Employer compliance and inspections.
Approval of an LMIA or an employer offer of employment is only the beginning. Employers must respect the conditions in the file, keep records for six years, and be prepared for an inspection.
Who this is for
Canadian employers who have hired foreign workers under the TFWP or IMP, and those anticipating or responding to a compliance inspection.
Decision factors
- Consistency between LMIA / offer and actual employment
- Wage payment, working conditions and duties
- Retention of required documents for the full six-year period
- Prior compliance history and any voluntary disclosure needed
Evidence commonly needed
- Payroll records, time records and pay stubs
- Employment contracts and job descriptions
- LMIA or Employer Portal record and correspondence
- Housing, transportation and other program-specific evidence
Process
- Compliance review to identify gaps before an inspection
- Voluntary disclosure or justification submissions where appropriate
- Response to an active inspection request
- Remediation planning where administrative monetary penalties are proposed
Risks and honest limits
Non-compliance can lead to administrative monetary penalties, bans and public listing. Voluntary and timely corrective action often materially changes the outcome.
How an RCIC helps
We help employers set up manageable ongoing practices and, when an inspection or notice arrives, focus the response on the specific concerns raised.
Official sources
Reviewed by Karan Pratap Singh, RCIC. Last reviewed: July 18, 2026.
A few things clients often ask.
How long must we keep records?
Six years from the first day of employment.
What triggers an inspection?
Random, complaint-based or risk-based selection. There is no way to be assured an inspection will not occur.
What if we discover a gap ourselves?
Voluntary disclosure is usually far better than being caught later. We help structure it correctly.
Related services and next steps.
LMIA for employers
The application step that creates ongoing compliance duties.
LMIA-exempt work permits
IMP-side compliance also applies to employer-supported work permits.
Send a short enquiry
For a general question that is not urgent. Not legal advice; please avoid sensitive documents.
Information current as of July 2026. Program rules and intake can change without notice.
This page provides general information about Canadian immigration and does not constitute legal advice. For advice specific to your matter, please book a consultation with an RCIC.
Speak with an RCIC about your matter.
Consultations are available online worldwide and, by appointment, at our Canadian offices.