Québec blends its own labour standards regime with Ottawa’s federal inspections, forcing employers to juggle CAQs, LMIAs, and CNESST audits. One sloppy file can spark dual fines, worker‑status loss, and costly production delays that ripple through entire supply chains. With enforcement activity up sharply since 2022 and penalty ceilings rising every budget cycle, HR leaders need a panoramic view of how federal and provincial pieces fit together.
This guide decrypts 2025’s biggest provincial changes, shrinking Simplified‑LMIA lists, low‑wage moratoriums, six‑year record demands, and contrasts them with federal rules and timelines. Drawing on the latest figures from Service Canada, MIFI, and CNESST, we layer verified data with practical actions so you can keep talent moving while regulators intensify their spotlight.
Every foreign worker in Québec triggers at least three government touch‑points—federal Service Canada (LMIA), provincial MIFI (CAQ) and CNESST (labour/OHS). The matrix below illustrates where accountability sits and pinpoints the most common hand‑off failures.
| Compliance Stage | Federal (ESDC/IRCC) — Key Duties & Benchmarks | Québec (MIFI + CNESST) — Added Layer |
| Job offer & advertising | High‑/Low‑/GTS LMIA ads; proof kept 6 yrs; 10 % low‑wage cap; CMA unemployment ban kicks in ≥ 6 % (July 2025 update) | Facilitated ("traitement simplifié") list cut to 76 occupations on 24 Feb 2025; no ads but French contract required |
| LMIA/CAQ filing | Online LMIA portal; service standards 7–53 working days depending on stream (SC dashboard Aug 2024) | Dual submission: CAQ (form A‑0506‑CA) + provincial LMIA annex; OHS premiums prepaid to CNESST |
| Work permit issuance | IRCC issues permit once LMIA + CAQ cleared; biometrics & med exams add 5–8 working days | MIFI silent here, but CAQ renewal must shadow work‑permit expiry; approx. 22 000 CAQ renewals processed in 2024 ([quebec.ca] statistics) |
| Ongoing records | 6‑year audit window; 48‑hour doc turnaround (IRPR 209.7) | 6‑year French‑language record retention; annual wage statement to CNESST by 15 Mar; late filing interest prime + 3 % |
Why it matters: A single TFW file may be “green‑lit” federally yet fail provincially if the French contract or CNESST wage statement is missing, creating an invisible compliance gap that surfaces only during inspection.
Below are the five issues most often cited by auditors in the past two fiscal years. Tackling them early eliminates over 80 % of notice‑of‑violation triggers, according to CNESST’s 2024 enforcement bulletin.
Taken together, these pitfalls prove compliance is no longer paperwork—miss just one and hiring can stall for quarters, draining budgets and undermining worker confidence.
Use the table to match hiring urgency with realistic lead times and cost commitments.
| LMIA Stream | Québec Availability | Avg. Processing Days* | Median Prevailing Wage (QC, 2024) | Extra Québec Steps |
| Global Talent Stream | Yes | 7 working days | ≥ $46.15 /h (software engineers) | CAQ; French contract; OHS proof |
| High‑Wage | Yes | 21–29 working days | ≥ $29.50 /h (all sectors median) | Same as above |
| Low‑Wage | Restricted | 53 working days | $26.00 /h median cap | CAQ + $1 200 return airfare + 10 % cap |
| Facilitated LMIA | 76 occupations | 45–60 working days | Mirrors high‑wage figures | Ads waived; French docs mandatory |
*Service Canada processing dashboard
| Violation Type | Federal Penalty (ESDC) | Québec Penalty (CNESST) |
| Inadequate TFW records | Up to $100 k per infraction (Category A)** | $25 /day late wage stmt + monthly interest (prime + 3 %) |
| Repeated non‑compliance | Ban 1–10 yrs + public registry listing | Payroll account suspension; directors jointly liable |
| Housing/OHS breach | $50 k + corrective order | CNESST injury surcharge + fines up to $80 k (serious) |
**Category A includes forged documents or willful misrepresentation under IRPR 209.97.
Cost reality: A single forged payslip can incur a $100 k federal fine plus CNESST wage‑statement penalties and interest, often exceeding $8 k before resolution.
| Timeline | HR Action | Compliance Payoff |
| Next 30 days | Build bilingual compliance matrix; cross‑audit 2024 files | Closes French‑doc gaps; primes for 6‑yr rule |
| Quarterly | Review Simplified‑LMIA list + StatsCan CMA jobless data | Enables pro‑active recruiting shifts |
| Every Pay Period | Sync payroll export with CNESST API upload | Eliminates wage‑statement arrears risk |
| Annually (Jan 15‑Mar 15) | File Statement of Wages; pre‑pay OHS premiums; schedule mock audit | Zero $25/day fines; stress‑tests retention system |
| Ongoing | Automate CAQ/LMIA/Permit expiry alerts 90‑60‑30 days ahead | Prevents status lapses & emergency travel costs |
Québec’s immigration‑labour ecosystem is tightening faster than any other Canadian jurisdiction: fewer fast‑track roles, sharper low‑wage caps and more rigorous OHS enforcement. For HR, the message is plain, compliance maturity is now a strategic differentiator. Companies that master bilingual documentation, data‑synced payroll and proactive renewal calendars will not only dodge fines but also secure talent faster in an increasingly competitive market.
Even reputable, well-resourced employers have faced penalties for preventable mistakes. The best defense is readiness. Book a free immigration compliance call with the experts on our team.