fees related to their work permit.
Accessible Workplace
Provide a workplace that is reasonably accessible — not isolated from normal contact and support. Workers must be able to access information about their rights and reach regulatory bodies.
Respond to Inspections
IRCC inspections may be announced or unannounced. Employers must cooperate with inspectors, provide requested documentation within required timelines, and allow site access when required.
VMC Compliance Support
VMC helps employers structure offers correctly, maintain records, and respond to IRCC compliance reviews. We advise on material changes requiring new submissions.
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