Employer-Specific Work Permit Canada: Requirements & How It Works

1. What Is an Employer-Specific Work Permit?

An employer-specific work permit authorizes a foreign national to work in Canada subject to the conditions printed on the permit.

Depending on the authorization, those conditions can identify the employer the worker may work for, the occupation, the location of employment and the period during which the person is authorized to work.

Because the authorization is connected to a particular employment arrangement, a worker generally cannot begin working for a different employer simply because another Canadian employer offers them a job.

Employer-specific permits are one part of the broader Canadian temporary worker system. For the complete framework, including open work permits, extensions and worker status, see the Work Permit Canada: Requirements & Complete Guide .

2. Employer-Specific vs Open Work Permit

The distinction between employer-specific and open work permits is fundamental to understanding Canadian work authorization.

Applicants who may qualify for non-employer-specific authorization should review the Open Work Permit Canada guide .

3. Who Can Get an Employer-Specific Work Permit?

There is no single immigration program called the “employer-specific work permit program.” Employer-specific permits can be issued through different legal and program pathways.

In general, the foreign national must have a qualifying employment arrangement and establish the legal basis on which the work permit can be issued.

The employment may require an LMIA

Some workers apply on the basis of a positive Labour Market Impact Assessment obtained by the Canadian employer.

The employment may be LMIA-exempt

Other employer-specific permits are issued without an LMIA where the employment falls within an applicable exemption under Canadian immigration law or policy.

The worker must also meet the general requirements applicable to temporary workers, including any requirements relating to temporary residence, qualifications, admissibility and the place from which the application is made.

For the broader eligibility framework, see Canada Work Permit Eligibility: Who Can Apply? .

4. Job Offer Requirements

An employer-specific work permit is normally based on employment with a particular employer. The employer therefore plays an important role before the worker submits the application.

Employment documentation commonly identifies information such as:

• the employer;
• the position or job title;
• job duties;
• wages;
• hours of work;
• the work location; and
• other relevant terms of employment.

A job offer is not a work permit

Receiving an offer from a Canadian employer does not itself authorize a foreign national to work in Canada.

The employer and worker must still establish the appropriate immigration pathway. Depending on the case, that may require an LMIA or a valid LMIA-exempt basis.

5. LMIA-Based Employer-Specific Work Permits

Many employer-specific work permits are based on a positive Labour Market Impact Assessment (LMIA).

The LMIA process is primarily an employer process. Employment and Social Development Canada assesses the employer’s application under the applicable Temporary Foreign Worker Program requirements.

If a positive LMIA is issued, the foreign worker can generally use the relevant LMIA information and employment documents when applying to IRCC for the work permit.

A positive LMIA is not the work permit

The LMIA and the work permit are separate decisions. A positive LMIA does not itself give the foreign national authority to work and does not guarantee that IRCC will issue a work permit.

IRCC still assesses the worker’s application, including whether the applicant meets the applicable immigration requirements and is able to perform the proposed work.

The employer-side assessment and worker-side application are explained in more detail in the LMIA Work Permit Canada guide .

6. LMIA-Exempt Employer-Specific Work Permits

Not every employer-specific work permit requires an LMIA.

The International Mobility Program includes categories in which a foreign national may obtain employer-specific work authorization without an LMIA if the applicable requirements are met.

Potential LMIA-exempt pathways can arise under international agreements, Canadian-interest provisions, reciprocal employment arrangements and other authorized categories.

The exemption must have a valid basis. It is not enough for the employer and worker simply to agree that an LMIA should not be necessary.

See the LMIA-Exempt Work Permit Canada guide for the exemption framework and common categories.

7. Employer Portal and Offer of Employment Number

For many LMIA-exempt employer-specific work permit applications, the Canadian employer must complete its required steps before the worker submits the work permit application.

Employer Portal submission

The employer generally submits the offer of employment to IRCC through the Employer Portal.

The submission contains information about the employer, foreign worker, position, wages, duties and the basis for the LMIA exemption.

Offer of employment number

After a qualifying offer is submitted, the Employer Portal generates an offer of employment number.

The number begins with the letter “A” followed by seven digits. The employer gives this number to the foreign worker, who uses it in the work permit application.

Employer compliance fee

The employer compliance fee is generally $230 for an LMIA-exempt employer-specific offer unless an applicable fee exemption applies.

Some employers and employment situations are exempt from the Employer Portal submission or the compliance fee. The specific exemption should be confirmed rather than assumed.

8. Employer Responsibilities and Compliance

Employer obligations do not necessarily end when the work permit is issued.

Employers hiring foreign workers must comply with the conditions applicable to the immigration program through which the worker was hired.

Depending on the program and circumstances, compliance can involve matters such as:

• providing employment that is consistent with the approved or submitted employment terms;
• complying with applicable federal, provincial and territorial employment laws;
• retaining required employment and immigration records;
• cooperating with employer compliance inspections where required; and
• meeting program-specific requirements applicable to the employer.

Employers should ensure that the employment contract and other documents provided to the worker are consistent with the employment information submitted through the applicable immigration process.

9. Worker Qualifications and Ability to Perform the Job

A qualifying employer and job offer do not remove the worker’s responsibility to establish that they meet the requirements for the proposed employment.

Under the Immigration and Refugee Protection Regulations, a work permit can be refused where there are reasonable grounds to believe that the foreign national is unable to perform the work sought.

Depending on the occupation, relevant evidence can include:

• education and diplomas;
• professional experience;
• training;
• trade or professional certifications;
• licensing evidence;
• language ability where relevant to the job; and
• other evidence demonstrating the applicant’s ability to perform the proposed duties.

Regulated occupations

A Canadian work permit and professional licensing are separate matters. Where provincial or territorial authorization is required to practise an occupation, immigration approval does not replace that licensing requirement.

10. Documents for an Employer-Specific Work Permit

The exact document checklist depends on the application route, country of residence, work permit category and individual circumstances.

Common evidence can include:

• a valid passport or travel document;
• employment documentation;
• a copy of the LMIA and relevant LMIA information where an LMIA is required;
• an offer of employment number for many LMIA-exempt employer-specific applications;
• evidence supporting the claimed LMIA exemption;
• documents establishing education, experience or professional qualifications;
• an immigration medical examination where required;
• biometrics where required; and
• other documents required by IRCC or the applicable visa office.

Applicants should use the document requirements generated for their own application rather than treating a general list as exhaustive.

For a broader preparation framework, see the Work Permit Documents Checklist .

Applicants whose proposed occupation or recent residence history may trigger a medical requirement should also review the Work Permit Medical Exam guide .

11. How to Apply for an Employer-Specific Work Permit

The precise process depends on whether the worker is applying from outside Canada, from inside Canada or, where eligible, at a port of entry.

Step 1 — Identify the legal basis

Determine whether the proposed employment requires an LMIA or qualifies for an LMIA exemption.

Step 2 — Complete the employer process

Where an LMIA is required, the employer generally completes the LMIA process first.

For many LMIA-exempt employer-specific applications, the employer instead submits the offer through the Employer Portal, pays the compliance fee unless exempt and gives the worker the offer of employment number.

Step 3 — Prepare the worker’s application

The foreign national completes the work permit application and provides the required employment, identity, qualification and other supporting documents.

Step 4 — Pay applicable fees

The standard work permit processing fee is currently $155, unless an exemption applies. Biometrics or other fees may also apply depending on the circumstances.

Step 5 — Complete post-application requirements

Depending on the application, this can include biometrics, a medical examination, requests for additional information or other processing steps.

The application routes and submission process are covered in the How to Apply for a Work Permit in Canada guide .

12. Where Can You Apply?

An applicant’s physical location and immigration status can affect where a work permit application may be submitted.

Outside Canada

Foreign nationals outside Canada can generally apply for a work permit if they meet the requirements applicable to their situation and proposed employment.

Inside Canada

Being physically present in Canada does not by itself create eligibility to submit an initial work permit application from inside Canada.

The foreign national must fall within a category that permits an in-Canada application.

Port of entry

Some foreign nationals may be eligible to apply for a work permit when entering Canada, but most people cannot use this application route.

Applicants who are eligible to apply at a port of entry must bring the required employment and immigration documentation and still satisfy the examining officer that they meet the applicable requirements.

13. Conditions on an Employer-Specific Work Permit

A worker must comply with the conditions imposed on their Canadian work authorization.

An employer-specific work permit can restrict the worker by reference to matters such as:

• the employer;
• the occupation;
• the location of work;
• the validity period; and
• other conditions imposed under Canadian immigration law.

Workers should review the actual conditions on their permit rather than assuming that every employer-specific permit contains identical restrictions.

For a detailed explanation of work authorization restrictions, see Work Permit Conditions in Canada .

14. Can You Change Employers?

An employer-specific work permit does not normally authorize the worker to begin working for any employer they choose.

If the worker wants to move to a different employer, the new employment must have an appropriate immigration basis.

Depending on the situation, the new employer may need:

• a new LMIA; or
• to complete the applicable LMIA-exempt employer process.

The worker may then need to apply for new or amended work authorization before beginning the new employment.

Certain workers already in Canada may qualify under an IRCC process that can allow them to request authorization to start new employment while a qualifying work permit application is being processed. That process has its own requirements and should not be treated as automatic authorization.

See Changing Employers on a Work Permit in Canada before starting employment with a new employer.

15. Extending an Employer-Specific Work Permit

A worker who wants to continue working beyond the expiry of the current permit may need to apply to extend or change their work authorization before the existing permit expires.

A new employer-side step may also be required. The exact requirement depends on whether the continued employment is LMIA-based or LMIA-exempt and whether the employment circumstances have changed.

Workers should not assume that an existing LMIA, Employer Portal submission or work permit can automatically be reused for a later application.

See the Work Permit Extension in Canada guide for extension requirements.

Maintained status

In some circumstances, a worker who submits a qualifying extension application before their current status expires can remain in Canada under maintained status while IRCC processes the application.

The right to continue working and the conditions under which work may continue require separate analysis. See the Maintained Status for Workers guide .

16. Why Employer-Specific Work Permit Applications Are Refused

A Canadian job offer, positive LMIA or Employer Portal submission does not guarantee work permit approval.

Depending on the application, refusal issues can include:

• failure to establish the applicable work permit or LMIA-exempt category;
• concerns about whether the applicant can perform the proposed work;
• inconsistencies between the employment documents and immigration submissions;
• insufficient evidence of qualifications;
• failure to satisfy applicable temporary residence requirements;
• medical, criminal or other inadmissibility concerns;
• concerns relating to the genuineness or compliance of the employment arrangement; or
• incomplete or inaccurate information.

Where an application has been refused, the appropriate response depends on the actual refusal reasons and the record that was before the decision-maker.

See the Canada Work Permit Refusal guide for the main issues to assess after a refusal.

17. Employer-Specific Work Permits and Permanent Residence

An employer-specific work permit is temporary work authorization. It does not itself grant permanent residence or guarantee eligibility for a permanent residence program.

However, qualifying Canadian work experience or employment can be relevant to certain economic immigration programs.

Depending on the worker’s circumstances, Canadian work experience may later be relevant under programs managed through Express Entry or under a provincial immigration program.

Workers should assess permanent residence eligibility separately rather than assuming that holding an employer-specific permit creates an automatic pathway to permanent residence.

18. Employer-Specific Work Permit Checklist

Before submitting an employer-specific work permit application, the employer and worker should be able to answer the following questions.

Once these issues have been assessed, applicants can use the Work Permit Documents Checklist and Work Permit Application Guide to prepare the application.

19. Employer-Specific Work Permit FAQs

What is an employer-specific work permit in Canada?

It is a work permit that authorizes a foreign national to work according to conditions stated on the permit, which can include the employer, occupation, work location and validity period.

Is an employer-specific work permit the same as a closed work permit?

“Closed work permit” is a commonly used informal expression. IRCC generally uses the term “employer-specific work permit.”

Does every employer-specific work permit require an LMIA?

No. Some employer-specific permits require a positive LMIA, while others are issued under an applicable LMIA exemption.

Can an LMIA-exempt work permit still be employer-specific?

Yes. Many work permits issued under the International Mobility Program are LMIA-exempt but remain employer-specific.

What is an offer of employment number?

For many LMIA-exempt employer-specific applications, the employer submits the employment offer through the Employer Portal. The resulting offer of employment number begins with the letter “A” followed by seven digits and is provided to the worker for the work permit application.

How much is the employer compliance fee?

The standard employer compliance fee is currently $230 for an applicable LMIA-exempt employer submission, although exemptions exist in specified circumstances.

Can I work for another employer on an employer-specific work permit?

Not simply on the basis of the existing employer-specific authorization. A worker who wants to change employers generally needs the appropriate new work authorization or other authorization permitting the new employment.

Does a positive LMIA guarantee a work permit?

No. IRCC separately assesses the foreign worker’s work permit application and the applicant must satisfy the applicable immigration requirements.

Can I extend an employer-specific work permit?

It may be possible to extend or change work authorization if the applicable requirements are met. The employer may also need to complete a new LMIA or LMIA-exempt employer process depending on the circumstances.

Does an employer-specific work permit lead to permanent residence?

Not automatically. It is temporary work authorization, although qualifying employment or Canadian work experience can be relevant to some permanent residence programs.