Employer Readiness Guide for Canadian Immigration Audits & Investigations

• Canadian immigration audits are becoming more common as the government focuses on worker protection, program integrity and ensuring employers follow through on the commitments made in LMIA applications and employer portal submissions.
• Most compliance issues come from small oversights, not intentional wrongdoing, which means the right preparation can turn a stressful audit into a smooth, straightforward process.
• Proactive planning is your best defence and with expert guidance, your organisation can stay audit-ready, protect your workforce and continue hiring global talent with confidence.

Why Canadian Immigration Audits Happen and How Employer Compliance Works

If your organisation hires foreign workers, you’re already part of Canada’s employer compliance system, even if you’ve never been reviewed before. 

Immigration audits are becoming more common, not because businesses are doing anything wrong, but because Canada is placing greater emphasis on protecting workers, strengthening program integrity and ensuring that employers keep the commitments they make in LMIA applications and employer portal submissions.

At its core, employer compliance in Canada is built on a simple promise that the job offer you submit to the government must match the job your worker receives. That means wages, duties, hours, working conditions, location and benefits must all line up with what you originally declared.

Canadian immigration audits help officers confirm that employers are:

• Paying the wages they promised
• Providing the duties and working conditions they described
• Meeting provincial labour and safety standards
• Keeping proper records for at least six years
• Treating foreign and Canadian employees fairly

This system creates a level playing field for everyone. It prevents exploitation, protects honest employers from unfair competition and ensures that foreign workers have the stability and security they were promised when they accepted the job.

Types of Canadian Immigration Audits Employers Should Expect

Some Canadian immigration audits are quick, routine checks. Others are detailed reviews that dig into records, interviews and workplace practices.

Random and Routine Employer Inspections

Many audits happen simply because your organisation was selected as part of a routine review. These inspections are built into Canada’s integrity system and help officers confirm that employers are meeting their commitments under the Temporary Foreign Worker Program and the International Mobility Program.

A routine inspection can involve:

• Requests for documents like contracts, payroll and job descriptions
• Questions about wages, duties and working conditions
• Verification that the offer of employment matches the actual job

It doesn’t mean your company is suspected of wrongdoing. It’s similar to a financial audit where you’re asked to show that everything aligns with the rules. If your files are organised and your processes are consistent, these reviews are usually straightforward.

Risk-Based or Tip-Driven Investigations

Some immigration audits begin because something flagged your organisation for closer attention. This could be as simple as a mismatch in a form, a pattern in wage reporting or a question that surfaced during a previous application. Sometimes the government receives a tip from an employee, a third party or another agency.

These investigations may be more detailed and can include:

• Deeper document reviews
• Interviews with HR, managers or workers
• Requests for clarification if information appears inconsistent

Most issues flagged in these reviews are the result of misunderstandings or administrative gaps, not intentional non-compliance. The key is to respond quickly, clearly and with complete documentation.

CBSA Investigations and When Things Escalate

In more serious situations, the Canada Border Services Agency may get involved. CBSA handles enforcement matters under the Immigration and Refugee Protection Act, including suspected misrepresentation, unauthorized work or potential violations that go beyond administrative errors.

A CBSA investigation may involve:

• Formal interviews
• Review of digital communications or records
• Possible issuance of a report that can affect an individual or employer

This level of investigation can feel intimidating, but it doesn’t automatically mean severe consequences. With experienced legal guidance, many issues can be addressed before they escalate further.

What Happens During a Canadian Immigration Audit

A Canadian immigration audit usually follows a predictable flow and knowing the steps can remove a lot of uncertainty. Most reviews focus on three simple questions:

• Did the employer keep their promises?
• Are the records complete?
• Are the working conditions fair and accurate?

Here is what typically happens during an audit:

• You receive an official notice. The government sends a letter or email letting you know your organisation has been selected for a review. It outlines what they need and when they need it. Timelines are strict, so quick attention is essential.
• You gather and submit the requested documents. This often includes employment contracts, payroll records, LMIA or employer portal submissions, job descriptions, timesheets and proof that wages and duties match what was originally offered.
• Officers review your information. They compare your documents against what you submitted to the government. They look for consistency in wages, duties, hours and work conditions. If anything seems unclear or inconsistent, they may ask follow-up questions.
• You may be asked for interviews or a site visit. In some audits, officers speak with HR, managers or the workers themselves. A site visit allows them to confirm that the role and work environment match the information provided.
• You receive preliminary findings. Before a final decision is made, you may be given a chance to clarify errors or provide missing information. This is an important opportunity to correct misunderstandings.
• You receive the final decision. The government shares its findings and if any issues were identified, they outline required corrections or potential penalties. Many matters can be resolved through proper explanation and documentation.

Common Mistakes Employers Make During Canadian Immigration Audits

Most issues that arise during audits come from busy teams, shifting responsibilities or small details that slip through the cracks. That includes:

• Inconsistent wages or job duties. Even slight differences between what was promised and what is happening can raise red flags, especially around pay, duties or work hours.
• Missing or disorganised documents. Incomplete payroll records, unsigned contracts or missing employer portal submissions make it harder to prove compliance and slow down the review.
• Outdated information in the worker’s file. Changes to duties, titles, hours or locations need to be updated and documented; otherwise, officers may assume the employer did not meet its commitments.
• Poor internal communication. When HR, payroll and managers give different explanations, it signals inconsistency. Training your team helps ensure everyone understands the job as it was offered.
• Waiting too long to get help. Small issues can grow quickly if not addressed early. Professional immigration guidance can clarify what to provide, how to explain discrepancies and how to protect your organisation’s compliance record.

How Canadian Immigration Audits Differ from U.S. I-9 Reviews?

Many U.S.-based or global companies assume that Canadian immigration audits work just like the I-9 process, but the two systems operate very differently:

Canada Reviews Employer Obligations, Not Identity Documents

The U.S. I-9 process focuses on verifying a worker’s identity and right to work. In Canada, audits focus on whether employers kept the promises they made to the government about wages, duties, hours and working conditions.

Canada Looks at the Entire Employment Relationship

Canadian officers review payroll, job duties, timesheets, benefits and working conditions to ensure they match the original LMIA or employer portal submission. This is far broader than I-9 documentation.

Canada Expects Ongoing Compliance, Not a One-Time Form

I-9 is completed at hiring. Canadian compliance is continuous. Employers must maintain accurate records for six years and update files whenever roles or conditions change.

Canada Carries Out More Detailed Inspections

Canadian officers may conduct interviews or site visits to confirm that the worker’s day-to-day role aligns with what the employer promised. This level of review does not exist in the I-9 process.

Canada’s Penalties Impact Future Hiring

Non-compliance in Canada can lead to fines, public listing and temporary or permanent bans on hiring foreign workers. I-9 penalties are usually financial, while Canada’s system can affect an employer’s ability to access talent long-term.

Strengthen Your Workforce With Proactive Planning

Canadian immigration audits can feel intimidating, but with the right preparation, they become far less about risk and far more about readiness. When your organisation understands its obligations, keeps clear records and builds a culture of compliance, you create a workplace where foreign workers feel supported and your business can grow without disruption.

At Ackah Business Immigration Law, we help employers stay ahead of audits and build sustainable systems that support global mobility. Whether you are preparing for growth, reviewing your current processes or responding to an active inspection, our team brings clarity, confidence and the expertise you need to move forward.

Book a call with one of our client engagement coordinators to plan your organisation’s immigration strategy and ensure your workforce is protected, compliant and ready for what comes next.