Hiring a foreign worker creates responsibilities before and after the person starts work. Employers need to identify the correct LMIA or exempt route, describe a genuine position and meet the applicable recruitment and employment requirements. Approved hiring does not end those obligations. Pay, duties, working conditions and records must remain consistent with the program. A useful employer plan includes who maintains the evidence and how material changes will be reported.
What to plan
- Identify the hiring route and employer-side documents.
- Plan required recruitment evidence and a genuine employment offer.
- Organize contracts, payroll and compliance records.
- Identify changes, inspection notices or disputes needing specialist advice.
The process, step by step.
This is the typical sequence to discuss when agreeing your service. The exact requirements depend on your circumstances and current instructions.
Define the position and hiring route
Document the genuine business need, duties, wages and location, then identify the applicable LMIA or exempt employer process.
Complete employer-side requirements
Prepare required recruitment and business evidence, submit the appropriate employer application or offer and keep accurate copies of every commitment.
Confirm the worker’s authorization
Check the issued work permission and ensure the contract, start date and actual employment match the applicable approved conditions.
Maintain records and manage changes
Keep payroll and compliance evidence, report relevant changes and obtain specialist advice promptly if an inspection or dispute arises.
What to prepare
These are starting points for a discussion. The official checklist and your circumstances determine the documents required for an application.
- Business registration and operating evidence
- Role description, wage information and recruitment records
- LMIA decision or Employer Portal submission where relevant
- Employment agreements, payroll and records of working conditions
Your questions, answered.
No. Employment conditions and recordkeeping obligations continue. Government inspections can examine whether the employer met the applicable hiring commitments.
ESDC requires relevant records for six years from the first day of the employment period covered by the work permit. Check the full applicable requirements.
Check the official guidance
Research checked 13 October 2026. Program rules, intake, fees, and processing times can change. Use the current official instructions before making a decision.