Common Mistakes in LMIA Job Applications

A Labour Market Impact Assessment (LMIA) application is an essential process to follow for Canadian employers looking to employ foreign employees. A valid LMIA shows that there is a demand for foreign workers for a particular job, and it also proves that there is no Canadian candidate who is suitable for this job. The LMIA procedure can be a bit difficult, with even tiny mistakes that could cause delays, refusals, or even penalties.

For a smoother process to make the process easier for both applicants and employers, they are advised to be aware of typical LMIA applications that make mistakes. This article highlights common mistakes and gives tips to make sure you have an efficient and effective LMIA application.

1. Incomplete or Inaccurate Application Forms

The most frequent LMIA error is to submit incorrect or incomplete forms. The LMIA application needs to be precise and include precise details about the work, the applicant, and the recruitment effort. Missing details, wrong job codes, or inconsistencies of details between the documents could result in immediate rejection or even delays.

How to Avoid It:

• Check every single field on the application prior to submitting.
• Utilize the appropriate National Occupation Classification (NOC) code that matches the description of the job.
• Check that all documents supporting the application, including employment contracts and job descriptions, are in line with the requirements of the application.
• Think about having another person look over the form to ensure exactness and completeness.

2. Failure to Meet Advertising Requirements

Employers need to show that they took reasonable steps to attract Canadian citizens or permanent residents prior to applying for an LMIA. It is a must to adhere to the strict guidelines for advertising, which include when and where the job should be advertised. Most applications fail since employers don’t follow the proper procedure or demonstrate their effort.

How to Avoid It:

• The job posting should be made available in at least three different hiring ways, such as the Government of Canada’s Job Bank.
• Post the job on the internet for a minimum of 4 consecutive weeks in the period of three months preceding making the LMIA application.
• Maintain detailed documentation of each advertisement, which includes images and dates of publication.
• Make sure the ad for the job includes specific information that is required, like the job’s requirements, pay qualifications, job requirements, and details about the business.

3. Not Offering Prevailing Wages or Adhering to Job Standards

Another typical LMIA applicant error is providing salaries that are lower than the current wage rates in the job and area. Government officials assess whether the amount offered is in line with the average wage offered to Canadians in the same position. In the event that you do not meet this criterion, it can result in the denial of the LMIA application.

How to Avoid It:

• Employ official wage information to calculate the median salary for your job in the pertinent geographical area.
• Make sure that working conditions, such as benefits, duties, and conditions, are in line with Canadian standards of work.
• Make sure you have a signed agreement for employment or a job offer in which you outline all terms and conditions of employment, such as wages, work hours, and conditions.

4. Lack of Proper Documentation or Proof of Recruitment Efforts

Although an employer may have met all the requirements, failure to provide sufficient evidence could delay the LMIA procedure. Employment and Social Development Canada (ESDC) will require specific evidence of the fact that the employer has made genuine recruiting efforts and that they complied with all regulations.

How to Avoid It:

• Make sure you keep accurate and complete logs of your recruitment efforts, which include:
  • Postings for job openings with copies, along with the locations where they were posted.
  • Interview notes, logs of applicants’ notes, and the motives for not hiring Canadian candidates.
  • Summary of the recruitment process that explains what happened during the process of hiring.
• Include all documents required with the application. This includes corporate licenses and tax documents as well as financial statements in the event that they are required.
• Mark and arrange documents with clarity so that ESDC staff can review the application in a timely manner.

5. Misunderstanding the LMIA Stream or Category

There are many LMIA streams (e.g., high-wage, low-wage, Global Talent Stream, or agriculture) that each have specific specifications and documents. Making the wrong choice or not understanding the requirements could result in unnecessary problems or rejections.

How to Avoid It:

• Check the eligibility and document specifications for the specific stream you are interested in prior to applying.
• Make sure that the salary paid is in line with the stream. Examples: jobs that pay more than or equal to the average provincial wage are in the high-wage stream.
• If you are unsure, speak to an experienced immigration expert or a lawyer to decide on the right LMIA classification.

6. Ignoring Timelines and Deadlines

LMIA processing requires strict timeframes, not just for recruiting but also for application submission and validity. Employers are often guilty of using outdated job ads or delaying an application, which could affect the result.

How to Avoid It:

• Keep track of all the advertising timelines and make sure that advertisements are displayed within the specified timeframe prior to applying.
• Complete the LMIA application within a few days after the hiring is complete to ensure that the application remains up-to-date.
• Keep track of LMIA expiry dates. This is especially important for those who apply for work permits based on the positive LMIA choice.

7. Not Understanding Employer Obligations After LMIA Approval

Certain employers think that they have to wait until they have received the LMIA. But there remain continuous obligations to meet, specifically as outlined in the Employer Compliance regime. Employers are required to continue meeting all requirements set out in the employment offer as well as the LMIA application.

How to Avoid It:

• Offer the same tasks, pay, and working conditions described in the authorized LMIA.
• Make sure to keep detailed records of the work for audits and inspections.
• Know that failing to follow the rules could result in penalties and exclusion from the Temporary Foreign Worker Program or reputational harm.

Also Read: LMIA in Canada in 2025: Processing Time, Fees & Process

Final Thoughts

The LMIA procedure is extremely detailed and demands a high degree of precision and conformity. Recognizing the most commonly made LMIA mistakes made by applicants could help the applicants and employers avoid expensive delays or rejections. When you’re seeking to hire the first foreign employee or overseeing a massive international recruiting effort, taking the time to create a thorough and complete application can significantly increase your odds of being successful.

Through staying up-to-date and being vigilant with documents and following the guidelines of the government in a strict manner, employers can aid in a smoother procedure for immigration while helping to meet Canada’s expanding demand for labor.