Employer-Specific Work Permit Canada

An employer-specific work permit — sometimes called a closed work permit — is the most common type of Canadian work authorization for foreign nationals coming to work for a specific employer. It ties you to the employer named on the permit, the occupation listed, and in most cases the location specified. It tells you exactly what you can and cannot do while working in Canada — and departing from those conditions without a new work permit is a violation of the Immigration and Refugee Protection Act.

For many foreign workers, an employer-specific work permit is not just a means to work — it is the first step in a longer immigration journey. Canadian work experience gained on an employer-specific permit counts toward Canadian Experience Class eligibility under Express Entry, and a valid job offer from a Canadian employer can support eligibility for the Federal Skilled Worker Program, the Federal Skilled Trades Program, and multiple Provincial Nominee Program streams. How that permit is structured — which occupation, which NOC code, which exemption category — matters enormously for what comes next.

At Magellan Immigration, we advise both workers and employers on employer-specific work permits — assessing the correct pathway, preparing the complete application, and making sure the permit is structured in a way that supports your longer-term goals from day one.

How Employer-Specific Work Permits Work

Before a foreign worker can apply for an employer-specific work permit, the employer must take specific steps depending on whether the position requires a Labour Market Impact Assessment (LMIA) or qualifies for an LMIA exemption under the International Mobility Program (IMP).

If an LMIA is required — Temporary Foreign Worker Program (TFWP) The employer must apply to Employment and Social Development Canada (ESDC) for an LMIA, demonstrating that genuine efforts were made to recruit Canadians and permanent residents for the role and that no suitable candidate was found. If ESDC issues a positive LMIA, the employer provides the worker with a copy of the decision letter and its Annex A. The worker then applies to IRCC for a work permit using the LMIA to support their application.

If the position is LMIA-exempt — International Mobility Program (IMP) The employer submits an offer of employment through the IRCC Employer Portal and pays the employer compliance fee before the worker submits their work permit application. The worker includes the offer of employment number in their application. Some employers are exempt from the Employer Portal requirement — in those cases the worker provides a copy of the employment contract directly.

LMIA Streams — Temporary Foreign Worker Program

If an LMIA is required, the employer must determine which TFWP stream applies to their situation:

  • The primary LMIA stream for most occupations. Whether a position is classified as high-wage or low-wage depends on the provincial or territorial median wage — positions at or above the median are assessed under the high-wage stream, while positions below it are assessed under the low-wage stream. Each stream has different requirements around transition plans, housing, and the proportion of temporary foreign workers an employer can hire.

  • For employers hiring uniquely skilled talent or workers in occupations on the Global Talent occupations list. The GTS offers two-week processing for eligible applications and is designed to help Canadian companies scale and grow by accessing specialized global talent quickly.

  • For employers hiring temporary foreign workers in occupations related to primary agriculture, including the Seasonal Agricultural Worker Program (SAWP) and the Agricultural Stream.

  • Employers already approved under the REP can access a simplified LMIA application process with validity periods of up to 36 months. Note that as of September 16, 2024, new applications to join the REP are no longer being accepted, and the pilot is scheduled to conclude on December 31, 2026. Existing recognized employers can still access the program's benefits until that date.

LMIA-Exempt Streams — International Mobility Program

Many employer-specific work permits do not require an LMIA. The most commonly used IMP categories include:

  • Executives, senior managers, functional managers, and specialized knowledge workers transferring within a multinational company to a Canadian operation. The qualifying corporate relationship and one year of prior employment with the company are required.

  • Traders (T34), investors (T35), professionals (T36), and intra-company transferees (T37, T38) from the United States and Mexico may qualify for LMIA-exempt work permits under CUSMA.

  • Workers from countries with which Canada has a free trade agreement — including the EU (CETA), the UK (CUKTCA), the CPTPP countries, Colombia, Chile, South Korea, Peru, and Ukraine — may qualify for LMIA-exempt work permits under the applicable agreement.

  • For workers whose employment provides a significant social, cultural, or economic benefit to Canada in unique or exceptional circumstances. As of February 2026, IRCC has tightened instructions for this category and officers are directed to limit approvals to genuinely exceptional situations.

  • For foreign nationals seeking to own and operate a business in Canada where significant benefit to Canada can be demonstrated.

  • For workers coming to Canada in situations where Canadians have comparable opportunities abroad. C20 covers general reciprocal employment including cultural agreements with Belgium, Brazil, Germany, Italy, Japan, Mexico, France, and China. C22 covers academic exchanges such as visiting professors and lecturers. C23 covers performing arts workers. C24 covers residential summer camp counsellors. C26 covers professional and semi-professional coaches and athletes working for Canadian-based teams.

  • Additional LMIA-exempt categories exist for emergency repair personnel (C13), television and film production workers (C14), Francophone mobility workers (C16), Atlantic Immigration Program workers (C18), religious and charitable workers (C50, C51), post-doctoral fellows (C44), medical and dental residents and research fellows (C45), and others. Determining which category applies requires a careful assessment of the specific employment situation.

Changing Employers or Conditions

An employer-specific work permit restricts you to the employer, occupation, and location listed on the permit. If you want to change employers, change your work location, or take on a substantially different role, you generally need to apply for a new work permit before the change takes effect. Working outside the conditions of your permit — even temporarily — is a status violation that can affect your immigration record and future applications.

There is a limited exception for workers who need to change employers urgently due to workplace abuse — the Vulnerable Worker Open Work Permit (A72) allows affected workers to leave an abusive employer without first having a new work permit in hand.

What We Do

 

  • Assess whether the position requires an LMIA or qualifies for an IMP exemption

  • Advise employers on the correct TFWP stream or IMP category for their hiring situation

  • Assist employers with LMIA applications including recruitment requirements and documentation

  • Prepare and submit employer Employer Portal offers of employment for LMIA-exempt positions

  • Prepare and submit the worker's complete work permit application

  • Advise on NOC code classification and its implications for PR eligibility

  • Handle work permit changes where the employer, occupation, or location changes