A Labour Market Impact Assessment (LMIA) requires employers to prove no qualified local candidate was available. A mistake in a single form field — wrong wage, incorrect job classification, or incomplete recruitment evidence — leads to refusal with no room for negotiation. A new application must be filed, and the government fee paid again.

Four Criteria the Officer Checks

The officer looks at whether you genuinely tried to hire a Canadian or permanent resident. That means ads in the right places for the right length of time, with documentation of who applied and why they weren’t a fit. Vague answers are the fastest route to refusal.

The second check is wage. It must match the current prevailing wage for that specific job in that specific region — not last year’s rate, not a subjective guess. This is a published rate you’re required to pay. This is the most common mistake.

Third is correct job classification. Every position maps to a National Occupational Classification code, which determines the program stream, the applicable wage, and the evidence required. The wrong code undermines the entire application.

Fourth is convincing the officer the need is real. The job description, the nature of your business, and the worker’s qualifications must tell one consistent story. If they don’t match, the officer will fill in the gaps themselves — and not in your favor.

Why a Refusal Is Expensive

A refusal doesn’t come with a conversation. You can’t explain your position. You have to start over: a new application, a new government fee. Because of a refusal, one employer lost money on both attempts, spent months of time, and one of two invited workers had already left for another country.

The main issues officers see: thin or incomplete recruitment documentation, mismatch with the current prevailing wage (rates can change every couple of months), incorrect job classification, and inconsistency between the job description, the business, and the candidate’s qualifications.

Four LMIA Officer Checks

What the officer looks at when assessing an application

  • Attempt to find a local candidateAds in the right places, sufficient time, full documentation of responses and reasons for rejection
  • Wage at the prevailing rateCurrent rate for the position in that specific region, not a historical wage, not a subjective offer
  • Correct job classificationNational Occupational Classification code determines the stream, wage, and required evidence
  • Consistency of the storyJob description, business, and worker’s qualifications must match, otherwise the officer fills in gaps themselves

What the Second Application Must Fix

If you’ve already been refused, recruitment evidence in the second application must be dated, specific, and complete. The wage needs to be rechecked against the current prevailing wage, not the one used before — rates change. The classification must be reviewed again.

If the worker is already in Canada but their status has expired, the whole approach changes — now you have two problems to solve at once, and one of them has a deadline.

An Alternative for High-Wage Positions

For some employers, a faster route exists. The Global Talent Stream processes applications in weeks instead of months if the position falls into certain high-skill categories. Most employers have never heard of this stream and apply the standard way — the long path through the high-wage or low-wage routes. It’s worth checking whether you qualify before filing the regular way.

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