Employers that want to bring a foreign national to Canada usually think first of the Labour Market Impact Assessment, or LMIA. Canada also has a second route, the International Mobility Program (IMP), that lets an employer hire certain workers without one. It is a common choice for companies moving staff across borders, and it comes with its own steps and costs. Here is how it works, based on IRCC’s operational instructions, which were last updated on September 18, 2026.
How the IMP Differs From the Temporary Foreign Worker Program
Under the Temporary Foreign Worker Program, an employer generally has to obtain a positive LMIA before the worker applies for a work permit. The IMP covers work that falls under specific provisions of the Immigration and Refugee Protection Regulations, sections 204, 205 and 207, so no LMIA is needed. Those provisions include categories tied to trade agreements, intra-company transfers, reciprocal employment, and other situations that serve Canadian interests. An exemption removes the LMIA requirement. It does not remove the other eligibility rules for the category.
The Employer’s Steps
Before a worker can apply for an employer-specific permit, the employer files an offer of employment in IRCC’s Employer Portal. The offer must show that the job fits one of the exempt categories, and the employer makes attestations about the employment agreement and recruitment fees. The employer also pays a compliance fee of $230 before the worker applies. IRCC’s instructions say the application must be refused if the employer is not exempt from the fee and has not paid it or submitted the offer. The fee is refunded if the application is refused or the offer is withdrawn before the permit is issued. IRCC’s guidance on the fee adds that employers do not pay it for workers who already hold a valid open work permit or who come through the Temporary Foreign Worker Program, and that some LMIA-exempt employers are also exempt.
One Detail Employers Should Not Overlook
IRCC’s instructions note that the offer of employment is not vetted or verified when it is submitted. The review comes later, when an officer considers the work permit application. For that reason, the job description, wage, and worker’s qualifications should line up with the category chosen before anything is filed.
Choosing the Right Category
Each exemption category has its own conditions. A company moving an employee between offices has different requirements than one relying on a trade agreement, and recent guidance on reciprocal employment shows these rules can shift. We looked at several routes in our earlier posts on Canadian relocation alternatives and looking beyond the H-1B. Employers should confirm the category with a Canadian immigration attorney before they submit an offer.
Frequently Asked Questions
Does the IMP mean there is no employer paperwork?
Not entirely. The employer must still file the offer in the portal and, unless exempt, pay the compliance fee.
What is the employer compliance fee?
It is $230 under IRCC’s instructions, paid before the worker applies. The fee is refunded if the application is refused or the offer is withdrawn before the permit is issued.
Can the worker apply before the employer submits the offer?
No. IRCC requires the employer to submit the offer and pay the fee before the foreign national applies for the work permit.
Is the fee required when the worker holds an open work permit?
Generally not. IRCC says employers do not pay the fee when they hire a worker who holds a valid open work permit.
Does an exemption from the LMIA remove other requirements?
No. The worker and the job must still meet the conditions of the exemption category.
If you or your family members have questions about how this or other immigration and nationality matters may affect you, please do not hesitate to contact the immigration and nationality lawyers at NPZ & B Law Group. You can reach us by emailing info@visaserve.com or by visiting our website at www.visaserve.com for more information.