Global Talent Stream: expedited LMIA for innovative employers and in-demand occupations

Eligibility requirements

• Category A: the employer must be referred by a designated referral partner (federal bodies such as the Business Development Bank of Canada and provincial, territorial or municipal economic development agencies) that confirms the firm operates in Canada, focuses on innovation, can scale, and seeks a unique and specialised position for an identified worker. Applications without a referral form are incomplete.
• Category A wage: unique and specialised talent is indicated by at least CAD 38.46 per hour (CAD 80,000 annual base) or the prevailing wage if higher, with advanced industry knowledge, an advanced degree or at least five years of specialised experience. The first two positions per calendar year sit at the CAD 80,000 level; further positions require at least CAD 150,000 and are accepted only in exceptional circumstances.
• Category B: the position must be on the Global Talent Occupations List, which covers engineering, computing and data occupations and some technologist roles, and the employer must pay the prevailing wage, defined as the highest of the Job Bank regional median, the wage paid to current employees in the same role, and any published wage floor for that occupation.
• A Labour Market Benefits Plan: Category A employers commit to job creation for Canadians and permanent residents as the mandatory benefit; Category B employers commit to increased skills and training investment. Every employer adds at least two complementary benefits that differ from the mandatory one.
• The LMIA processing fee of CAD 1,000 per position, non-refundable, which cannot be recovered from the worker.
• The general Temporary Foreign Worker Program conditions, including genuineness of the job offer and the employer's compliance history.

Legal framework

Build the evidence

Prepare records that substantiate the relevant criteria. The final checklist depends on the applicant, route and filing authority.

• For Category A, the referral form completed by the designated partner for each worker, naming the worker; a name change needs a new referral.
• The LMIA application with the job description, wage analysis against Job Bank and internal pay, and for Category B the occupation and any wage-floor reconciliation.
• The Labour Market Benefits Plan with specific, measurable activities for the mandatory and complementary benefits, and a named person accountable for them.
• Evidence that the business is operating and can meet the offer: registration, financial statements or payroll, and premises.
• The worker's credentials and experience evidence supporting the unique and specialised or listed-occupation claim.
• Proof of payment of the CAD 1,000 fee per position.

How to apply

1. 01

   Choose the category and confirm the wage

   Decide whether the hire fits Category A (referral) or Category B (listed occupation). Compute the prevailing wage as ESDC defines it and compare against any floor. ESDC warns that offering a higher wage to fit a stream, or adjusting it to avoid a requirement, can lead to a negative decision.

2. 02

   Obtain the referral where needed

   For Category A, engage the designated referral partner early; the partner tests the firm's innovation focus and growth potential and must complete the referral form. Plan the number of positions: the first two per year are at the CAD 80,000 level, later ones at CAD 150,000.

3. 03

   Draft the Labour Market Benefits Plan

   Set out the mandatory benefit (job creation for A, skills and training investment for B) and at least two complementary benefits, each with at least one activity. ESDC reviews progress annually, about one year after signing; failure to make reasonable efforts can lead to negative decisions on future GTS applications for two years.

4. 04

   File the LMIA and pay the fee

   Submit through ESDC's portal with the fee. The 10-business-day standard is met 80% of the time and runs from the first business day after receipt of a complete application.

5. 05

   Submit the Employer Portal offer and the work permit application

   After a positive LMIA, the worker applies for the employer-specific work permit with the LMIA and offer. IRCC's two-week processing standard applies to eligible applicants; biometrics and medicals may add time.

6. 06

   Deliver the plan and keep the record

   Track hours, wages and conditions against the offer, deliver the benefits plan activities, and prepare for ESDC progress reviews and possible inspections under the compliance regime.

After approval & family planning

• A spouse or partner may be eligible for an open work permit where the worker is in a TEER 0 or 1 occupation (or a listed TEER 2 or 3 occupation) and at least 16 months remain on the permit when the spouse applies; dependent children are no longer eligible under that measure.
• The employer must keep the job, wage and conditions at least as favourable as the offer, retain records for six years, and attend inspections; penalties range from warnings to monetary penalties and hiring bans.
• Twelve months of skilled Canadian experience may support a Canadian Experience Class application; from 3 November 2026 Express Entry awards Labour Market Integration points for Canadian experience and for job offers in high-wage occupations without an LMIA.

What this route builds, and what it opens

WG assesses every route on three returns: the knowledge it adds, the cognitive capability that sustained work abroad develops, and the institutional opportunity it opens or closes. Real work is the mechanism in each case.

Programme context. GTS is an employer hiring route rather than a transfer route. Where a participant's qualifying affiliate in Canada needs a scarce specialist and holds the referral or listed occupation, the route may be assessed alongside the intra-company transfer. Read the framework ↗

Frequently asked questions

Points to consider

• The occupations list has not been updated since December 2022; a role that has drifted outside the listed NOC codes may need Category A instead.
• Recruitment advertising is not required for GTS, but the wage and benefits-plan commitments are enforceable; treat them as contractual.