LMIA-exempt work permits: a working reference

Most work-permit conversations default to "we need an LMIA". Often a client qualifies under the International Mobility Program instead — faster, cheaper, employer pays a compliance fee rather than running a labour market test. The categories below cover the majority of general-practice files.

Trade-agreement professionals (CUSMA and others)

CUSMA covers named professions for US and Mexican citizens, with a degree or credential requirement per occupation and a pre-arranged Canadian position. The job must genuinely fall within the listed profession — the offer letter and duties have to match the occupation, not just its title. Other free-trade agreements (CETA, CPTPP and bilaterals) have their own, narrower professional and investor categories.

Intra-company transferees

For executives, senior managers, or workers with specialised knowledge moving from a related foreign entity to a Canadian one. Evidence: the corporate relationship between the entities, at least one continuous year of employment abroad with the group in the last three years, and a detailed description of the role that supports the "specialised knowledge" or managerial claim.

Significant benefit and reciprocal categories — now tighter

The C10 "significant benefit" exemption is discretionary and needs a strong, documented case that the work benefits Canada culturally, economically or socially. IRCC has narrowed how generously this and the related reciprocal codes (the C20/C21 family) are read in 2026, particularly for overseas-to-Canada corporate transfers that were being routed through "significant benefit" rather than the intra-company transferee rules. Expect more scrutiny, more refusals, and longer assessment. If the role is genuinely a transfer, build it as an ICT with the corporate-relationship and specialised-knowledge evidence rather than leaning on C10.

Spousal and post-graduation open permits

An open work permit for the spouse of certain skilled workers or students, and the PGWP, are also LMIA-exempt. Check current eligibility carefully — both have narrowed sharply, and spousal open work permit eligibility in particular is now restricted to a narrower set of occupations and study levels than it was.

Always confirm the specific exemption code and its evidence list against current IRCC guidance before advising the employer; the codes are stable but the conditions inside them are moving fast this year.