Employment and Social Development Canada (ESDC) has published updated hourly wage thresholds that will determine whether a Labour Market Impact Assessment application falls under the high-wage or low-wage stream of the Temporary Foreign Worker Program.
The new thresholds take effect on July 17, 2026, and apply to high-wage and low-wage LMIA applications received from this date forward.
Every province and territory except the Northwest Territories saw its wage threshold increase, with changes ranging from $0.92 per hour in Ontario to $3.00 per hour in Nunavut.
For employers, these updated figures directly affect which LMIA stream they must apply under and what program requirements they need to satisfy.
For foreign workers, a higher threshold means some positions that previously qualified as high-wage may now fall into the low-wage category, triggering additional restrictions, including the CMA unemployment rate measure.
Here is a complete breakdown of the new wage thresholds by province and territory, how they are calculated, and what the changes mean for both LMIA streams.
Table of Contents
How LMIA Wage Thresholds Are Calculated
The hourly wage threshold for each province and territory is set at the applicable provincial or territorial median hourly wage plus 20%.
ESDC derives the median hourly wage from Statistics Canada’s Labour Force Survey.
The 20% markup above the median is a deliberate policy design that creates a buffer zone to distinguish genuinely higher-paying positions from entry-level and lower-paying roles.
This threshold acts as the single reference point that determines whether an employer must apply under the high-wage stream or the low-wage stream when filing an LMIA application.
If the offered wage is at or above the threshold, the application must go through the high-wage stream.
If the offered wage falls below the threshold, the application must go through the low-wage stream.
The thresholds are updated periodically as new Labour Force Survey data becomes available, and the July 17, 2026, update replaces the figures that had been in effect since June 27, 2025.
Employers should note that the threshold is not the same as the prevailing wage for a specific occupation, which is determined separately based on the median wage for that particular job classification at the applicable work location.
The threshold simply determines which program stream governs the LMIA application, while the prevailing wage determines the minimum the employer must offer for the specific role.
Complete Wage Threshold Table For July 17, 2026
The table below shows the updated hourly wage thresholds that apply to high-wage and low-wage LMIA applications received as of July 17, 2026.
| Province / Territory | New Threshold (Jul 17, 2026) | Previous Threshold | Change |
| Alberta | $37.50 | $36.00 | +$1.50 |
| British Columbia | $38.40 | $36.60 | +$1.80 |
| Manitoba | $31.33 | $30.16 | +$1.17 |
| New Brunswick | $31.73 | $30.00 | +$1.73 |
| Newfoundland and Labrador | $33.60 | $32.40 | +$1.20 |
| Northwest Territories | $48.00 | $48.00 | — |
| Nova Scotia | $31.96 | $30.00 | +$1.96 |
| Nunavut | $45.00 | $42.00 | +$3.00 |
| Ontario | $36.92 | $36.00 | +$0.92 |
| Prince Edward Island | $31.20 | $30.00 | +$1.20 |
| Quebec | $36.00 | $34.62 | +$1.38 |
| Saskatchewan | $34.62 | $33.60 | +$1.02 |
| Yukon | $45.60 | $44.40 | +$1.20 |
Biggest Increases By Province And Territory
Nunavut recorded the largest dollar increase at $3.00 per hour, pushing the threshold from $42.00 to $45.00.
Nova Scotia saw the second-largest increase at $1.96, bringing its threshold from $30.00 to $31.96.
British Columbia’s threshold rose by $1.80 to $38.40, giving it the highest threshold among all provinces.
New Brunswick increased by $1.73 to $31.73, while Alberta rose by $1.50 to $37.50.
Ontario recorded the smallest increase among provinces at just $0.92, moving from $36.00 to $36.92.
The Northwest Territories is the only jurisdiction where the threshold remains unchanged at $48.00.
The Northwest Territories has the highest threshold nationally at $48.00, followed by Yukon at $45.60 and Nunavut at $45.00.
Among the provinces, British Columbia’s $38.40 is the highest, followed by Alberta at $37.50 and Ontario at $36.92.
Prince Edward Island, Manitoba, New Brunswick, and Nova Scotia remain the four provinces with the lowest thresholds, all clustered in the $31.20 to $31.96 range.
What The Threshold Determines For Employers
The wage threshold is the dividing line between two distinct LMIA program streams, each with its own set of requirements, restrictions, and compliance obligations.
Employers offering a wage at or above the threshold must apply under the high-wage stream, which generally requires a transition plan, although specified positions and application categories are exempt.
Employers offering a wage below the threshold must apply under the low-wage stream, which carries additional requirements, including a cap on the proportion of temporary foreign workers in the workforce and the CMA unemployment rate restriction.
ESDC explicitly warns that artificially adjusting the offered wage to fit a preferred stream or to avoid a specific program requirement could result in a negative LMIA decision.
The offered wage must be consistent with the prevailing wage rate for the occupation at the work location, meaning it should reflect what Canadian citizens and permanent residents with similar skills and experience are being paid for the same job.
How This Affects The Low-Wage LMIA Stream
The higher thresholds mean that more positions will now fall under the low-wage stream than before, because wages that previously sat at or above the old threshold may now fall below the new one.
This is significant because the low-wage stream carries several additional restrictions that do not apply to high-wage applications, including the CMA unemployment rate measure.
Most low-wage applications in a CMA with an unemployment rate of 6% or higher will not be processed unless the position qualifies for an exemption.
Employers in provinces where the threshold increased substantially, such as Nova Scotia, British Columbia, and Nunavut, should review all current and planned job offers to determine whether any positions that were previously classified as high-wage now fall below the updated line.
The low-wage stream also requires employers to advertise positions for 8 consecutive weeks before filing an LMIA, up from the 4-week requirement that was in place before April 1, 2026.
Employers must also demonstrate adequate efforts to target youth in their recruitment and are subject to a cap on the proportion of low-wage temporary foreign workers in their total workforce.
26 Canada’s 41 tracked CMAs currently have unemployment rates of 6% or higher, meaning most low-wage LMIA applications in those regions will not be processed unless the position qualifies for an exemption.
How This Affects The High-Wage LMIA Stream
Employers filing under the high-wage stream are not subject to the CMA unemployment rate restriction, workforce proportion caps, or the 8-week advertising requirement that applies to low-wage applications.
The high-wage stream generally requires employers to submit a transition plan, although specified occupations and application categories are exempt.
The transition plan must include specific, measurable commitments such as increasing wages for domestic workers, investing in training programs, or targeting recruitment toward underrepresented groups in the Canadian labour force.
The minimum advertising requirement for high-wage positions remains 4 consecutive weeks within the 3 months before the LMIA submission date.
High-wage LMIA applications also carry the standard $1,000 processing fee per position, which cannot be recovered from the temporary foreign worker under any circumstances.
What Foreign Workers Should Know
Foreign workers awaiting employer-supported work permits should understand how higher wage thresholds can affect their job prospects and application timelines.
A position that was classified as high-wage under the previous threshold may now fall into the low-wage category if the offered wage sits between the old and new figures.
If the position shifts to the low-wage stream, it becomes subject to additional restrictions, including the CMA unemployment rate measure.
Most applications in a restricted CMA will not be processed unless the position falls under an eligible exemption.
Workers should ask their prospective employer to confirm which LMIA stream the position falls under based on the updated thresholds before making relocation or employment decisions.
Workers already holding a valid work permit are not directly affected by the threshold change.
The new thresholds apply only to LMIA applications received on or after July 17, 2026, not to existing permits or applications already submitted under the previous figures.
Workers exploring LMIA-exempt pathways under the International Mobility Program are not affected by these wage threshold changes, since IMP work permits do not require an LMIA.
What Employers Must Do Now
Employers preparing to submit LMIA applications on or after July 17, 2026, should take the following steps immediately.
Review every current and planned job offer against the updated wage threshold for the applicable province or territory to confirm which LMIA stream the position falls under.
If a position that was previously high-wage now falls below the new threshold, the employer must meet all low-wage stream requirements, including the 8-week advertising rule, the youth recruitment obligation, the workforce proportion cap, and the CMA unemployment rate restriction.
Check the CMA unemployment rate for any work location that falls into the low-wage stream, because most applications in CMAs with a rate of 6% or higher will not be processed unless the position qualifies for an exemption.
Exemptions apply to specified positions in primary agriculture, construction, food manufacturing, hospitals, nursing and residential care facilities, caregiving, permanent-residence-only applications, and certain short-duration or highly mobile occupations.
Ensure the offered wage is consistent with the prevailing wage rate for the occupation and work location, because artificially inflating wages solely to qualify under the high-wage stream can result in a negative LMIA decision.
Employers with LMIA applications already submitted before July 17, 2026, are assessed under the previous thresholds that were in effect at the time of submission.
The July 17, 2026, wage threshold update affects employers submitting applications through the standard high-wage and low-wage LMIA streams.
With 12 of 13 provinces and territories seeing increases, the dividing line between high-wage and low-wage LMIA streams has shifted meaningfully in most jurisdictions.
The practical effect is that more positions may now fall into the low-wage stream, subjecting them to the full range of additional restrictions that the federal government has been tightening steadily since September 2024.
Employers should plan their hiring strategies around these updated figures and monitor the ESDC program page for any further changes, as thresholds are updated periodically when new Labour Force Survey data becomes available.
Workers and immigration professionals should factor the new thresholds into their assessment of job offers and LMIA feasibility, particularly in provinces where the increase is large enough to shift borderline positions from one stream to the other.
For workers considering LMIA jobs in Canada, the updated thresholds may create new opportunities in regions where employers are now required to offer higher wages to qualify under the high-wage stream, but they also narrow access in regions where the low-wage stream is restricted by elevated CMA unemployment rates.
The combination of higher wage thresholds, expanded advertising obligations, youth recruitment requirements, and CMA unemployment rate restrictions collectively represents the most comprehensive set of TFWP controls currently in effect.
Employers and workers navigating this landscape should consult a licensed immigration professional to ensure compliance with all applicable requirements before submitting any LMIA application under the updated thresholds.
Frequently Asked Questions (FAQs)
If my employer submitted an LMIA application before July 17 but ESDC has not yet made a decision, which threshold applies?
The threshold in effect at the time the LMIA application was received by ESDC determines which stream applies. If your employer submitted the application before July 17, 2026, the previous thresholds remain in effect for that application regardless of when the decision is made. ESDC does not retroactively apply updated thresholds to applications already in the queue.
Can an employer offer a wage that is exactly at the threshold to qualify for the high-wage stream?
Yes, ESDC confirms that if the offered wage is at or above the provincial or territorial hourly wage threshold, the application must be submitted under the stream for high-wage positions. A wage that exactly matches the threshold qualifies as high-wage. However, the wage must still be consistent with the prevailing rate for the occupation and location, so offering precisely the threshold amount could face scrutiny if it is not reflective of what similarly employed Canadians are being paid.
Does the wage threshold apply to overtime pay, tips, or bonuses?
No, the comparison between the offered wage and the threshold is based on the hourly wage rate stated on the LMIA application. Overtime premiums, gratuities, commissions, bonuses, and other variable compensation are not factored into the threshold comparison. The base hourly wage alone determines which stream applies.
Are there any occupations or sectors that are exempt from the wage threshold classification?
The Primary Agriculture stream and Global Talent Stream operate outside the standard high-wage and low-wage application streams. In-home caregiver applications have a separate application pathway, but several requirements still depend on whether the position is classified as high-wage or low-wage, including the minimum advertising period.
Will the wage thresholds change again before the end of 2026?
ESDC identifies this as an annual hourly wage threshold update. The next revision would ordinarily be expected in twenty twenty-seven, although employers should always verify the official table before submitting an LMIA.
Fact-Checked: All wage thresholds and program details in this article are sourced directly from the official ESDC hourly wage threshold and program requirement pages, last verified on July 16, 2026.
Disclaimer: This article is for informational purposes only and does not constitute legal or immigration advice. Consult a Regulated Canadian Immigration Consultant (RCIC) or licensed immigration lawyer for guidance specific to your situation.
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