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LMIA-exempt work permits: how the International Mobility Program works

The International Mobility Program lets employers hire temporary foreign workers without a Labour Market Impact Assessment. The legal basis is sections 204 and 205 of the Immigration and Refugee Protection Regulations. For most employer-specific permits the employer pays a $230 compliance fee, submits an offer of employment through the Employer Portal and gives the worker a 7-digit number.

Not every foreign worker needs an LMIA. Many come to Canada on permits where the employer never applies to Employment and Social Development Canada at all. Those permits fall under the International Mobility Program (IMP), run by IRCC. Searchers often type "LMIA exempt" or an "exemption code" and then find lists of codes with little explanation of how the system works.

This guide explains the legal basis, the employer's steps, the role of the offer number and the exemption code, and the limits of each. It is information about how the rules work. It does not say that any particular job or worker is exempt, and the code that applies to a given case is a question for IRCC's text or a regulated adviser.

Everything was read on 10 October 2026: IRCC's International Mobility Program pages (dated 5 May 2026), its page on when an LMIA is needed (23 April 2026), its LMIA exemption code manual, the IRCC fee list (21 September 2026) and sections 200, 204, 205 and 206 of the Immigration and Refugee Protection Regulations, current to 21 September 2026.

What the International Mobility Program is

IRCC describes the program from the employer's side. It says the program "helps you (the employer) fill labour needs that support Canada’s economic, social and cultural priorities" and "lets you hire temporary foreign workers without a Labour Market Impact Assessment (LMIA)."

The IMP is separate from the Temporary Foreign Worker Program. The TFWP is run by ESDC, requires an LMIA and focuses on whether hiring a foreign worker affects the labour market. The IMP is run by IRCC and does not require that assessment. Instead, the permit has to fit a category the Regulations allow, and the employer has to follow IRCC's offer-of-employment process.

The two programs are not alternatives that an employer picks freely. Which one applies depends on the worker and the work. IRCC's page on when an LMIA is needed puts it this way: "Most employers need an LMIA before they can hire a temporary foreign worker." The IMP covers the situations where the Regulations or policy say an LMIA is not needed.

IRCC's IMP page links to separate pages on who can be hired, how to hire a worker, employer responsibilities, inspections, voluntary disclosure and penalties. The last three matter: IMP employers can be inspected, and the page set shows that non-compliance carries penalties.

The legal basis: sections 204 and 205

Section 200(1)(c) of the Regulations lets an officer issue a work permit to a person who intends to perform work "described in section 204 or 205" without needing the ESDC assessment, and also covers people described in sections 206 and 208 and others. The detail sits in the sections that follow.

Section 204 covers agreements and arrangements. A work permit may be issued under section 200 to a foreign national who intends to work under: - an agreement or arrangement between Canada and a foreign state or international organization, other than one concerning seasonal agricultural workers - an agreement entered into by one or more countries and by or on behalf of one or more provinces - an agreement entered into by the Minister with a province or group of provinces - a youth mobility agreement or arrangement that would create or maintain reciprocal employment for Canadian citizens abroad

Section 205 covers Canadian interests. A permit may be issued to a foreign national who intends to perform work that: - would create or maintain significant social, cultural or economic benefits or opportunities for Canadian citizens or permanent residents - would create or maintain reciprocal employment of Canadian citizens or permanent residents in other countries - is designated by the Minister as work that can be performed on set criteria, such as work related to a research program, work that is an essential part of an academic, vocational or professional training program at a designated learning institution, or work where limited access to the labour market is needed for reasons of public policy relating to the competitiveness of Canada's academic institutions or economy - is of a religious or charitable nature

Sections 206 and 207 add other groups, for example people in Canada who cannot support themselves without working and who have a refugee claim before the Refugee Protection Division or an unenforceable removal order (section 206). These are fact-specific, and the sections should be read in full.

Exemption codes

IRCC turns the sections into codes. Its manual says that "Sections 204 to 208 of the Immigration and Refugee Protection Regulations (IRPR) provide the regulatory authority", that IRCC considers certain situations by policy to meet those sections, and that "The LMIA exemption codes are listed in the following tables."

The manual groups codes under the section they rely on. A few examples of how it is organized, as read on 10 October 2026: - Under section 204(a), international agreements, with separate entries for agreements such as CUSMA, CETA and CPTPP and for categories such as traders, investors, professionals and intra-company transferees. - Under section 204(c), federal-provincial arrangements, for example nominees of a province for permanent residence and the Atlantic Immigration Program. - Under section 204(d), youth mobility, which is where International Experience Canada sits. - Under section 205(a), significant benefit, which includes the general "significant benefit" code and intra-company transferee categories. - Under section 205(c), research and educational categories and competitiveness and public policy categories, including Francophone mobility and certain post-graduation employment.

IRCC's manual also notes that several codes changed in December 2022, so older code lists on other websites can be wrong. Do not copy a code from a forum or an old checklist. The correct code for a case depends on the facts and on the current manual. Some rows in IRCC's manual also cover spouses and dependants of workers, which is a separate subject from the IMP hiring steps. See the guide on the spousal open work permit.

IRCC's page on when an LMIA is needed adds the rule that matters for employers: if an LMIA exemption applies, "you must include the LMIA exemption code in your offer of employment." An employer who gives the wrong code may find the permit refused or later reviewed.

The employer's steps and the $230 fee

IRCC's "how to hire" page sets out the usual steps for an employer-specific, LMIA-exempt permit: 1. Pay the employer compliance fee. IRCC's wording is that you must "pay the employer compliance fee of $230" in most cases. The IRCC fee list, dated 21 September 2026, shows the "Employer compliance fee" at $230.00 and, for a group of three or more entertainers, $690.00. 2. Create and submit an offer of employment through the Employer Portal. The offer covers information about the business, the foreign worker, the job details, and wages and benefits. 3. Receive a 7-digit offer of employment number. IRCC says the employer "must give this 7-digit number to the temporary worker you plan to hire or employ." 4. The worker uses that number to complete and submit the work permit application.

Section 200(3)(f.1) of the Regulations adds a hard rule: an officer shall not issue a permit to someone whose employer has not paid the compliance fee, or has not provided the required information, before the worker applies.

The page gives exceptions. If the worker has an open work permit, the employer does not need to submit an offer of employment form or pay the fee. Some employers are exempt from using the Employer Portal or paying the fee, and IRCC links a separate page for that. Overnight camp counsellors may also be exempt, depending on the worker's situation. The "how to hire" page does not state when the fee is paid in relation to the portal steps beyond the order above, whether it is refunded, or whether the employer may pass it on. For those points, read IRCC's employer responsibilities pages directly or ask a regulated adviser.

The worker's own fees are separate: IRCC lists the work permit at $155 per person and biometrics at $85 per individual.

Who is usually covered

IRCC's "who you can hire" page groups workers who do not need an LMIA under headings: workers with a work permit exemption, workers who already hold an open work permit (who can work for anyone in Canada except certain employers), and workers eligible for an employer-specific, LMIA-exempt permit. IRCC's hire-a-temporary-worker page also links to pages for international students, skilled youth aged 18 to 35, French-speaking workers outside Quebec, camp counsellors and caregivers.

IRCC also announces on its employer hub: "Starting March 13, 2026, your worker may be eligible for a labour market impact assessment (LMIA) exemption" for work permit extensions for workers in Quebec. That is an example of how the lists move. The page that explains it is linked from IRCC's hire-a-temporary-worker page.

An exemption from the LMIA does not mean an exemption from everything else. The worker still needs a work permit unless a separate work-permit exemption applies, still has to meet admissibility rules such as medical and security checks where they apply, and may still need a visa to enter Canada.

Open and employer-specific permits compared

Two kinds of permit come up often in this area, and they work differently.

An open work permit lets the worker work for most employers. IRCC's page says an employer does not need to submit an offer of employment form or pay the compliance fee when hiring someone who already has one. The employer should still check that the permit is valid and that its conditions allow the job.

An employer-specific permit ties the worker to a named employer, usually a location and an occupation. For LMIA-exempt hiring that means the offer of employment, the fee and the offer number described above. The worker should keep a copy of the offer details and the number.

If conditions are broken, the consequences land on both sides. Section 200(3)(e) of the Regulations deals with a foreign national who has worked without authorization or failed to comply with a condition of a previous permit. The IMP pages on inspections and penalties describe the employer side. Neither side should treat a verbal assurance as a substitute for the permit's written conditions.

Common mistakes

  • Copying an exemption code from an online list instead of the current IRCC manual.
  • Assuming that "LMIA-exempt" means "no employer paperwork". The offer of employment and fee usually still apply.
  • Paying someone for an "LMIA exemption". An exemption is a feature of the rules, not something an agent sells.
  • Starting work before the permit is issued, unless a separate rule allows it.
  • Forgetting that a different route, such as a PGWP or International Experience Canada, has its own rules.
  • Mixing up the IRCC compliance fee of $230 with the ESDC LMIA fee of $1,000 per position.

For the ESDC route that does require an assessment, see the guide on LMIA and the TFWP streams.

Finding a regulated adviser

If you want a licensed immigration consultant or a lawyer to look at an LMIA-exempt work permit question, use the Migratio directory to find a regulated adviser, and check their licence on the official register before you sign anything. Migratio is a directory and booking platform. It does not give immigration advice, does not choose a program for anyone and has no connection to IRCC or any province.

Questions people ask

What does LMIA-exempt mean?

It means the employer can hire a foreign worker without obtaining a Labour Market Impact Assessment from ESDC, because the work falls under the Regulations or IRCC policy. IRCC's page says that when an exemption applies, the employer must include the exemption code in the offer of employment.

What is the International Mobility Program?

IRCC says it lets employers hire temporary foreign workers without an LMIA to fill labour needs that support Canada's economic, social and cultural priorities. It is run by IRCC rather than ESDC.

How much is the employer compliance fee?

The IRCC fee list, dated 21 September 2026, shows $230.00, and $690.00 for a group of three or more entertainers. IRCC's page says some employers are exempt, and open work permit holders are hired without the fee.

What is the offer of employment number?

After the employer submits the offer through the Employer Portal, IRCC says the employer receives a 7-digit number that the worker uses in the work permit application.

Where are the LMIA exemption codes listed?

In IRCC's operational manual table of LMIA exemption codes, grouped by the section of the Regulations they rely on. Several codes changed in December 2022, so use the current manual.

Sources

Last checked 2026-10-10.

Related guides

  • LMIA explained: what it is and which Temporary Foreign Worker Program streams employers use — A Labour Market Impact Assessment (LMIA) is an assessment by Employment and Social Development Canada (ESDC) that an officer uses when deciding on an employer-specific work permit. The employer applies for it and pays the $1,000 fee per position. Workers cannot be charged for it or for recruitment. A positive LMIA does not by itself guarantee a work permit.
  • LMIA Cost: The $1,000 Fee and Why a Worker Cannot Be Charged — An employer applying for a Labour Market Impact Assessment (LMIA) pays $1,000 for each position requested. ESDC's page says the fee cannot be paid by, or recovered from, the temporary foreign worker, and a recruiter acting for the employer cannot recover it or recruitment costs from the worker either. It is not refunded if the application is withdrawn, cancelled or the LMIA is negative.
  • IMM 1295, Application for a Work Permit Made Outside of Canada: what it asks and common mistakes — IMM 1295 is the form for a work permit applied for outside Canada, completed by each person who needs one. The IRCC fee list shows $155 per person, plus $100 for an open work permit holder and $85 for biometrics where required. A form completed on a computer must be validated to generate a barcode page, and the Background Information section must be fully answered or the application is returned.
  • IMM 5710, Application to Change Conditions, Extend my Stay or Remain in Canada as a Worker: what it asks — IMM 5710 is the form for a worker already in Canada who wants to extend a work permit, change its conditions or apply for an initial work permit from inside the country. IRCC says to apply at least 30 calendar days before your current permit expires. The IRCC fee list shows $155 for a work permit including extensions, plus $100 for an open work permit holder.
  • Spousal Open Work Permit in Canada: Who Qualifies in 2026 — There are two separate spousal open work permits. One is for the spouse of a skilled foreign worker, and since 21 January 2025 it depends on the worker's TEER category and on the worker's permit having at least 16 months left. The other is for a spouse already living in Canada who is being sponsored for permanent residence. Each costs $155 plus the $100 open work permit holder fee (IRCC fee list, 21 September 2026).
  • International Experience Canada (IEC) working holiday 2026: pools, invitations and fees — International Experience Canada lets young people from countries with a youth mobility agreement work in Canada for up to two years. IRCC says the 2026 pools are open. You create a profile, may be invited, then have 10 days to accept and 20 days to apply. The IEC fee is $184.75, plus $100 for the open work permit under Working Holiday, plus biometrics.