On June 27, 2025, Employment and Social Development Canada (ESDC) implemented new median wage requirements for employers hiring through the Temporary Foreign Worker Program (TFWP). These updated rates now apply to all Labour Market Impact Assessment (LMIA) applications received on or after that date.
If your business is actively hiring foreign workers, it is important to understand how these changes impact your budget, compliance obligations and hiring timelines.
What Has Changed
The new wage thresholds reflect updated regional labour market data. Employers must now offer wages that meet or exceed the new median for each position and province. Any LMIA applications submitted after June 26, 2025, must comply with the new rates to be processed.
Failure to meet the current wage criteria may result in delays or refusals.
Here are the updated figures by province and territory:
Alberta: $35.40 → $36.00
British Columbia: $34.62 → $36.60
Manitoba: $30.00 → $30.16
New Brunswick: $28.85 → $30.00
Newfoundland and Labrador: $31.20 → $32.40
Northwest Territories: $47.09 → $48.00
Nova Scotia: $28.80 → $30.00
Nunavut: $42.00 → $42.00
Ontario: $34.07 → $36.00
Prince Edward Island: $28.80 → $30.00
Quebec: $32.96 → $34.62
Saskatchewan: $32.40 → $33.60
Yukon: $43.20 → $44.40
What Employers Should Do Now
If your business is preparing to submit an LMIA application or planning to hire temporary foreign workers in 2025, you should:
Review wage offers to ensure they meet or exceed the new median wage for your region
Update employment contracts and job offers before submission
Ensure all documents are consistent, including LMIA forms, letters of employment and wage breakdowns
Adjust recruitment budgets to account for increased labour costs
Communicate changes to candidates to ensure transparency and manage expectations
Additional Considerations
The wage thresholds typically increase each year. Employers should plan for future reviews and build wage flexibility into their long-term recruitment strategies.
In some cases, alternative pathways such as the International Mobility Program or Provincial Nominee Programs may provide greater flexibility, especially for high-demand or executive roles.
In addition, if you have current employees working under low-wage LMIAs, you need to know that you may not be able to renew the low-wage LMIA as it is now tied to the unemployment rate for Canadians. Please be proactive and consider Permanent Residence options immediately.
Need Legal Guidance?
Ackah Business Immigration Law provide tailored immigration strategies for business owners, HR professionals and companies hiring across borders. To discuss your hiring needs or update your LMIA documentation, contact our legal team at contact@ackahlaw.com or Book a free call with our client engagement team.
