Low-Wage LMIA Update 2026: How Employers Can Hire in 8 Regions

Low-Wage LMIA Applications Resume in 8 Canadian Regions: What Employers Need to Know (Jan–Apr 2026)

Effective January 9, 2026, Service Canada has resumed processing low-wage LMIA applications in eight Canadian regions where the unemployment rate has fallen below 6%.

For employers in these areas, this reopening is an important opportunity to fill critical staffing gaps, especially in sectors like hospitality, food services, retail, caregiving, manufacturing, and other low-wage occupations.

Applicable period: January 9 – April 9, 2026 (quarterly window, subject to further updates by Service Canada)

What Changed on January 9, 2026 for Low-Wage LMIAs?

Previously, some regions were restricted from submitting low-wage LMIA applications due to higher unemployment. With unemployment in eight specific regions now below 6%, Service Canada has:

• Lifted the pause on low-wage LMIA applications in those areas

• Confirmed that employers may apply for low-wage positions during the Jan 9 – Apr 9, 2026 quarter

• Reinforced that all applications must still meet standard LMIA advertising and recruitment requirements

If your business is located in one of these eligible regions, you once again have access to the low-wage LMIA stream, provided you demonstrate genuine efforts to hire Canadians and permanent residents first.

What the Low-Wage LMIA Update Means for Employers

For employers in the newly eligible regions, this change allows you to:

• Apply for low-wage LMIAs to hire temporary foreign workers

• Recruit for positions that are difficult to fill locally, such as entry-level, support, or shift-based roles

• Strengthen your staffing levels ahead of busy seasons or long-term operational needs

This is especially relevant if you:

• Have advertised locally but cannot find enough Canadian or permanent resident workers

• Operate in sectors like hospitality, agriculture, food processing, caregiving, retail, warehousing, construction, or manufacturing

• Need to document proper recruitment across Canada, including use of national in scope and inclusive job boards

While LMIA approval is never guaranteed, aligning your recruitment efforts with Service Canada’s expectations—especially around fair, broad, and inclusive advertising—is essential.

How AllFirstNationsJobs.ca Supports Service Canada Recruitment

AllFirstNationsJobs.ca is a Canadian-owned job portal focused on connecting:

• First Nations, Indigenous, Métis, and Inuit job seekers, and

• Canadian employers committed to inclusive hiring and outreach to underrepresented groups.

When preparing a low-wage LMIA application, Service Canada expects employers to:

• Advertise widely and not exclude any group of Canadians or permanent residents

• Make genuine efforts to hire locally before turning to foreign workers

• Use credible job boards, including those that reach underrepresented communities

Posting your jobs on AllFirstNationsJobs.ca can help you:

• Demonstrate that you are reaching Indigenous and First Nations job seekers

• Show that you are not limiting recruitment to narrow, niche, or regional-only audiences

• Complement core advertising sources such as Job Bank and other national job boards

AllFirstNationsJobs.ca should form part of a broader, compliant advertising strategy, alongside the other recruitment sources you choose to use.

Hiring Indigenous and First Nations Talent Through Our Job Board

One of the strengths of AllFirstNationsJobs.ca is its focus on Indigenous and First Nations employment. Employers can:

• Highlight that Indigenous and First Nations applicants are encouraged to apply

• Share opportunities in sectors with chronic labour shortages such as:

  • Food service and hospitality

  • Construction and trades

  • Agriculture and farm work

  • Retail and customer service

  • Manufacturing and logistics

• Attract candidates from both urban and rural communities, including remote regions where local opportunities may be limited

From high-wage to low-wage positions, employers can use a single account and dashboard to:

• Post multiple job ads

• Manage applicants

• Track which channels are generating interest from Canadian and Indigenous job seekers

This aligns with many employers’ commitments to reconciliation, diversity, and inclusion in their workforces.

Benefits for Indigenous and First Nations Job Seekers in Eligible Regions

The resumption of low-wage LMIA processing in eight regions can also benefit Indigenous and First Nations job seekers:

• Employers are more motivated to fill vacancies quickly, increasing the number of job postings.

• Many roles offer opportunities for:

  • On-the-job training

  • Stable hours and long-term employment

  • Entry points into new industries

By regularly visiting AllFirstNationsJobs.ca, Indigenous job seekers can:

• Browse jobs employers post in response to labour shortages

• Find roles in:

  • Hospitality, retail, caregiving, agriculture, and trades

  • Support, entry-level, and low-wage positions that may grow into long-term careers

• Apply directly online and connect with employers who recognize the value of Indigenous talent

Even when employers use LMIAs to hire foreign workers, they must still seriously consider qualified Canadians and permanent residents first—so your application as a local Indigenous applicant remains very important.

Steps Employers Should Take This Quarter (Jan–Apr 2026)

If you are an employer in one of the newly eligible regions and are considering a low-wage LMIA application between January 9 and April 9, 2026, here are some practical steps:

1. Review Service Canada’s LMIA advertising requirements

   • Confirm the minimum length of advertising

   • Ensure you are using the required combination of platforms (e.g., Job Bank plus additional sources)

   • Document job ads, screenshots, and applicant responses

2. Post your jobs on AllFirstNationsJobs.ca

   • Create or log into your employer account

   • Post both high- and low-wage positions

   • Clearly mention job duties, wages, hours, and benefits

3. Demonstrate inclusive recruitment

   • Indicate that Indigenous, First Nations, Métis and Inuit applicants are welcome

   • Ensure your hiring process is fair, transparent, and non-discriminatory

4. Keep detailed records for your LMIA file

   • Number of applicants, interviews, and reasons for rejection (if applicable)

   • Copies of job ads and dates they ran

   • Any additional outreach efforts, such as using Indigenous-focused job boards

AllFirstNationsJobs.ca does not provide legal guarantees or LMIA approvals, but it can form an important part of your overall recruitment package.

Building an Inclusive Workforce With AllFirstNationsJobs.ca

The reopening of low-wage LMIA applications in select regions is more than just a policy change—it’s a chance for employers to:

• Rethink how they recruit

• Strengthen relationships with local and Indigenous communities

• Build Workforces that reflect the diversity of Canada

By combining compliant LMIA recruitment, inclusive hiring practices, and smart use of specialized platforms like AllFirstNationsJobs.ca, employers can:

• Fill urgent staffing needs

• Support Indigenous and First Nations economic participation

• Contribute to long-term, community-focused growth

If you’re ready to hire in one of the eligible regions, consider adding AllFirstNationsJobs.ca to your recruitment strategy today—and start connecting with Indigenous talent from coast to coast to coast.

Call us at 604 503 9669 or email to; Clientsrep@allfirstnationsjobs.ca for any assistants in selecting a package.