An employer-specific work permit names conditions such as the employer, occupation and work location. The employer's first task is to determine whether the position needs an LMIA. The answer changes the documents the worker needs from you.
If the position needs an LMIA
The employer applies to Employment and Social Development Canada (ESDC) under the appropriate Temporary Foreign Worker Program stream. A positive LMIA does not itself authorize employment. The employer gives the worker the required LMIA decision documents; the worker then applies to Immigration, Refugees and Citizenship Canada (IRCC) for an employer-specific work permit. Manitoba employers should also check the provincial registration step before the LMIA filing. Our LMIA preparation guide explains the early checks.
If the position is LMIA-exempt
Under many International Mobility Program routes, the employer must submit an offer of employment through IRCC's Employer Portal and pay the employer compliance fee before the worker submits the permit application. IRCC then issues a seven-digit offer number for the worker. Some employers or situations are exempt from the portal or fee requirement; identify the exact exemption and its evidence rather than assuming all LMIA-exempt hires use the same process.
The offer must accurately describe the business, worker, job, wage and benefits. IRCC warns that an incomplete or inaccurate offer can lead to a refusal or a need to resubmit. If the candidate already has a valid open work permit that authorizes the proposed work, the employer generally does not submit an Employer Portal offer simply to hire that person.
Check the permit before work begins
The worker may need a permit approval and, where applicable, authorization to enter Canada. Confirm the actual permit's employer, occupation, location, validity and other conditions before scheduling work under that permit. A positive LMIA or an Employer Portal number alone is not the work permit.
If an employer-specific permit holder changes employers or jobs, IRCC normally requires a new work-permit application. There may be a separate process to request interim authorization to start with the new employer while IRCC processes it. Do not treat a filed application as automatic permission to start.
Responsibilities after hiring
Keep the real job aligned with the LMIA or portal offer and the applicable employment laws. Both the Temporary Foreign Worker Program and the International Mobility Program have employer-compliance rules and inspection powers. Under the IMP, IRCC says employment records must be retained for six years from the date the work permit was issued. If the role, wage or workplace changes, check the relevant program's change rules before proceeding. See our employer compliance guide.
Questions employers ask
Can the worker apply before we finish our part?
For an LMIA-required role, they generally need the positive LMIA documents. For many LMIA-exempt employer-specific roles, the Employer Portal offer and fee, unless exempt, must be completed first.
Does LMIA-exempt mean paperwork-free?
No. Many LMIA-exempt employer-specific permits require the portal offer, a documented exemption category and a worker application to IRCC.
Map your hiring route
Bring the candidate's status, proposed duties, location, wage and any LMIA or exemption documents. We can identify the employer's steps and the information the worker will need. The initial consultation is $180 plus applicable provincial taxes; application representation is separate. Consultations are available in English and Russian.