September 17, 2026
Hiring international talent can help Canadian businesses address staffing needs and access skilled workers from around the world. However, hiring a foreign worker involves more than finding the right candidate. Employers must understand which immigration process applies to the position, prepare the required documentation, meet program requirements, and continue to comply with their obligations after the worker arrives in Canada.
For employers considering hiring temporary foreign workers, two important pathways are Labour Market Impact Assessment (LMIA) applications and LMIA-exempt applications through the Employer Portal.
At Greendot Immigration Services Ltd., Manisha Sharma provides employer-focused immigration support to help businesses navigate these processes from preparation through submission and beyond.
LMIA vs. LMIA-Exempt Hiring: What Employers Need to Know
The first step is determining whether the position requires an LMIA.
An LMIA is generally part of the Temporary Foreign Worker Program (TFWP). The assessment is designed to determine the impact of hiring a temporary foreign worker on Canada’s labour market. Employers must meet applicable requirements and provide information and documentation supporting the position and their recruitment and employment practices.
Not every foreign worker requires an LMIA.
Under Canada’s International Mobility Program (IMP), certain workers may be eligible for an LMIA-exempt work permit because their employment falls under a specific exemption category. In many of these cases, the employer must submit an offer of employment through IRCC’s Employer Portal and pay the employer compliance fee, unless an exemption applies.
Choosing the correct pathway is therefore an important first step for an employer.
Employer Support for LMIA Applications
An LMIA application can involve multiple requirements, and employers need to be prepared to demonstrate that the position and hiring process meet the applicable program criteria.
Employer-focused LMIA support may include assistance with:
- Reviewing the proposed position and determining the appropriate immigration pathway
- Understanding LMIA requirements applicable to the position
- Preparing and organizing employer documentation
- Reviewing recruitment and advertising requirements
- Assisting with the preparation of the LMIA application
- Reviewing information about wages, job duties and employment conditions
- Preparing supporting documentation
- Responding to requests for additional information, where applicable
- Providing guidance throughout the application process
The goal is to help employers understand their responsibilities and submit a complete, consistent application based on the requirements applicable to their specific situation.
What Is an LMIA-Exempt Employer Portal Application?
Some employers can hire temporary foreign workers without obtaining an LMIA when the worker and position qualify under an applicable LMIA exemption.
For many LMIA-exempt positions under the International Mobility Program, employers use IRCC’s Employer Portal to submit an offer of employment before the foreign worker applies for their work permit. In most cases, an employer compliance fee also applies, although certain employers and situations are exempt.
The Employer Portal submission requires the employer to provide detailed information about the business and the employment offer. Depending on the circumstances, supporting documentation may also be required to demonstrate how the position qualifies for the applicable LMIA exemption.
This means that LMIA-exempt does not necessarily mean process-free.
Employers still need to make sure the correct exemption is being used and that the offer of employment and supporting information are accurate and complete.
Employer Portal Support From Start to Submission
For employers unfamiliar with Canada’s Employer Portal, the process can raise practical questions:
- Does this position qualify for an LMIA exemption?
- Which exemption category applies?
- Does the employer need to pay the compliance fee?
- What information needs to be entered into the Employer Portal?
- What supporting documents should be included?
- Has the employment agreement been properly prepared?
- Are the employer’s obligations being met?
Professional employer-focused support can help businesses work through these questions before submitting the offer.
IRCC also requires employers to meet applicable conditions associated with the employment and immigration program. Employers may be subject to compliance inspections, and record-keeping and other obligations can continue after the worker begins employment.
Why Employer Compliance Matters
Hiring a foreign worker does not end when the LMIA is approved or the Employer Portal submission is completed.
Employers are responsible for complying with the applicable conditions of the program and the worker’s employment. For employers hiring through the Temporary Foreign Worker Program, this includes meeting the requirements associated with the LMIA decision and maintaining relevant records.
For LMIA-exempt workers, employers must also comply with the conditions applicable to the International Mobility Program and the submitted offer of employment.
Understanding these responsibilities in advance can help employers establish appropriate processes and documentation within their organization.
Recruitment Support: An Additional Advantage for Nova Scotia Employers
For employers in Nova Scotia, recruitment is another important part of the foreign-worker hiring process.
Manisha Sharma of Greendot Immigration Services Ltd. holds a Nova Scotia Licence to Engage in Foreign Worker Recruitment (Licence No. RL-0233). The licence was issued on September 18, 2025 and is currently listed as valid through September 17, 2028. The Nova Scotia government licence confirms that Manisha Sharma is licensed to recruit foreign workers for employment in Nova Scotia.
This provides an additional dimension to Greendot’s employer-focused services for businesses in Nova Scotia that are considering international recruitment.
Nova Scotia’s rules also place important restrictions around recruitment fees. For example, it is illegal for a person to directly or indirectly charge an individual a fee for finding employment in Nova Scotia, and employers cannot recover recruitment costs from employees.
Employers should therefore ensure that their recruitment arrangements comply with applicable provincial and federal requirements.
A Complete Employer-Focused Approach
Whether your business is considering an LMIA application or an LMIA-exempt Employer Portal submission, the process starts with understanding the employer’s specific circumstances.
At Greendot Immigration Services Ltd., the focus is on supporting employers through the immigration process, including:
- LMIA application support
- LMIA-exempt Employer Portal submissions
- Employer compliance guidance
- Documentation preparation and review
- Foreign-worker recruitment support in Nova Scotia
- Guidance throughout the applicable immigration process
The right process depends on the position, employer, foreign worker and applicable immigration category. There is no single pathway that applies to every business or every foreign worker.
Planning to Hire a Foreign Worker?
If your business is considering hiring a foreign worker in Canada, it is important to determine the appropriate pathway before moving forward with recruitment and immigration paperwork.
Greendot Immigration Services Ltd., led by Manisha Sharma, provides employer-focused support for LMIA and LMIA-exempt processes, with additional foreign-worker recruitment licensing in Nova Scotia.
Whether you are hiring for one position or developing an international recruitment strategy for your business, getting the employer side of the process organized from the beginning can help you understand your responsibilities and prepare the appropriate documentation.
Employers can contact Greendot Immigration Services Ltd. to discuss their hiring needs and determine what immigration and recruitment process may apply to their situation.
