Audit preparation and compliance

Employers who hire temporary foreign workers in Canada must follow strict compliance obligations to ensure fair treatment and program integrity. They are required to meet all conditions outlined in the Labour Market Impact Assessment (LMIA) or, for LMIA‑exempt hires, the International Mobility Program rules. This includes paying the correct wage, providing the same occupation and working conditions as promised, and maintaining proper records for six years. Employers must also demonstrate that they have not charged recruitment fees to workers and that housing, if provided, meets standards. Compliance is monitored through inspections, which may be random, targeted, or triggered by complaints. The goal is to protect foreign workers and ensure employers respect Canadian labour standards.

Audits are one of the main tools used by the Government of Canada to verify employer compliance. During an audit, officials may request payroll records, contracts, proof of recruitment, and evidence of workplace conditions. They may also interview workers or conduct on‑site visits. If employers are found non‑compliant, consequences can include monetary penalties, public listing on the government website, repayment of wages, or bans on hiring foreign workers for a set period. Audits are designed not only to detect violations but also to encourage employers to maintain transparent, fair, and lawful practices. This system ensures accountability and reinforces trust in Canada’s temporary foreign worker programs.