In-Home Caregiver Apply for a Labour Market Impact Assessment
How to apply
Employers must follow the step-by-step checklist to ensure that all the documents required are submitted.
Complete, sign (where applicable) and submit the following documents:
- LMIA Application form for in-home caregiver positions (EMP5628)
- Schedule I – In-home caregiver employment contract (EMP5604)
- Proof of business legitimacy
- Proof of advertisements
- Proof of individual requiring care
For positions located anywhere in Canada (excluding Quebec), employers must send all documentation to the Service Canada Centre responsible for processing in-home caregivers applications.
A complete application means that employers have:
- used the latest version of the application version
- filled out all of the fields in all of the necessary forms
- included all of the required documentation
- signed the forms where required
- submitted the fee payment, if applicable, with the application
If an application is submitted and it is not complete, Service Canada staff will inform the employer that the application will not be processed. Incomplete applications and supporting documents submitted with the application will not be retained or returned to the employer. As a result, employers are advised to submit copies, not original documents.
Employment and Social Development Canada (ESDC)/Service Canada will assess the Labour Market Impact Assessment (LMIA) application submitted by the employer to determine what impact hiring a temporary foreign worker (TFW) would have on Canada’s job market. Based on the application and the documents received, the Department will issue a positive or negative LMIA.
Labour Market Impact Assessment – Process
All LMIA applications go through a systematic assessment process to:
- Verify if the employer is:
- eligible to participate in the Temporary Foreign Worker Program (TFWP). The list of ineligible employers appears on Immigration, Refugees and Citizenship Canada’s (IRCC) website; and
- using an authorized third-party representative, if applicable.
- Verify the consistency of the job offer with federal/provincial/territorial agreements.
- Assess the genuineness of the job offer. The assessment is based on whether the:
- employer is actively engaged in the business related to the job offer;
- job offered to the TFW is consistent with the employment needs of the employer;
- employer can fulfil the terms and conditions of the job offer;
- employer and the third-party representative, if applicable, are compliant with the relevant federal-provincial-territorial employment and recruitment legislation;
- Assess the language requirement of the job offer, to ensure that English and French are the only languages identified as a job requirement, unless employers can demonstrate that another language is a bona fide requirement for the job.
- Assess:
- the impact of hiring a TFW on the labour market including:
- wages and working conditions offered;
- occupation in which the TFW will be employed;
- employer’s recruitment and advertisement efforts;
- benefits to the labour market;
- the impact of hiring a TFW on the labour market including:
- Assess previous job offers that an employer has made to a TFW
- Did the employer employ a TFW in the last 2 years, prior to December 31, 2013?
- This is to determine whether the employer provided all TFWs employed by the company with wages, working conditions and employment in an occupation that was substantially the same as those that were described in the previous offer of employment (and confirmed in the LMIA letter and annexes)?
- Did the employer apply for and receive a positive LMIA on or after December 31, 2013 and employ a TFW in that position?
- This is to determine whether the employer provided all TFWs employed on LMIAs received on or after December 31, 2013, with employment in the same occupation as described in the previous offer of employment (and confirmed in the LMIA letter and annexes) and with substantially the same wages and working conditions – but not less favourable than – those set out in that offer of employment (and confirmed in the LMIA letter and annexes)?
- Did the employer employ a TFW in the last 2 years, prior to December 31, 2013?
ESDC/Service Canada will ensure that the employer has met all the Program Requirements. Once the assessment is complete, the employer will be notified in writing of the final decision.
Positive LMIA
The employer will receive a letter confirming the approval of the LMIA application. This positive LMIA is valid for 6 months from the date of issue. For privacy reasons, the letter will not include the names of the TFWs. However, it provides specific details about the job offer, such as the wages, working conditions and occupations as well as a system file number. The names of the workers will appear in Annex B which is intended for the employer’s records only, and is NOT to be shared with the TFW as it is not required for the purposes of applying for a work permit.
