Update - Understanding the changes to the TFWP High-Wage and Low-Wage Labour Market Impact Assessment Program (LMIA) (June 2025)

Tamara M-k
Jun 27
5 min read

Updated: 9 hours ago

Update:	Increase to the minimum hourly salary required for an LMIA to be eligible for the High-Wage LMIA Stream
In Force:	June 27, 2025

Since November 8, 2024, in order to qualify for the high-wage Labour Market Impact Assessment (LMIA) stream and not be subject to the new September 26, 2024, limitations on the low-wage LMIA stream, employers have had to pay 20% or more than the median hourly wage for the province or territory where they are located. The posted provincial median wage was increased effective June 27, 2025.

Employers are still required pay a salary that is at or above the median prevailing wage for the occupation where the position is located. That requirement exists separate and and apart from the provincial/territorial median wage requirement which dictates whether an LMIA is considered low or high wage. Employer should be aware that the prevailing wage for each occupation is usually updated annually in November.

If the salary is above the provincial/territorial median hourly wage plus 20%, then the position is subject to the high-wage LMIA stream requirements. If the salary is below the provincial/territorial median hourly wage plus 20%, then the position is subject to the low-wage LMIA stream requirements. The provincial/territorial median hourly wage is usually updated annually between April and June.

Employers who wish to remain eligible for high-wage LMIAs and LMIAs in most cities in Canada, will need to ensure that the salary they are offering is at or above the provincial/territorial median hourly wage. They will also have to ensure that the salary they are offering is at or above the prevailing wage for the occupation in the location where the foreign worker will be working. Employers must ensure that the wage they advertise for the position is at or above the median prevailing wage. If an employer is already advertising the position, this may mean having to extend advertising to ensure that the position is posted for at least 30 days at the required salary level.

If an employer is paying less than the provincial/territorial median wage + 20%, then the changes to the low-wage LMIA stream that were introduced on September 26, 2024, will apply. This includes the refusal to process low-wage LMIAs in cities (census metropolitan areas) with an unemployment rate of 6% or higher. LMIAs in support of permanent residence and a work permit have the same requirements as those in the high-wage and low-wage LMIA streams. LMIAs in support of only permanent residence and not a work permit will not be subject to the refusal to process in cities with unemployment rates of 6% or higher.

New High-Wage vs. Low-Wage Threshold - Median Hourly Wage + %20

Note that the wage figures are subject to change by the government without prior notice. Employers must always check the up-to-date figures before posting LMIA job listings and/or filing an LMIA application. The provincial median wage data is usually updated each April. The prevailing wage per occupation is usually updated each November.

	Median hourly wages by province or territory	Median hourly wages by province or territory + 20%
Province/territory	Median hourly wages for LMIAs received before June 27, 2025	Required minimum wage to be considered high-wage for the high-wage LMIA stream as of June 27, 2025
Alberta	$35.40	$36.00
British Columbia	$34.62	$36.60
Manitoba	$30.00	$30.16
New Brunswick	$28.85	$30.00
Newfoundland and Labrador	$31.20	$32.40
Northwest Territories	$47.09	$48.00
Nova Scotia	$28.80	$30.00
Nunavut	$42.00	$42.00
Ontario	$34.07	$36.00
Prince Edward Island	$28.80	$30.00
Quebec	$32.96	$34.62
Saskatchewan	$32.40	$33.60
Yukon	$43.20	$44.40

	High-Wage LMIA Requirements	Low-Wage LMIA Requirements
Wage	At or above the median provincial/territorial wage + 20% and at or above the median prevailing wage for the occupation	Below the median provincial/territorial wage + 20% and at or above the median prevailing wage for the occupation
Duration of work permit	Work permit duration of up to 3 years	Work permit duration of a maximum of 1 year
Refusal to Process	Not Applicable	Refusal to process low-wage LMIAs from census metropolitan areas with an unemployment rate of 6% or higher. Exemptions to the refusal to process will be granted for positions in seasonal (less than 270 days) and non-seasonal jobs in primary agriculture, food processing and fish processing (NAICS 311), construction (NAICS 23), healthcare (NAICS 622 and 623) and positions in support of only permanent residency (not a work permit). How to determine the current unemployment rate
Cap on number of foreign workers employed by an employer	Not Applicable	A reduction on the cap of low-wage temporary foreign workers to 10% of an employer's work force at a specific work location. This total workforce size includes the vacant positions requested on the application and temporary foreign workers on previously approved LMIAs who have yet to start their employment. Foreign workers on International Mobility Program (IMP) work permits, including open work permits are not counted towards the cap. Exemptions to the cap will be granted for positions in seasonal (less than 270 days) and non-seasonal jobs in primary agriculture, food processing and fish processing (NAICS 311), as well as construction (NAICS 23) and healthcare (NAICS 622 and 623). Employers with less than 10 employees will be deemed to have 10 employees for the purpose of the cap and will be allowed to apply for an LMIA to hire 1 temporary foreign worker. Employers will be limited to hiring 1 TFW (for industries with a 10% cap) or 2 TFWs (for industries with a 20% cap).
Transportation	Not Applicable	Employer must pay round-trip transportation costs for TFWs to arrive at their work location in Canada
Housing	Not Applicable	Employer must provide or ensure that suitable and affordable housing is available to the TFW
Health Insurance	Employer must obtain and pay for private health insurance that covers emergency medical care for any period when the TFW isn't covered by the provincial or territorial health insurance system	Employer must obtain and pay for private health insurance that covers emergency medical care for any period when the TFW isn't covered by the provincial or territorial health insurance system
Advertising	Employer must conduct at least 3 recruitment activities. Employer must advertise on the Government of Canada Job Bank and conduct at least 2 additional methods of recruitment consistent with the occupation, 1 of which must be national in scope.	Employer must conduct at least 3 recruitment activities. Employer must advertise on the Government of Canada Job Bank and conduct at least 2 additional methods of recruitment consistent with the occupation and that target a different underrepresented group such as Indigenous peoples; vulnerable youth; persons with disabilities; newcomers to Canada; and asylum seekers with valid work permits.
Job Match	Invite all those who match with 4 or more stars in the Job Bank to apply	Invite all those who match with 2 or more stars in the Job Bank to apply