Canadian employers using the Temporary Foreign Worker Program should review their hiring plans carefully. New provincial and territorial wage thresholds take effect on July 17, 2026, and they may change whether a position must be submitted under the high-wage or low-wage Labour Market Impact Assessment stream.
Even when the position, duties and offered wage remain the same, an increase in the applicable threshold could move the role into a different stream. That change may bring different recruitment rules, workforce limits and application requirements.
Employers preparing an LMIA application should confirm which threshold applies before beginning recruitment or making commitments to a candidate.
How Do the LMIA Wage Thresholds Work?
The wage offered for the position determines whether an employer must apply under the high-wage or low-wage stream.
If the offered hourly wage is:
At or above the applicable provincial or territorial threshold, the employer must apply under the high-wage stream.
Below the applicable threshold, the employer must apply under the low-wage stream.
The threshold is calculated using the provincial or territorial median hourly wage plus 20%. It is used to classify the application, but it is not necessarily the wage an employer must pay.
The offered wage must still meet the prevailing wage for the occupation and work location. It should also be comparable to the wages paid to Canadian citizens and permanent residents performing similar work with comparable experience.
Updated Wage Thresholds Effective July 17, 2026
The following thresholds apply to LMIA applications received by Service Canada on or after July 17, 2026:
Province or territory | Previous threshold | New threshold |
Alberta | $36.00 | $37.50 |
British Columbia | $36.60 | $38.40 |
Manitoba | $30.16 | $31.33 |
New Brunswick | $30.00 | $31.73 |
Newfoundland and Labrador | $32.40 | $33.60 |
Northwest Territories | $48.00 | $48.00 |
Nova Scotia | $30.00 | $31.96 |
Nunavut | $42.00 | $45.00 |
Ontario | $36.00 | $36.92 |
Prince Edward Island | $30.00 | $31.20 |
Quebec | $34.62 | $36.00 |
Saskatchewan | $33.60 | $34.62 |
Yukon | $44.40 | $45.60 |
The date Service Canada receives the application matters. Applications received up to July 16, 2026, are assessed using the previous thresholds. Applications received beginning July 17, 2026, are assessed using the new figures.
Employers Cannot Simply Increase the Wage to Choose a Stream
Offering a wage at or above the threshold does not automatically make a position suitable for the high-wage stream.
The wage must be genuine and consistent with:
The prevailing wage for the occupation
The location where the work will be performed
The candidate’s skills and experience
The employer’s wages for Canadian and permanent resident employees in similar roles
Employment and Social Development Canada warns that adjusting the offered wage to fit a preferred stream or avoid a program requirement may lead to a negative LMIA decision.
Employers should be prepared to explain and document how the wage was determined.
How Could the Stream Affect the Application?
A position classified as high-wage is generally subject to the high-wage program requirements. This will often include preparing a transition plan explaining how the employer will recruit, retain or train Canadians and permanent residents and reduce its reliance on the Temporary Foreign Worker Program.
A position classified as low-wage may be subject to additional restrictions.
As of April 1, 2026, employers submitting low-wage LMIA applications must generally advertise the position for at least eight consecutive weeks during the three months before applying. Employers must also demonstrate recruitment efforts directed toward youth.
Low-wage employers may also face a cap on the proportion of temporary foreign workers employed at a particular work location. The general cap is 10%, although different limits, exemptions or temporary measures may apply depending on the employer’s location, sector and circumstances.
In addition, certain low-wage LMIA applications may not be processed when the job is located in a census metropolitan area with an unemployment rate of 6% or higher. Exemptions may apply to certain sectors and occupations.
For some employers, moving from the high-wage to the low-wage stream may therefore affect whether the application can be submitted at all.
How Ackah Business Immigration Law Can Help
The new thresholds may change the LMIA strategy for employers across Canada, particularly when the offered wage is close to the applicable provincial or territorial figure.
Ackah Business Immigration Law works with employers to develop immigration and workforce strategies that support their business goals while meeting Temporary Foreign Worker Program requirements.
We can help employers:
Determine the correct LMIA stream
Review prevailing wage requirements
Develop a compliant recruitment strategy
Prepare high-wage transition plans
Assess low-wage caps and location restrictions
Prepare and submit LMIA applications
Respond to Service Canada questions
Review employer compliance obligations
Explore work permit and permanent residence options for international employees
Before beginning recruitment or making commitments to a foreign worker, contact Ackah Business Immigration Law to review your hiring strategy and understand how the new wage thresholds may affect your application.
With the right planning, employers can reduce avoidable risks and continue building the international workforce they need to grow beyond borders.
