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Employers hiring through the Temporary Foreign Worker Program take on ongoing compliance obligations that extend well past the LMIA approval itself — ESDC can inspect an employer's records at any point during, and for years after, a foreign worker's employment.
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A sharper service plan
The right service is more than a checklist. It is a sequence that turns your facts into a coherent, review-ready pathway.
Start with the facts, goals, history and deadlines that shape the route.
Organize evidence, explanations and forms around the decision-maker’s concern.
Keep ownership, communication and the next deadline visible from start to finish.
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What this service covers
Use the guide below to understand the route before you book. Your existing page content remains the source of truth; this surface gives it the same visual hierarchy as the reference homepage.
Talk through your fileOpen this section for the practical detail, evidence and requirements that shape the pathway.
Open this section for the practical detail, evidence and requirements that shape the pathway.
Open this section for the practical detail, evidence and requirements that shape the pathway.
Open this section for the practical detail, evidence and requirements that shape the pathway.
Your service guide
Review the complete guide below, then use the consultation path when your situation needs a tailored strategy.
Employers hiring through the Temporary Foreign Worker Program take on ongoing compliance obligations that extend well past the LMIA approval itself — ESDC can inspect an employer's records at any point during, and for years after, a foreign worker's employment.
Key figures at a glance
Source sequence preservedTechnical reference Eligibility and pathway detail | |
|---|---|
| Obligation | Detail |
| Wage compliance | Pay the wage stated in the LMIA application — not less, regardless of market changes |
| Working conditions | Provide the conditions described in the original LMIA application |
| Recordkeeping | Retain supporting records for at least 6 years |
| Genuine employment | Employ the worker in the occupation and location specified |
| Cooperation with inspections | Respond fully to ESDC compliance reviews when requested |
Technical reference Eligibility and pathway detail | |
|---|---|
| Violation severity | Possible consequence |
| Minor/administrative | Warning or corrective action requirement |
| Moderate | Monetary penalties |
| Serious/repeated | Program ban of up to several years, and potential publication of the employer's name |
Inspections can happen at any time during a foreign worker's employment and for a period afterward — there's no fixed schedule, so ongoing audit-readiness matters more than periodic preparation.
Paying a wage that drifted below the amount stated in the original LMIA application over time, often due to not tracking provincial median wage updates — this is one of the most frequently cited violations.
CTA: Book an Employer Consultation for a compliance file review.
Commonwealth Migration Canada
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Batch 4 — PNP-Linked Express Entry, All 10 Provinces, Visitor & Temporary Pages · Prepared August 2026
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