IMP vs LMIA: Key Differences Shaping Canadian Work Permits

(CANADA) As of September 21, 2025, Canada is running two very different tracks for temporary jobs: the International Mobility Program (IMP) and the LMIA pathway under the Temporary Foreign Worker Program. Both lead to Canadian work permits, but they answer different questions.

IMP asks how a job helps Canada’s broader economic, social, or cultural goals. LMIA asks whether no qualified Canadian is available, and whether hiring from abroad will avoid harm to the domestic labour market. The split matters for employers, families, and communities because processing times, fees, and flexibility differ sharply. It also matters for spouses and students after new restrictions on open work permits took effect this year. With backlogs growing and more limits on temporary residents planned, choosing the right route is now a strategic decision with real‑life consequences for workers, small businesses, and sectors from tech and film to agriculture and healthcare.

Core difference and administrative roles

The heart of the difference is simple: IMP does not require an LMIA, while the LMIA route cannot move forward without a positive or neutral assessment by Employment and Social Development Canada (ESDC).

• IRCC (Immigration, Refugees and Citizenship Canada) leads IMP because its focus is policy objectives and international agreements, including CUSMA (United States and Mexico), CETA (European Union), and the CPTPP.
• ESDC leads the LMIA process because the aim is to protect the Canadian labour market by checking recruitment, wages, and working conditions.

Under IMP:
– Some workers receive open work permits.
– Many others receive employer‑specific permits tied to an exemption code.

Under LMIA:
– Permits are employer‑specific only.
– Processing tends to be slower because employers must pass an ESDC assessment; LMIA files can take months, especially in high‑volume streams.

Fees, employer duties, and program focus

Fees and employer duties highlight the trade‑offs between the tracks.

• IMP
  • Employer submits a job offer in the Employer Portal.
  • Pays the employer compliance fee.
  • Provides the worker an offer number and LMIA‑exemption code for the application.
  • Policy emphasis: international reciprocity, cultural exchange, francophone mobility outside Quebec, intra‑company transfers, and certain spouse and youth categories.
• LMIA
  • Employer must advertise, document recruitment, meet wage floors, and pay the LMIA fee of CAD $1,000 per position.
  • The LMIA decision is job‑and employer‑specific, which ties the worker to that employer after the permit is issued.
  • Employers accept inspections and penalties if they break program rules.

Many firms use both programs side by side: IMP for specialized roles or transfers, and LMIA for positions that don’t fit exemptions.

Processing speed

• IMP often moves faster because employers skip the ESDC assessment step.
• LMIA files can be slower, with timelines varying by stream and region.

Policy landscape in 2024–2025

Canada’s policy mix shifted through 2024 and 2025 to cool rapid growth in temporary residents while keeping doors open for key skills. The government set a target to bring the temporary resident share down to about 5% of the population by the end of 2026, affecting planning for both IMP and LMIA streams.

Important changes and dates:
– Effective January 21, 2025, Ottawa limited open work permits for spouses of foreign workers and many international students.
– Eligibility now focuses on spouses of workers in TEER 0 or 1 jobs and a narrower band of TEER 2 or 3 roles facing shortages.
– Starting in spring 2025, points for job offers are being removed from Express Entry, indirectly affecting temporary workers who planned to use LMIA‑backed offers to boost scores.
– Officials flagged fraud risks tied to job offers in permanent residence pools.

These steps point to tighter screening without shutting down employer access to needed talent.

Demand, backlogs, and operational impacts

Demand pressure is showing up in processing backlogs, especially on the IMP side where no LMIA requirement does not always mean speed. According to analysis by VisaVerge.com, higher volumes and more complex triage have slowed decisions in several LMIA‑exempt categories in 2025.

Impacts reported:
– Intra‑company transfers and reciprocal employment cases are taking longer than last year.
– New spouse rules are altering families’ ability to arrive together or to work immediately.
– LMIA files remain slower overall, though timelines vary by stream and region.

Practical consequences:
– Small firms needing a specialist next month may have to change hiring plans, delay projects, or move jobs elsewhere.
– Families may face delays that determine whether children start school on time.

Practical steps: how each pathway works

IMP (typical flow)
1. Employer checks whether the role fits a listed LMIA exemption (examples: intra‑company transferees, CUSMA professionals, International Experience Canada participants, spouses of certain skilled workers, francophone mobility outside Quebec).
2. Employer submits the offer through the Employer Portal, pays the compliance fee, and provides the worker with the offer number and exemption code.
3. Worker files a permit application with IRCC, attaching proof that the exemption applies.
4. IRCC reviews eligibility and admissibility and issues the work permit on approval.

Advantages: many cases move faster because there is no ESDC labour market test.

LMIA (typical flow)
1. Employer designs a recruitment plan that meets ESDC rules: ads must run in required places and period, pay must meet prevailing wages, and working conditions must meet standards.
2. Employer files the LMIA application with evidence and pays CAD $1,000 per position.
3. ESDC officers assess impact on the labour market and whether recruitment of Canadians/permanent residents was genuine.
4. If positive, LMIA is issued (job‑and employer‑specific).
5. Worker applies to IRCC for a work permit using the LMIA decision letter.

Trade‑offs: adds time and cost but creates a formal record that no suitable local worker was available — the required gateway for employers outside IMP categories.

Permit conditions and family effects

Permit types diverge between the tracks:

• IMP categories
  • Many issue open work permits (allow job changes without a new application).
  • Others issue employer‑specific permits tied to policy exemptions — generally more flexible than LMIA permits.
• LMIA
  • Permits are employer‑specific only.

Family impacts:
– An open work permit for a spouse can provide income while the principal worker settles or in case of layoff.
– Under the January 21, 2025 rules, fewer spouses qualify for open status unless the principal worker is in a top TEER role.
– LMIA families: moving to a new employer usually requires a fresh LMIA and a new permit application — adding cost and delay.

These rules reward careful job selection at the outset and clear communication between HR teams and recruits about mobility limits.

Real‑world examples

• Toronto tech firm
  • Needs a senior product manager from the UK who worked for its affiliate three years.
  • IMP as an intra‑company transferee may allow faster arrival and an earlier start — crucial for product timelines.
• Rural hospital
  • Needs personal support workers for long‑term care.
  • If roles don’t fit an IMP exemption, the hospital must run ads and file LMIAs, adding months but ensuring Canadians have first access to those jobs.
• Film production in Vancouver
  • Short‑term, high‑skill roles and reciprocal employment can fit IMP, helping productions meet tight shooting schedules and budget constraints.

Costs, compliance, and risks

Costs and record‑keeping:
– LMIA employers
– CAD $1,000 per position plus advertising costs, admin time, and recruitment documentation.
– Detailed files required; compliance audits can come years later.
– IMP employers
– Pay the employer compliance fee and must keep records matching the offer in the portal (wages, duties, location).

Penalties for serious non‑compliance in both streams can include bans, fines, and public posting. For small and mid‑size employers with thin HR teams, these risks argue for careful role design and early legal review. For workers, knowing the exact permit type before arrival reduces surprises if a layoff or promotion occurs.

Practical guidance for employers and workers

The honest answer to “which path should we choose?” is: it depends. If an IMP exemption clearly fits, it can reduce cost and shave weeks off a start date. If not, a well‑planned LMIA may be the only lawful path and can still meet business needs.

Actionable checklist:
1. Map eligibility early.
– Confirm whether an IMP category applies or an LMIA is required.
– Write down the exact exemption code or stream.
2. Budget for fees and soft costs.
– LMIA: CAD $1,000 per position + advertising and admin time.
– IMP: employer compliance fee + portal admin and support letters.
3. Build time buffers.
– Even IMP cases can face delays — add weeks for security checks, medicals, and documents.
4. Keep tight records.
– Save ads, interview notes, wage calculations, offer letters, and copies of all submissions in one secure folder.
5. Monitor policy updates.
– Spousal eligibility, caps on temporary residents, and program guidance shifted through 2025 — assign someone to track changes and brief managers.

Official guidance can help when rules feel dense. Start at:
– IRCC: Work permits that do not need an LMIA for current instructions, fees, and portal steps.

Use that page to verify whether spouses qualify for open status under a given category before planning travel.

Key takeaway: any job offer must match a real business need, with duties, wages, and schedules that hold up under review.

Integrity measures and policy rationale

Integrity measures sit in the background of almost every change this year:

• Removing job offer points from Express Entry (spring 2025) aims to reduce misuse of offers and fake ties to employers created solely to boost permanent residence scores.
• Narrowing spousal open work permits focuses benefits on households tied to higher‑skill roles while easing pressure on housing and services.

Debate:
– Critics say these moves can strain families and reduce labour supply in entry‑level sectors.
– Supporters argue the adjustments protect wages and make space for Canadians and permanent residents.

For employers, the takeaway is consistent: document real business need, and ensure offers reflect actual duties and wages.

Background: IMP evolution and LMIA’s role

• The International Mobility Program began as a narrow set of exceptions tied to trade deals and cultural exchange and expanded to support trade, research, and youth mobility.
• Some IMP categories (e.g., intra‑company transferees) are well defined; others rely on broader public policy benefit tests that can lead to uneven decisions.
• Analysis by VisaVerge.com suggests Ottawa’s 2024–2025 recalibration aims to keep IMP targeted while protecting system integrity.

By contrast:
– The LMIA framework remains focused on a simple test: recruit locally first, then fill real shortages if needed.

The two tracks now work in tandem to balance economic goals with labour protections.

Final note on planning

Planning ahead turns complex rules into workable timelines. Early mapping of eligibility, transparent communication with candidates and families, and careful record‑keeping will reduce surprises and help employers and workers navigate the split between IMP and LMIA effectively.