High-Wage LMIA

For positions at or above the provincial or territorial high-wage threshold

Who Qualifies

• Canadian employers offering wages at or above the applicable provincial or territorial high-wage threshold, which is updated periodically (most recently July 17, 2026) and is generally set at the provincial median hourly wage plus 20%. Check the current threshold on canada.ca, since it varies by province and territory.
• Any sector except those subject to a moratorium
• Positions classified TEER 0 through 5 are all eligible. Wage level, not TEER category, determines which stream applies.

Key Requirements

• Wage must meet or exceed the applicable high-wage threshold at the time of application, and must also meet or exceed the prevailing wage for the occupation and location. Meeting the threshold is the floor, not the ceiling.
• A Transition Plan is generally required: a document outlining measurable steps the employer will take to reduce reliance on the Temporary Foreign Worker Program over the permit period. Certain occupations and application categories are exempt, confirm current exemptions before assuming one applies.
• Job advertisement generally runs for a minimum of 4 weeks, plus at least 2 additional recruitment methods suited to the occupation. This is shorter than the 8-week requirement that applies to the low-wage stream.
• Recruitment should target under-represented groups where relevant, including Indigenous persons, youth, newcomers, and persons with disabilities.
• High-wage LMIAs are not subject to the low-wage stream's census metropolitan area unemployment restriction, and are not subject to the low-wage workforce cap.
• Employment duration may be requested up to 3 years, longer than the 1-year maximum under the low-wage stream.
• $1,000 LMIA application fee per position.

Application Process

1. 1Confirm the current provincial or territorial high-wage threshold on canada.ca and verify the offered wage meets or exceeds both the threshold and the prevailing wage for the occupation.
2. 2Post the position on Job Bank for a minimum of 4 weeks and run at least 2 additional targeted recruitment activities.
3. 3Document recruitment outcomes, including the number of applicants and the reason for non-selection for each Canadian or permanent resident applicant.
4. 4Prepare a Transition Plan with specific, measurable commitments, unless the position or category is exempt.
5. 5Submit the LMIA application with supporting documents, proof of business legitimacy, and recruitment records.
6. 6Respond to any ESDC requests for additional information within the specified deadline.
7. 7Upon a positive LMIA, provide a copy to the foreign national to support the work permit application.

Where Most Applicants Go Wrong

• Transition Plan is vague or generic. ESDC officers flag boilerplate language immediately.
• Wage offered falls below the prevailing rate for the occupation in that region, even if it meets the high-wage threshold.
• Recruitment targeting the wrong TEER category or NOC code. A mismatch between the advertised position and the LMIA application is a common preventable refusal.
• Insufficient effort to recruit Canadians. The minimum recruitment activities are a floor, not a formula for approval.
• Business legitimacy questions, such as a new business with no GST/HST account, no payroll history, or no demonstrated operational capacity.
• Job duties inconsistent with the NOC/TEER code cited.