If you’re currently employing a Temporary Foreign Worker, you’ve likely already navigated the LMIA (Labour Market Impact Assessment) process once, and hats off to you, because we know that’s no small feat.
But what happens when your employee’s work permit is set to expire, and you want to keep them on board?
Here’s a clear breakdown of how employers like you can extend both the LMIA and the worker’s permit, and what’s changed if you’re hiring someone switching jobs from another Canadian employer.
Extending LMIAs and Work Permits for Current Employees
When your employee’s work permit is tied to a previous LMIA, it doesn’t automatically renew. Unfortunately, it’s not a “set it and forget it” situation.
For foreign workers employed under employer-specific work permits, extending their authorization involves a two-step process:
- Applying for a New LMIA: Even if the job role and employer remain unchanged, a new LMIA is typically required. Employers should initiate this process, ideally, at least 6 to 8 months before the current work permit expires to account for advertising periods, potential delays and processing times.
- Worker’s Application for Work Permit Extension: Once a positive LMIA is obtained, the worker must apply to extend their work permit. If they apply before the current work permit expires, they may continue working under the same conditions while awaiting a decision, a status known as “maintained status”.
To apply for a new LMIA, you’ll need:
- Proof of recent advertising and recruitment efforts (even if the role is currently filled with the foreign worker)
- Updated Transition Plan
- Proof of Business Legitimacy
- Proof of Providing a Good or Service
- Proof of Reasonable Employment Need
This process helps you retain the valuable talent already trained, integrated, and delivering results.
Keep in mind that if you have already obtained a positive LMIA, you need to ensure compliance with the previous LMIA by potentially showing that you have executed your Transition Plan, have reviewed wages yearly to keep them above the median wage and ensured that the worker is completing the role the LMIA was issued for.
Current LMIA Processing Times
Processing times for LMIA applications can vary depending on the stream, and start the day the LMIA application is submitted, not when you begin advertising.
- Global Talent Stream: 8 business days
- Agricultural Stream: 15 business days
- Seasonal Agricultural Worker Program: 8 business days
- High-Wage Stream: 61 business days
- Low-Wage Stream: 61 business days
- Permanent Resident Stream: 214 business days
These figures are averages and can fluctuate. It’s crucial to plan accordingly and initiate the LMIA process well in advance.
We suggest starting the advertising period at least 6 months before the expiry of your worker’s work permit to avoid the last-minute rush and avoid any gaps in the worker’s authorization to work.
60-Day Grace Period for Work Permit Extensions
If your employee’s work permit is nearing expiration and a new LMIA is in process, they may be eligible for a 60-day grace period to apply for a work permit extension. This allows them to maintain their status and continue working while awaiting the new LMIA. It’s essential to ensure that the extension application is submitted within this timeframe to avoid any gaps in employment authorization.
Hiring a Worker Who’s Switching Employers? There’s Good News.
Effective May 27, 2025, IRCC has implemented a temporary public policy allowing certain foreign workers to commence employment with a new employer. This makes it easier and faster for foreign workers to start a new job while waiting for a new work permit approval. This is a game-changer for employers hiring workers already in Canada.
If you’re hiring someone currently on an employer-specific work permit:
Eligibility Criteria:
- The worker is in Canada with valid temporary resident status.
- The new employer has obtained a positive LMIA.
- They have submitted an application for a new employer-specific work permit.
- They intend to work for a new employer and/or in a new occupation as specified in the job offer.
- They have applied for the public policy exemption using the IRCC’s designated electronic means.
…they can begin working with you in as little as 10–15 business days after submission.
This public policy is a great tool to reduce hiring delays and minimize downtime between job offers and actual start dates.
Simplified LMIA Process for Recent Approvals
If your previous LMIA was approved within the last two years, you might be eligible for a simplified application process. This can streamline the renewal, reducing paperwork and processing times. Ensure that you highlight this in your new application to take advantage of any available efficiencies.
Understanding High-Wage vs. Low-Wage LMIA Applications
When applying for an LMIA, the wage you offer determines whether your application falls under the high-wage or low-wage stream. This classification affects the requirements and processing of your application.
As of November 8, 2024, the median wage thresholds have been increased by 20%. Here are the updated thresholds for select provinces:
Offering a wage below these thresholds means your application will be processed under the low-wage stream, which has different requirements, such as caps on the number of low-wage workers and shorter work permit durations.
| Wage threshold by province or territory | ||
| Province/territory | For LMIAs received before November 8, 2024 | For LMIAs received as of November 8, 2024 |
| Alberta | $29.50 | $35.40 |
| British Columbia | $28.85 | $34.62 |
| Manitoba | $25.00 | $30.00 |
| New Brunswick | $24.04 | $28.85 |
| Newfoundland and Labrador | $26.00 | $31.20 |
| Northwest Territories | $39.24 | $47.09 |
| Nova Scotia | $24.00 | $28.80 |
| Nunavut | $35.00 | $42.00 |
| Ontario | $28.39 | $34.07 |
| Prince Edward Island | $24.00 | $28.80 |
| Quebec | $27.47 | $32.96 |
| Saskatchewan | $27.00 | $32.40 |
| Yukon | $36.00 | $43.20 |
It’s crucial to consult the current wage thresholds for your specific province or territory before submitting an LMIA application. This ensures compliance with the latest regulations and helps avoid potential delays or rejections.
Remember that you still need to ensure that the wage offered for the role is above the median wage for the NOC and location of employment. This is a separate consideration.
Planning to Hire in BC, Saskatchewan, Manitoba, or Nova Scotia? You May Need Provincial Approval First
If you’re submitting an LMIA application for a job located in British Columbia, Saskatchewan, Manitoba, or Nova Scotia, there’s an important step before you submit to Service Canada:
You must first register the job offer or obtain a support letter from the respective provincial or territorial government.
This requirement applies regardless of whether you’re hiring a new worker or renewing an LMIA. It ensures that provincial priorities align with federal decisions and that foreign worker recruitment supports local labour market needs.
Here is where you can complete the registration:
- British Columbia: https://www2.gov.bc.ca/gov/content/employment-business/employment-standards-advice/employment-standards/hiring/hire-temporary-foreign-workers/register-as-employer/start
- Saskatchewan: https://www.saskatchewan.ca/residents/moving-to-saskatchewan/hire-a-foreign-worker/recruit-and-hire-workers-with-sinp/apply-for-a-certificate-of-registration
- Manitoba: https://www.gov.mb.ca/labour/standards/doc,wrpa-registration_info,factsheet.html
- Nova Scotia: https://novascotia.ca/lae/employmentrights/FW/EmployerRegistrationHowTo.asp
Don’t skip this step! Employment and Social Development Canada (ESDC) will not process your LMIA application unless the proper provincial documentation is included.
Timing Tip: These provincial processes can take anywhere from a few days to several weeks. Start early to avoid delays—especially if your worker’s permit is expiring soon.
We’re Here to Help
Navigating LMIAs, work permit extensions, and public policy updates can feel like alphabet sou, but that’s where we come in.
Whether you’re trying to retain an excellent worker or onboard someone from another employer, our team can guide you through the required steps, ensure compliance, and keep your workforce running smoothly.
Your people are your business—and we’re here to help you keep the right ones.
For detailed guidance tailored to your specific situation, consider consulting with a Regulated Canadian Immigration Consultant or legal professional specializing in immigration law.
