Employer-Sponsored Work Permits in Canada

Canada’s workforce depends on international talent. Many Canadian employers hire foreign nationals through employer-sponsored work permits, which allow businesses to fill skill shortages while giving workers a pathway to live and work in Canada legally.

This guide from the Immigration Law team at Libra Law explains how employer-sponsored work permits function, who qualifies, and what both employers and employees should know before starting the process.

What Is an Employer-Sponsored Work Permit?

An employer-sponsored work permit is a temporary work authorization that allows a foreign worker to take a specific job for a specific employer in Canada. These permits are typically employer-specific, meaning you cannot work for another company without obtaining a new permit.

This type of permit is most common in industries facing labour shortages, including construction, healthcare, technology, hospitality, and agriculture.

There are two main categories of employer-sponsored work permits in Canada:

1. Labour Market Impact Assessment (LMIA)–Based Work Permits
   
2. LMIA-Exempt Work Permits
   

LMIA-Based Work Permits

An LMIA-based work permit requires the employer to obtain a Labour Market Impact Assessment (LMIA) from Employment and Social Development Canada (ESDC).

An LMIA is a government document confirming that:

• The position cannot be filled by a Canadian citizen or permanent resident.
  
• Hiring a foreign worker will not negatively impact the Canadian labour market.
  

Once approved, the LMIA is submitted with the foreign worker’s application for a work permit. The work permit will then specify the employer, job title, and employment duration.

Employers who sponsor foreign workers must also comply with wage standards, provide fair working conditions, and maintain proper records for government inspection.

If you are considering hiring or being hired under an LMIA, a Calgary immigration lawyer can guide both parties through the application process to ensure compliance and minimize delays.

LMIA-Exempt Work Permits

Some work permits do not require an LMIA. These are issued under international agreements or special exemptions, including:

• Intra-Company Transfers: For employees relocating within multinational companies.
  
• CUSMA (formerly NAFTA): For U.S. and Mexican citizens working in eligible occupations.
  
• International Mobility Program (IMP): For positions that provide significant cultural or economic benefit to Canada.
  
• Spousal Open Work Permits: For spouses or partners of students or skilled workers in Canada.
  

While LMIA-exempt applications are often faster, they still require detailed documentation, including proof of employment, credentials, and compliance with federal and provincial regulations.

Employer Responsibilities

Employers sponsoring foreign workers in Alberta must meet several legal obligations:

• Obtain or confirm LMIA approval where required.
  
• Provide a valid job offer letter and employment contract.
  
• Register the job offer in the Employer Portal under the International Mobility Program (if LMIA-exempt).
  
• Ensure workplace compliance with Alberta employment standards and safety laws.
  
• Maintain records for potential inspection by immigration authorities.
  

Failure to meet these obligations can result in fines, penalties, or bans from hiring foreign workers in the future.

Our team assists Alberta employers in navigating these rules to ensure their hiring process meets all immigration and employment law requirements.

Worker Responsibilities

For employees, it’s important to understand that an employer-sponsored work permit ties your status to that specific employer. You must:

• Work only in the authorized position and location listed on your permit.
  
• Keep your permit valid by applying for extensions before it expires.
  
• Maintain compliance with Canadian laws and workplace regulations.
  
• Apply for a new work permit if you change employers or job roles.
  

If you are mistreated, underpaid, or working in unsafe conditions, Canadian law protects you. You may be eligible to change employers through a vulnerable worker open work permit, designed for foreign employees experiencing workplace abuse.

For more information, visit our Immigration Law Services page or contact Libra Law for personalized advice.

Pathway to Permanent Residency

Employer-sponsored work permits often serve as a stepping stone to permanent residency. Work experience gained in Canada can count toward programs such as:

• Express Entry (Canadian Experience Class)
  
• Provincial Nominee Programs (PNPs), including the Alberta Advantage Immigration Program (AAIP)
  
• Employer-driven permanent residency streams under specific provincial initiatives
  

If your goal is to stay in Canada permanently, a Calgary immigration lawyer can help align your temporary work permit strategy with long-term residency goals.

Common Challenges and How to Avoid Them

Applicants often face issues such as missing documentation, incorrect employer registration, or miscommunication with government agencies. To prevent delays:

• Ensure all documents are accurate and complete before submission.
  
• Verify that the job offer meets wage and skill-level requirements.
  
• Keep copies of all employment contracts and correspondence.
  
• Seek professional guidance if you are unsure about your eligibility.
  

Legal support from an experienced immigration lawyer can help you avoid errors that could lead to refusal or compliance audits.

Final Thoughts

Employer-sponsored work permits play a vital role in connecting Alberta employers with skilled international workers. Understanding your rights and responsibilities — whether you are an employer or an employee — ensures a smooth process and long-term success in Canada.

If you are applying for or offering an employer-sponsored position, start an immigration consultation with Libra Law. Our experienced team will help you navigate every step of the process and ensure compliance with both immigration and employment law requirements.

Disclaimer: This article is for general informational purposes only and does not constitute legal advice. To obtain advice specific to your situation, please consult a lawyer or qualified professional.