As Canada recalibrates its immigration priorities, HR departments face a crucial inflection point. In 2025–2026, stricter LMIA rules could delay hiring plans, disrupt onboarding timelines, and even jeopardize access to international talent.
This article decodes the latest LMIA policy shifts and equips you with expert-backed, actionable strategies to stay compliant and competitive in the evolving hiring landscape.
The Labour Market Impact Assessment (LMIA) process is undergoing one of its most significant overhauls in a decade. Canada’s federal and provincial governments are tightening controls to curb low-wage job dependency and prioritize high-value roles.
In 2025, Ottawa introduced national intake caps, while sectoral freezes in Quebec and B.C. now target roles in food service, retail, and personal care.
Processing alert: LMIA wait times have increased to 10–12 weeks nationally, and up to 16 weeks in Quebec for low-wage roles.
This reshaping reflects Canada’s shift toward a more selective, skills-based labour market.
The days of reactive recruitment are over. HR must now embrace forecasting and compliance as essential components of workforce planning.
Audit activity has jumped 37% since 2023. Common triggers include wage discrepancies, poorly documented recruitment efforts, and NOC mismatches.
Organizations relying on foreign workers must budget more time and resources to navigate the LMIA process. Missing a sectoral window or misfiling paperwork could delay a critical hire by months.
Strategic HR leaders are now integrating immigration risk assessments into quarterly hiring reviews.
LMIA-backed job offers still unlock access to Express Entry and PNP programs, but the bar is higher. Candidates now need:
Companies serious about long-term retention must tailor roles that satisfy both operational needs and PR criteria. Many are also exploring LMIA-exempt pathways under CUSMA, ICT, or Mobilité Francophone streams to mitigate bottlenecks.
| Policy Area | 2024 | 2025–2026 Forecast |
| Intake Caps | Limited to select provinces | National caps in key sectors |
| Processing Times | 6–8 weeks (avg.) | 10–16 weeks (in some regions) |
| Sector Moratoriums | Rare | Québec, B.C. (low-wage jobs) |
| Audit Frequency | Moderate | High (+37% increase) |
| Salary Benchmark | NOC-based averages | Regional median wage required |
| PR Link via LMIA | Moderate CRS boost | Stricter NOC, language criteria |
Emerging patterns: Ottawa is favouring tech, trades, and healthcare. Employers in these sectors may benefit from faster processing and priority support.
Schedule a free consultation with AskAïa to proactively assess your hiring practices. You’ll also receive our Work Permit Risk Playbook to support audit preparation and workforce continuity.
HR teams that align immigration compliance with long-term hiring strategy will stay ahead of this shifting terrain.