Work in Canada
Canada Work Permit Strategy & Applications
Whether your pathway is LMIA-based, LMIA-exempt, employer-specific, open, spouse-based, graduate-based, entrepreneur-based, or PR-bridging, the correct route depends on your facts, evidence, employer documents, and current IRCC rules.
Which situation matches you?
Pick the description closest to your circumstances to jump to the relevant permit category below — or book a consultation so an RCIC can confirm the right route for your specific facts.
Types of work permits
Fourteen categories cover almost every situation we see. Each is a different legal test with its own evidence requirements — select a category to see what officers look for and what a strong file includes. This is general program information, not an assessment of your specific case.
Employer requirements
- Recruitment and advertising carried out to ESDC's specifications for the applicable stream, generally including a minimum four-week Job Bank posting alongside other prescribed platforms
- A transition plan for high-wage positions, or compliance with the low-wage cap and refusal-to-process rules for lower-wage roles, depending on which stream applies
- A wage offer that meets or exceeds the current prevailing wage for the occupation and region at the time of filing
- A clean or explainable compliance history with ESDC and IRCC, since past inspection findings are reviewed alongside a new LMIA application
Worker requirements
- Education, licensing, and work experience that genuinely align with the NOC/TEER classification of the offered role
- Language ability appropriate to the duties described, where the role or evidence record makes this relevant
- A documented history of the specific duties claimed, not just job titles, so an officer can compare experience to the position on offer
Evidence needed
- The positive LMIA decision letter issued by ESDC
- The job offer letter or employment contract describing duties, wage, hours, and duration
- Diplomas, licences, and reference letters that support the qualifications claimed
Officer concerns
- Whether the job offer is genuine and reflects an actual, ongoing labour need rather than a vehicle for immigration
- Whether the wage offered is compliant with the prevailing wage and consistent across the LMIA, contract, and application
- Whether the applicant can reasonably perform the duties described, based on the qualifications and history on file
Common mistakes
- Job duties on the application that do not match the NOC/TEER lead statement used to justify the LMIA
- Incomplete or undocumented recruitment evidence that leaves ESDC unable to verify the labour market test
- A wage on the contract that sits below the prevailing rate confirmed at the time of LMIA filing
What officers commonly review in work permit applications
Is the job genuine?
Officers look for a real, ongoing operational need behind the offer — active business operations, a credible reason the role exists, and consistency between the job description and how the business actually functions.
Does the applicant meet job requirements?
Education, licensing, and work history are compared directly against the duties and qualifications the role calls for, not just against the job title on the offer letter.
Are job duties aligned with NOC/TEER?
The specific duties described in the offer and in reference letters need to match the lead statement and main duties of the claimed NOC/TEER code, not just the general occupation area.
Is the wage reasonable and compliant?
For LMIA-based offers, the wage must meet or exceed the prevailing wage for the occupation and region; even where no LMIA applies, an unusually low or inconsistent wage invites questions about genuineness.
Is the employer genuine and compliant?
Officers may review business registration, financial activity, and any past compliance or inspection history to assess whether the employer is a real, operating business capable of delivering on the offer.
Is the correct LMIA/exemption route used?
Officers check that the program route claimed — LMIA, a specific IMP exemption code, CUSMA category, or another stream — genuinely fits the facts of the offer and the worker's situation.
Are documents complete and consistent?
Wages, duties, dates, and job titles need to match across the offer letter, LMIA or Employer Portal submission, and the application itself — inconsistencies are a common trigger for additional document requests or refusal.
Are there inadmissibility issues?
Criminal, health, financial, or misrepresentation history can affect eligibility and needs to be identified and addressed directly rather than left for the officer to discover independently.
Is temporary intent properly addressed?
Work permits are temporary resident applications, so officers weigh whether the applicant's overall history and stated plans remain consistent with the temporary nature of the status sought, alongside any dual intent toward permanent residence.
Has the applicant worked without authorization?
Any period of unauthorized work — for the wrong employer, in the wrong role, or without a valid permit — is visible in the applicant's immigration history and can materially affect a new application.
Evidence checklist
Applicant documents
- Valid passport
- Current immigration status documents (visas, entry stamps, prior permits)
- Existing or prior work permits
- Education credentials — diplomas, transcripts, credential assessments where relevant
- Employment reference letters detailing titles, duties, dates, and hours
- An up-to-date resume matched to the claimed work history
- Professional licence or certification, where the occupation requires one
- Proof of funds to support yourself (and family, if applicable)
- Marriage and family documents, where a spouse or dependants are involved
- Police certificates and immigration medical exam results, where required
- Refusal letter and GCMS notes, if a previous application was refused
Employer documents
- Job offer letter or employment contract
- LMIA decision letter, or the offer of employment number from the Employer Portal
- Business registration and corporate documents
- Payroll and revenue evidence, where applicable to the business or program
- Recruitment evidence — postings, applicant tracking, interview records — for LMIA-based offers
- Wage support documentation confirming the offer meets the applicable wage standard
- A description of job duties and the underlying business need for the position
- Compliance documents evidencing the employer's history under the TFWP/IMP, where relevant
Exact requirements vary by category and by your specific facts — treat this as a planning baseline, not advice on your file.
Tips and things to remember
- Do not start work before authorization.
- Do not change employers on a closed permit unless authorized.
- Open work permits are available only in specific situations.
- Spousal open work permit eligibility is not automatic.
- PGWP deadline is strict.
- BOWP requires the proper PR application stage.
- LMIA-exempt does not mean evidence-exempt.
- Employer Portal mistakes can affect the worker's application.
- Refusals should be reviewed before reapplying.
- Keep proof of status and expiry dates organized.
Related tools
Free calculators to help you gather the numbers before your consultation. Every result is a preliminary estimate, not a decision.
Frequently asked questions
Begin
Check your work permit eligibility with an RCIC before filing.
A work permit application is not only about forms. The correct strategy depends on the permit category, employer-side documents, NOC/TEER alignment, status, deadlines, family eligibility, and officer concerns.