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Harvest Hills Recruiting > Employers

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We have Your Global Talent

Harvest Hills Immigration & Citizenship Ltd. (o/a Harvest Hills Recruiting) delivers the skilled, work-ready candidates your organization needs—faster, safer, and fully compliant with Canadian regulations.

What to expect:

  • Licensed across three provinces.
  • End-to-end LMIA & LMIA-exempt strategy, advertising, and compliance management
  • Screened / vetted candidates with verified credentials and language scores
  • Industry-specific recruiting teams (Healthcare, Tech, Engineering, Trades, Hospitality, Agriculture)
  • Global talent pipeline spanning Asia, North Africa, South America and Canada
  • Settlement support ensuring higher retention and faster productivity
Ready to hire? 
Harvest Hills Immigration & Citizenship Ltd

Our Divisions

We have two main divisions to cover all possible positions, industries, and hiring needs. We also provide confidential hires for any position should you need it.

  • IT / Engineering (FTA)
  • Accounting / Finance (FTA)
  • Administration
  • Business Analyst (FTA)
  • Clerical
  • Communications
  • Reception
  • Trades Workers
  • Field Technicians
  • Farm Workers (LMIA)
  • Construction Labourers
  • General Labourers
  • Drivers
  • Hotels
  • Hairdresser / Barber
  • Restaurants
  • Home Care Worker
  • Disability Care Worker

Employer Information / Hire Workers

1. Determine the Need for a Labour Market Impact Assessment (LMIA)

Most employers require an LMIA to hire a temporary foreign worker. An LMIA confirms that there is a need for a temporary foreign worker and that no Canadians or permanent residents are available to do the job.

**Check LMIA Exemptions: Some workers may be exempt from needing an LMIA. Review the LMIA exemption codes to see if your situation qualifies.

2. Apply for an LMIA (If Required)

  1. Eligibility: Ensure your business meets the eligibility criteria for the LMIA application.
  2. Application Process: Submit your LMIA application through the LMIA Online portal. You’ll need a Job Bank for employers account to use this portal. 
  3. Required Documents: Gather necessary documents such as business license, tax documents, recruitment efforts, and job offer details.

3. Offer of Employment

  1. Create a Job Offer: Once you receive a positive LMIA, create a job offer for the foreign worker. 
  2. Submit Offer: For LMIA-exempt positions, submit the offer of employment through the Employer Portal. 

4. Work Permit Application

  1. Worker Applies: The foreign worker applies for a work permit, providing the LMIA or offer of employment number. 
  2. Processing: The worker’s application is processed by Immigration, Refugees and Citizenship Canada (IRCC).

5. After Hiring

  1. Compliance: Ensure compliance with all terms and conditions outlined in the LMIA decision letter and the Immigration and Refugee Protection Regulations (IRPR). 
  2. Record Keeping: Maintain all relevant records for 6 years, including documents related to the LMIA, work permit, and employment conditions. 

Employer Compliance and Legal Responsibilities

As an employer, you must:

  1. Adhere to LMIA Conditions: Follow the terms outlined in the LMIA decision letter and annexes.
  2. Maintain Records: Keep all relevant records for 6 years, including documents related to the LMIA and employment conditions. 
  3. Report Changes: Inform the Employer Contact Centre of any changes or errors with an approved LMIA or changes in temporary foreign worker (TFW) working conditions. 
  4. Provide Working Conditions: Ensure that working conditions are the same or better than those specified in the job offer. 
  5. Pay Wages: Pay wages that are at least the same as those offered to Canadians in similar positions.
  6. Provide Housing: Provide or ensure that suitable and affordable housing is available for the TFW you’ll employ. Canada.ca
  7. Transportation Support: Employers are obligated to provide support for transportation for low-wage workers. Canada.ca
  8. Facilitate Inspections: Cooperate with inspections by providing requested documents and allowing interviews with workers. Canada.ca
 

📞 Contact Information for Employers

For inquiries or assistance:

Employer Contact Centre: 1-800-367-5693 Canada.ca

🔗 Official Canadian Government Resources

  1. Hire a Temporary Foreign Worker
  2. LMIA Online Portal Resources
  3. Employer Compliance Information

Immigration & Legal Information

Labour Market Impact Assessment (LMIA) is a key component for employers hiring foreign workers under the Temporary Foreign Worker Program (TFWP). The LMIA process involves:

  1. Employer Application: Employers must apply to Employment and Social Development Canada (ESDC) for an LMIA, demonstrating the need for a foreign worker.

  2. Processing Time (As of September 2025):
    The processing time for an LMIA varies depending on the stream (e.g., High-Wage, Low-Wage, Agricultural, Global Talent Stream).

        1. Global Talent Stream: 9 business days
        2. Agricultural Stream: 14 business days
        3. Seasonal Agricultural Worker Program: 7 business days
        4. High-wage and Low-wage Streams: 37 / 41 business days
        5. Permanent Residence Stream: 254 business days

    Read More

    • Note: Times can vary due to application volume and completeness

Employer Obligations:

Employers must meet specific requirements, such as providing accurate information and adhering to employment standards .

👥 Temporary Foreign Worker Program (TFWP)

The TFWP allows employers to hire foreign workers when qualified Canadians or permanent residents are unavailable. Key aspects include:

  1. LMIA Requirement: Most streams require a positive LMIA.
  2. Employer Responsibilities: Employers must comply with federal and provincial/territorial laws, provide accurate information, and maintain records for six years. Canada.ca
  3. Worker Rights: Workers are entitled to the same rights and protections as Canadian workers, including fair wages, safe working conditions, and protection from abuse .

🌐 International Mobility Program (IMP)

The IMP facilitates the entry of foreign workers without the need for an LMIA. This program includes:

  1. Exemptions: Certain categories, such as intra-company transferees, international agreements, and significant benefit to Canada, are exempt from the LMIA requirement.
  2. Employer Obligations: Employers must submit an offer of employment through the Employer Portal and pay the compliance fee.
  3. Employer Responsibilities: Employers must comply with federal and provincial/territorial laws, provide accurate information, and maintain records for six years. Canada.ca
  4. Worker Rights: Workers under the IMP have similar rights to those under the TFWP, including protection from exploitation and access to workplace safety .

🛂 Work Permit Types

Canada offers various work permits, categorized as:

  1. Employer-Specific Work Permits: Tied to a specific employer and job.
  2. Open Work Permits: Allow workers to work for any employer, with some restrictions.
  3. Post-Graduation Work Permits: For international students who have completed a program at a designated learning institution.

📋 Employer and Employee Obligations

Employer Obligations:

  1. Compliance with LMIA Conditions: Adhere to the terms outlined in the LMIA decision letter.
  2. Record Keeping: Maintain records related to employment for six years.
  3. Reporting Changes: Inform authorities of any significant changes in employment conditions .

Employee Rights:

  1. Fair Treatment: Entitled to the same rights as Canadian workers, including fair wages and safe working conditions.
  2. Protection from Abuse: Employers cannot confiscate passports or work permits, and workers must not be subject to threats or coercion .

🔗 Official Canadian Government Resources

For detailed and official information, refer to the following resources:

  1. Labour Market Impact Assessment Application Processing Times
  2. Temporary Foreign Workers: Your Rights Are Protected
  3. Employer Compliance Information
  4. International Mobility Program
How long does the LMIA process take?

Processing Time (As of September 2025):
The processing time for an LMIA varies depending on the stream (e.g., High-Wage, Low-Wage, Agricultural, Global Talent Stream).

      1. Global Talent Stream: 9 business days
      2. Agricultural Stream: 14 business days
      3. Seasonal Agricultural Worker Program: 7 business days
      4. High-wage and Low-wage Streams: 37 / 41 business days
      5. Permanent Residence Stream: 254 business days

Read More

  • Note: Times can vary due to application volume and completeness

Employers incur several costs in the LMIA process:

  1. LMIA Application Fee: CAD $1,000 per position (exemptions apply for some agricultural jobs).
  2. Recruitment Costs: Job advertisements and related activities prior to application.
  3. Transportation: Employers must cover round-trip airfare for low-wage workers and seasonal agricultural workers.
  4. Accommodation: May need to provide or arrange affordable housing (especially for agriculture).
  5. Health Insurance: Must provide private health insurance until the worker is eligible for provincial health care.

Wages and Benefits: Must meet prevailing wage standards set by Employment and Social Development Canada (ESDC).

Processing Time (as of November 2025):
Work permit processing times vary depending on the stream—such as LMIA-based or LMIA-exempt applications—and the applicant’s country of residence. On average, applications processed outside Canada take approximately 11 to 16 weeks.

Read More

  • Note: Times can vary due to application volume and completeness

1. Direct Recruitment Costs

  1. Recruitment agency fees – Paid exclusively by the employer, as Canadian law prohibits charging workers any recruitment fees.

  2. Fee model – Typically calculated as a percentage of the first-year salary (e.g., 10%).

2. Government Fees

  1. LMIA application fee – $1,000 per position (mandatory and non-refundable).

  2. Employer Compliance Fee – $230 per worker (applies to LMIA-exempt work permits, such as Francophone Mobility).

1. Work Permit Application Representation (Mandatory)

Please note that our Recruiting Services (connecting you with a Canadian employer) are separate from Immigration Representation (preparing and submitting your work permit application).

Under Canadian law, anyone who provides immigration advice or representation for a fee must be a licensed professional. To protect you and to support a successful application, we require that your work permit application be professionally handled by one of the following:

    1. A Regulated Canadian Immigration Consultant (RCIC) in good standing with the College of Immigration and Citizenship Consultants (CICC); or

    2. A Canadian lawyer or licensed paralegal in good standing with a provincial or territorial law society.

2. Your Options for Representation

You have two options for handling your work permit application:

Option A – Hire an Independent Representative

You are free to hire any licensed Canadian lawyer or RCIC of your choice. If you select this option, you must provide us with:

    1. A copy of your signed service/retainer agreement with your chosen representative; and

    2. Your representative’s direct contact information.

You must also confirm with your representative that they will promptly share the following documents with us upon receipt:

    1. A copy of the final work permit application submitted to IRCC;

    2. The IRCC official submission confirmation (showing your application/file number);

    3. Any biometrics or passport request letters; and

    4. The final decision letter issued by IRCC.

Option B – Retain Our Company (No Service Fee Except Government Fees – Total $240 CAD)

You may also choose to retain our company, Harvest Hills Immigration & Citizenship Ltd., to professionally prepare and submit your work permit application. We are Regulated Canadian Immigration Consultants (RCICs) licensed to provide this service.

    1. Service: Work Permit Application – Preparation & Submission

    2. Professional Fee: $0 CAD

    3. Government Fees Payable by You: Work Permit Fee ($155) + Biometrics Fee ($85) = $240 CAD per person

Disclaimer: This is a completely optional immigration service, separate from our recruiting activities. The choice to retain us for this service is entirely yours and will not affect your eligibility for our recruiting services.

3. Required Government Application Fees

These fees are paid directly to the Government of Canada (IRCC) and are separate from any professional representation fees.

    1. Work Permit Application Fee: $155 CAD (per person)

    2. Biometrics Fee: $85 CAD (per person)

Note: If your country has foreign currency controls and you are unable to pay these fees directly to IRCC, our company may pay these government fees on your behalf. In that case, you will reimburse us for these amounts after your work permit is approved and you have arrived in Canada.

4. Important Notice: Unauthorized Representatives

  1. To protect your application and ensure full compliance with Canadian law, we cannot work with unlicensed or unauthorized third-party “ghost” consultants or agents.
  2. If an unlicensed third party becomes involved in your immigration file, our services will be halted immediately, and we will no longer be able to assist you with your recruitment or immigration process.

Yes, but with conditions.

    1. Spouses: Can often apply for an open work permit if the principal worker has a high-skilled job (NOC TEER 0, 1 & selected 2, 3) https://www.canada.ca/en/immigration-refugees-citizenship/services/work-canada/special-instructions/spouses-dependent-children/eligibility.html#high-skilled-teer-2
    2. Children: Can apply for study permits or visitor visas. They may also be eligible for public education.

Dependent family members must apply separately and approval is not guaranteed.

Temporary Foreign Workers (TFWs) in Alberta have several important rights:

  1. Employment Standards: Same as Canadian workers—minimum wage, hours of work, overtime, holidays, etc.
  2. Workplace Safety: Covered under Alberta’s Occupational Health and Safety (OHS) laws.
  3. No Recruitment Fees: Workers will never be charged recruitment fees, as this is prohibited by law in Canada
  4. Right to Change Employers: With proper authorization (e.g., new LMIA and work permit), workers can change employers.
  5. Access to Healthcare: Eligible for Alberta Health Care Insurance Plan (AHCIP) shortly after arriving and beginning work.

Protection from Abuse: Workers are protected from employer mistreatment, unsafe work, or coercion.

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