The LMIA High-Wage Stream applies when a Canadian employer wants to hire a foreign worker in a position where the offered wage is at or above the provincial or territorial median hourly wage. This threshold — which ESDC updates periodically — determines which LMIA stream an employer must use. As of recent figures, most provinces set their medians between roughly $27 and $38 per hour, though the exact figure varies by province and changes annually.

The High-Wage Stream carries different requirements from the Low-Wage Stream. There is no cap on the proportion of the workforce that can be high-wage Temporary Foreign Workers. However, employers must submit a Transition Plan demonstrating their commitment to reducing reliance on foreign labour over time through training, hiring, and investment in Canadians. The advertising requirements are also substantive, and Service Canada reviews the recruitment record carefully.

Eligibility Requirements

• Wage offered must be at or above the provincial/territorial median hourly wage
• Employer must show genuine recruitment efforts to hire Canadians first
• Employer must have transition plan to reduce reliance on foreign workers over time
• Position must be non-agricultural and non-seasonal
• Worker must have relevant skills, experience, and credentials for the role
• No cap on percentage of TFWs in high-wage positions (compared to low-wage cap)

Key Eligibility Conditions

To use the High-Wage Stream, an employer must meet all of the following:

• The job offer wage is at or above the current provincial/territorial median hourly wage
• The position is not in the primary agricultural sector (those use the Agricultural LMIA stream)
• The employer has a legitimate, operating Canadian business
• The employer can demonstrate genuine recruitment efforts to fill the role with Canadians or permanent residents first
• The employer is not on ESDC’s ineligible employer list from prior compliance violations

Employers must confirm the provincial median wage before selecting this stream. If the offered wage falls below the median — even marginally — the Low-Wage Stream rules apply, including its 10% workforce cap and mandatory housing and transportation obligations.

The Transition Plan Requirement

Unlike the Low-Wage Stream, the High-Wage Stream requires employers to submit a Transition Plan with their LMIA application. This plan must describe concrete steps the employer will take over the duration of the foreign worker’s employment to reduce dependence on TFWs. Acceptable commitments include: investing in training Canadians, partnering with post-secondary institutions, recruiting from under-represented domestic groups (Indigenous workers, youth, persons with disabilities), and creating apprenticeship opportunities.

The Transition Plan is assessed by ESDC for authenticity and feasibility. Vague commitments or copy-pasted boilerplate are flagged. Employers who had a previous High-Wage LMIA are expected to report on whether they met their prior Transition Plan commitments before obtaining a new LMIA for the same position.

Service Canada may contact an employer’s past TFWs or conduct workplace audits to verify compliance. A finding that a prior Transition Plan was not followed can result in denial of future LMIA applications.

Advertising and Recruitment Requirements

Employers must advertise the position on the Government of Canada’s Job Bank and through at least two additional recruitment channels appropriate to the occupation and region before filing the LMIA. The advertising must run for a minimum of 4 weeks (28 calendar days) in the three months prior to the LMIA application. For the High-Wage Stream, the required advertising period has not been extended to 8 weeks — that change applies to the Low-Wage Stream as of April 2026.

Employers must document every Canadian or PR applicant who responded, keep records of interviews conducted, and provide reasons for each non-selection. ESDC assesses whether the reasons given are legitimate and non-discriminatory. Failure to document rejection reasons, or providing weak justifications (e.g., ‘overqualified’ without further explanation), can lead to a refusal.

For specialist or niche roles, employers may use industry-specific job boards, professional associations, and LinkedIn as secondary channels. The channels used must be appropriate to how workers in that occupation actually seek employment.

Processing and Fees

The standard processing time for a High-Wage LMIA is approximately 60 business days (roughly 3 calendar months), though times fluctuate with ESDC volumes. The employer pays a $1,000 fee per position assessed. This fee is non-refundable regardless of the decision. After a positive LMIA, the worker applies to IRCC for the work permit ($155 + $85 biometrics if applicable), with processing typically 6–8 weeks for applicants outside Canada.

Employers who need faster results for high-skill technology roles may qualify for the Global Talent Stream, which processes LMIA applications in approximately two weeks. Eligibility for GTS is separate and requires either a designated-organisation referral or a role on the Global Talent Occupations List.

How VGIS Helps

A High-Wage LMIA application involves three moving parts — the recruitment advertising record, the Transition Plan, and the broader compliance documentation — all of which must be aligned and credible. Dimple Verma, RCIC-IRB #R708308, and the VGIS team prepare complete LMIA packages for employers, including Transition Plan drafting, review of recruitment records, and coordination with the worker’s work permit application. Book a paid consultation to review your hiring situation.

Fees & Costs

Fee Component	Amount (CAD)
Government Fee	Employer LMIA fee: $1,000 per position. Worker work permit: $155.
Biometrics	$85 individual

Fees current as of 2026. IRCC may update fees periodically — confirm on the official source link below before paying.

Key Documents Required

• LMIA application and job offer signed by employer
• Proof of recruitment efforts (job postings, rejection records)
• Transition plan for reducing foreign worker reliance
• Company registration and financial documents (employer side)
• Worker’s relevant credentials and experience proof
• Biometrics (worker, if applicable)

Frequently Asked Questions

How do I know if my offered wage qualifies for the High-Wage Stream?

Compare the offered hourly wage to the current provincial or territorial median hourly wage published by ESDC. These medians are updated periodically. If your offered wage equals or exceeds the median, you use the High-Wage Stream. If it is even slightly below, the Low-Wage Stream applies with its additional obligations.

Is there a cap on how many high-wage TFWs I can employ?

No. Unlike the Low-Wage Stream (which caps TFWs at 10% of the workforce in most sectors), the High-Wage Stream has no maximum percentage of foreign workers. Employers in high-wage positions may hire as many TFWs as they can obtain positive LMIAs for, subject to individual position assessments.

What happens if the position’s wage falls below the median by the time of renewal?

If the wage offered in a renewal application falls below the current provincial median, the employer must switch to the Low-Wage Stream for that renewal. This triggers the additional requirements including the 10% workforce cap, mandatory housing obligations, and extended advertising requirements. Wage benchmarking at renewal time is important for planning.

How detailed does the Transition Plan need to be?

Detailed enough to be credible and action-specific. ESDC expects measurable commitments — for example, committing to fund two apprenticeship positions per year, or partnering with a specific college for a co-op programme. Vague commitments like ‘we will try to hire Canadians’ are insufficient. For renewal applications, ESDC expects a report on progress against the prior plan.

Can I submit the LMIA before I finish advertising?

No. The advertising must run for a minimum of 28 days before the LMIA application is submitted. ESDC will assess the recruitment evidence and will reject applications where the advertising period was insufficient. The advertising start and end dates, and the resulting applicant record, must all be documented.

Official Government Source: https://www.canada.ca/en/employment-social-development/services/foreign-workers/median-wage/high.html

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Disclaimer: This page is for general informational purposes only and does not constitute legal or immigration advice. Immigration laws and IRCC policies change frequently. For advice specific to your case, please book a paid consultation with our licensed RCIC-IRB. VG Immigration Services Inc. — Dimple Verma, RCIC-IRB #R708308.