International Mobility Program (IMP):
LMIA Exemptions, Employer Steps & Work Without a Permit
Canada issues many work permits without a Labour Market Impact Assessment (LMIA) under the International Mobility Program (IMP). The IMP is not a single application stream with one form. It is the set of rules that allow LMIA-exempt work when specific conditions are met — for example trade agreements, significant benefit to Canada, or reciprocal arrangements.
This page explains how the IMP fits in the system, what employers must do, when significant-benefit categories apply, which activities need no work permit, and basic compliance points.
For a practical list of common employer-specific LMIA-exempt categories (ICT, business, Global Skills Strategy, and related routes), see:
Employer-Specific Work Permit Without a LMIA
For the LMIA-based system (when no exemption applies), see:
LMIA and Temporary Foreign Worker Program (TFWP)
Temporary Foreign Worker Minimum Wage & LMIA Thresholds in Canada
Key takeaways
The IMP allows LMIA-exempt work in defined situations; the TFWP generally requires an LMIA.
For most employer-specific IMP permits, the employer submits an offer of employment and pays a compliance fee before the worker applies.
“Significant benefit” (including C10) requires clear, case-specific evidence.
Some people may work in Canada without a work permit for limited activities.
Open work permits follow separate category rules and are not the focus of this page.
What is the International Mobility Program (IMP)?
Short answer: The IMP is the IRCC framework for work permits that are exempt from an LMIA because the work serves Canadian interests, treaty commitments, or reciprocal arrangements — not because a labour-market test was passed.
Typical IMP grounds include:
International free-trade agreements (for example CUSMA, CETA)
Significant economic, social, or cultural benefit to Canada
Reciprocal employment arrangements (for example parts of International Experience Canada)
IMP vs TFWP
How do employers hire through the IMP?
Short answer: For most employer-specific IMP work permits, the Canadian employer must submit an offer of employment through the IRCC Employer Portal, pay the employer compliance fee when required, and give the worker the offer number before the work permit is filed.
Typical steps
Submit an Offer of Employment in the Employer Portal (business details, worker details, duties, wages, benefits, and the correct LMIA exemption code).
Receive the offer of employment number and share it with the worker.
Pay the employer compliance fee (commonly $230), unless an exemption applies.
The worker applies to IRCC for the work permit (online, and in limited cases at a port of entry or from inside Canada if eligible).
Hiring in Quebec under the IMP
For many IMP categories, a Quebec Acceptance Certificate (CAQ) is not required.
You do not have to obtain a Québec Acceptance Certificate (CAQ) to work temporarily in Québec if you are in one of the following situations:
The continuous duration of your work is 30 days or less
Your are not paid for your work
Your employer does not have to request a Labour Market Impact Assessment from the Government of Canada and the Gouvernement du Québec
You are in a situation where you do not have the obligation to have a work permit issued by the Government of Canada.
However, the employer must still complete the federal Employer Portal steps. Always confirm the rule for the specific exemption code.
Employer compliance and worker rights
Employers using employer-specific IMP permits must ensure the work matches the offer and that wages and conditions are respected. Non-compliance can lead to fines, bans on hiring foreign workers, and public listing.
Workers in Canada have rights under Canadian law, including fair wages and conditions, workplace safety, and protection from exploitation. Workers facing abuse may be able to apply for a vulnerable worker open work permit.
Canadian Interests and significant benefit
Some LMIA exemptions rest on Canadian interests. Officers assess whether the work brings a significant economic, social, or cultural benefit to Canada.
Significant Benefit – General (C10)
C10 is used when the work provides significant benefit but does not fit a more specific exemption code. Applicants and employers must show a neutral or positive impact on Canada — for example job creation, specialized knowledge transfer, regional development, or recognized cultural or scientific contribution. Generic wording copied from government websites is usually not enough.
How “benefit” is often assessed
Economic: jobs for Canadians or permanent residents, innovation, regional stimulus, export growth, continuity of important Canadian operations
Social: community, health, safety, or inclusion-related contributions
Cultural: recognized achievements, awards, scholarly work, or leading cultural roles
Business-owner categories (for example C11) and intra-company transferees (C61, C62, C63) use related logic but have their own codes and duration limits. Practical category guidance is here:
Employer-Specific Work Permit Without a LMIA
Intra-Company Transferees (ICT) Work Permit
Documentation that often matters
Employer Portal offer number and fee payment proof
Clear explanation of the exemption and the benefit to Canada
Job description aligned with the claimed benefit
Proof of qualifications and experience
Where relevant: business plan, financial capacity, references, contracts, or evidence of recognition
When can someone work in Canada without a work permit?
Short answer: Under specific rules, some activities are authorized without a work permit. These exemptions are limited. They are not a substitute for a work permit when the person is taking a normal job in the Canadian labour market.
Examples often include:
Business visitors — international business activities that do not enter the Canadian labour market (within business-visitor rules)
Short-term performers, speakers, or athletes — under defined conditions
Certain short-term researchers — including limited duration exemptions where criteria are met
Emergency service providers — in defined urgent situations
*Misclassifying real employment as a “business visit” is a common risk.
Related Mapleaves guides
FAQ
What is the difference between IMP and TFWP?
TFWP usually requires an LMIA. IMP allows a work permit without an LMIA when a specific exemption applies.
Does every IMP permit need an Employer Portal offer?
Most employer-specific IMP permits do. Open work permits generally do not.
What is a C10 work permit?
An LMIA-exempt category for work that provides significant benefit to Canada but does not fall under a more specific code. Strong case-specific evidence is required.
Can I work in Canada with no work permit and no LMIA?
Only in limited defined situations (for example certain business visitors). Ordinary employment usually requires a work permit.
How we can help
We do not arrange job offers. When a qualifying offer or eligible IMP situation already exists, we can assist with:
Eligibility and exemption-code assessment
Evidence strategy (including significant-benefit files)
Work permit preparation and follow-up
Coordination with permanent residence timing where relevant
Support is provided directly by the RCIC (Member #R515705) in English, French, and Chinese.
What to do next
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