Recruiting Fee

Our Recruiting Fee

We ensure that every step of our recruitment process is fully legal and ethical.

Harvest Hills Immigration & Citizenship Ltd. (o/a Harvest Hills Recruiting) conducts overseas worker recruitment with 100% ethical practices and in full legal compliance.

What to expect:

1. We match your hiring needs with the best candidates, sharing their résumé, introduction, and skill video.
2. If there is no urgency, we dedicate extra effort to recruiting the best-fit staff.
3. At the same time, we will determine whether the vacant position qualifies for an LMIA or an LMIA-exempt work permit.
4. If an LMIA is required, we will launch a recruitment campaign to attract qualified Canadian candidates.
5. If no qualified Canadian candidates are available, we will proceed with the work permit application.
6. Once the permit is approved, we will arrange their arrival in Canada.

Ready to hire?

How much we charge:

Charging or passing recruitment-related costs to foreign workers is illegal and considered a serious crime that may result in government fines or imprisonment.
Our service fee is 12% of the employee’s first-year annual salary, payable once the candidate receives a job offer. For instance, for an annual salary of $30,000, our fee would be $3,600 plus GST. In addition, LMIA applications require a $1,000 government processing fee paid by the employer, while LMIA-exempt applications require a $230 compliance fee. Employers are legally obligated to retain these receipts for six years.
Our firm provides full support for the employee’s work permit application at no additional cost. The worker is responsible only for the mandatory government application fees ($155 work permit fee + $85 biometrics fee, as of 2025). If the work permit is refused, or if the employment is terminated within three months for legitimate reasons, we will match and process a replacement candidate at no further recruitment charge. In such cases, the employer will only be responsible for the applicable government fees (either $1,000 or $230).

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
Accounting / Finance
Administration
Business Analyst
Clerical
Communications
Reception

Trades Workers
Field Technicians
Farm Workers
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)

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

3. Offer of Employment

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

4. Work Permit Application

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

5. After Hiring

Compliance: Ensure compliance with all terms and conditions outlined in the LMIA decision letter and the Immigration and Refugee Protection Regulations (IRPR).
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:

Adhere to LMIA Conditions: Follow the terms outlined in the LMIA decision letter and annexes.
Maintain Records: Keep all relevant records for 6 years, including documents related to the LMIA and employment conditions.
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.
Provide Working Conditions: Ensure that working conditions are the same or better than those specified in the job offer.
Pay Wages: Pay wages that are at least the same as those offered to Canadians in similar positions.
Provide Housing: If applicable, provide adequate housing for workers, especially under programs like the Seasonal Agricultural Worker Program. Canada.ca
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

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:

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

LMIA Requirement: Most streams require a positive LMIA.
Employer Responsibilities: Employers must comply with federal and provincial/territorial laws, provide accurate information, and maintain records for six years .
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:

Exemptions: Certain categories, such as intra-company transferees, international agreements, and significant benefit to Canada, are exempt from the LMIA requirement.
Employer Obligations: Employers must submit an offer of employment through the Employer Portal and pay the compliance fee.
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:

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

📋 Employer and Employee Obligations

Employer Obligations:

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

Employee Rights:

Fair Treatment: Entitled to the same rights as Canadian workers, including fair wages and safe working conditions.
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:

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. 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

Note: Times can vary due to application volume and completeness

What are the employer costs for LMIA?

Employers incur several costs in the LMIA process:

LMIA Application Fee: CAD $1,000 per position (exemptions apply for some agricultural jobs).
Recruitment Costs: Job advertisements and related activities prior to application.
Transportation: Employers must cover round-trip airfare for low-wage workers and seasonal agricultural workers.
Accommodation: May need to provide or arrange affordable housing (especially for agriculture).
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).

How long does the Work Permit process take?

Processing Time (as of September 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 7 to 9 weeks.

Note: Times can vary due to application volume and completeness

How much do Employers pay for Recruitment?

1. Direct Recruitment Costs

Recruitment agency fees – Paid exclusively by the employer, as Canadian law prohibits charging workers any recruitment fees.
Fee model – Typically calculated as a percentage of the first-year salary (e.g., 12%).

2. Government Fees

LMIA application fee – $1,000 per position (mandatory and non-refundable).
Employer Compliance Fee – $230 per worker (applies to LMIA-exempt work permits, such as Francophone Mobility).

3. Settlement / Onboarding Support (if provided)

– Some employers may also cover:
a) Transportation to Canada – (round-trip airfare is mandatory if the work permit is LMIA-based)

b) Initial housing or housing allowance
c) Settlement support services

How much do Employees pay for Work Permit and Optional Settlement Services?

1. Foreign Worker Work Permit Application Fees (Government Fees)

Biometrics fee – $85 per applicant (paid by the foreign worker).
Work permit application fee – $155 per applicant (paid by the foreign worker).

2. Settlement / Onboarding Support (Optional Service – $1,000)

– Some employees may choose our optional Settlement Services, which include:

a) Airport pickup
b) Housing search assistance
c) Opening a bank account
d) Obtaining a Social Insurance Number (SIN)
e) Registering for Alberta Health Care
f) Setting up a mobile phone

Can workers bring their family?

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.

What rights do temporary workers have in Alberta?

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

Employment Standards: Same as Canadian workers—minimum wage, hours of work, overtime, holidays, etc.
Workplace Safety: Covered under Alberta’s Occupational Health and Safety (OHS) laws.
No Recruitment Fees: Workers will never be charged recruitment fees, as this is prohibited by law in Canada
Right to Change Employers: With proper authorization (e.g., new LMIA and work permit), workers can change employers.
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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