LMIA & employer preparation
Review the employer-side questions that should be resolved before pursuing an LMIA-related hiring plan.
A genuine position needs a considered plan.
Begin with the employer’s business, proposed position and hiring circumstances. Applicable recruitment and programme instructions must be checked for the particular proposal.
The employer’s process and the worker’s immigration application are connected but separate questions. Discuss the work to be done and the professional scope before proceeding.
Prepare the employer evidence alongside the position.
Employer preparation should explain the genuine role, business need, employment terms and the records supporting the proposed application. We discuss the employer and worker steps separately so responsibilities are clear. The applicable federal employment programme instructions should be checked before recruitment or filing decisions are made.
How VSA can assist
VSA can discuss the proposed role and immigration route, identify the information needed from the worker and employer, and assist with agreed preparation. We clarify who is responsible for each step and what remains subject to assessment. Recruitment, employment and immigration services should be described accurately and agreed separately where applicable.
What to discuss in your consultation
- The employer, proposed position and business need.
- Applicable employer requirements and the evidence available.
- The connection between employer steps and the worker’s application.
Prepare for a useful conversation
Prepare an outline of the employer, proposed duties, work location and hiring history.
A preparation checklist
- Business and contact information
- Role, duties, location, wage and employment terms
- Recruitment records relevant to the proposed application
- Worker details and any relevant timing concerns
This is a discussion checklist, not an application checklist. The records required depend on the route and your circumstances.
Start with a short enquiry. The office will explain consultation arrangements, fees and the appropriate document-sharing process before you send private records.
What the next steps can look like
Clarify the goal
We discuss your circumstances, immigration history and any immediate timing issue.
Review the available evidence
We identify the records and questions needed for a useful assessment.
Agree on the work
Any retained services, professional fees and responsibilities are confirmed in writing.
Prepare and keep the record current
Agreed work follows the relevant process; changes in circumstances must be reported promptly.
Before you decide.
Does an LMIA alone give the worker a work permit?
Employer approval and the worker’s immigration authorisation are distinct. The worker must still address the process and requirements relevant to their situation.
How do I find the latest official requirements?
Use the government links below. Check the current programme page and its notices before relying on a summary, a past invitation round or another person’s experience.
What does the consultation cost?
Contact the office to confirm the fee, duration and format before booking. Further representation is a separate decision with a written scope and fee agreement.
Government guidance & latest updates
Open the official website for current instructions, forms and notices. These external sources may change after this guide is reviewed. Government decisions and programme availability are outside VSA’s control.
ESDC: Temporary Foreign Worker Program ↗www.canada.ca · Opens the official external websiteIRCC: work permits and employer information ↗www.canada.ca · Opens the official external websiteIRCC notices: current programme changes ↗www.canada.ca · Opens the official external websiteGuide reviewed 12 November 2026. General information only. Eligibility, availability and requirements must be checked against current official instructions and your circumstances. Linked government websites do not endorse VSA.
Visit the official-updates hub