LMIA CheckLive snapshot
Current ban counts from the database
578
Currently banned
977
All time on record
British Columbia
Most bans
Bans expiring — next 3 months
Employers becoming eligible to hire again. Verify before advising clients.
No bans expiring this month.
Muhammed Bholat
Ontario · $35,000
Expires
Jun 9, 2026
Victoria Job Bank
Ontario · $35,000
Expires
Jun 27, 2026
2447986 Ontario Inc.
Ontario · $74,000
Expires
Jul 4, 2026
On Route Towing and Heavy Recovery
Ontario · $71,000
Expires
Jul 24, 2026
Important: A ban expiring does not mean the employer is in good standing. Past violations remain on record. Always verify independently and check the full violation history before advising a client to accept any offer.
Province breakdown
Total employers on record and currently banned, by province
British Columbia
Ontario
Alberta
Quebec
Saskatchewan
Manitoba
New Brunswick
Nova Scotia
Newfoundland & Labrador
PEI
Nunavut
Yukon
Red flags checklist
Signs a job offer may be fraudulent or non-compliant — advise clients to watch for these
Employer asks you to pay any fee
Illegal under TFWP rules. Employers must not charge workers recruitment fees.
Offer letter has no LMIA number
Every work permit supported by an LMIA should reference the LMIA number on the offer letter.
Job description is vague or keeps changing
LMIA jobs must match the approved NOC code and duties. Last-minute changes are a red flag.
Employer appears on the banned list
Check this site first. Even previously-banned employers who are now "eligible" carry elevated risk.
Accommodation is tied to employment
Housing provided by an employer creates coercion risk — if you lose the job, you lose housing.
Wage offered is below provincial minimum or NOC median
LMIA conditions require wages that meet or exceed provincial prevailing wages for the occupation.
Recruiter claims to "guarantee" a work permit
No recruiter can guarantee approval. Any guarantee claim signals a likely scam.
You are asked to sign a blank or incomplete contract
Never sign incomplete documents. The contract must match what was submitted with the LMIA.
All 30 ESDC violation codes
Full reference table — codes used in all ESDC enforcement decisions
Record-keeping & Compliance
Could not prove the job offer information was accurate (record-keeping)
Did not keep documents proving employment conditions were met
Could not prove the LMIA job description was accurate
Did not attend a meeting with the government inspector
Did not provide documents requested by the inspector
Did not cooperate with or provide information to the inspector
Working Conditions & Pay
Did not have funds to pay wages agreed with a live-in caregiver
Broke federal, provincial or territorial employment or recruitment laws
Pay or working conditions did not match — or job was not as described — in the offer
Hiring foreign worker did not create or protect jobs for Canadians
Hiring foreign worker did not result in skills transfer to Canadians
Did not hire or train Canadians as committed to
Did not make sufficient effort to hire or train Canadians as committed to
Was not actively operating the business the foreign worker was hired for
Housing & Accommodation
Live-in caregiver was not living in a private home or not providing required care
Live-in caregiver did not receive private furnished accommodation
Did not provide separate quarantine accommodation (minimum 2 metres distancing)
Did not provide cleaning and disinfecting products for quarantine accommodation
Did not provide private bedroom and bathroom for worker who developed COVID-19 symptoms
Did not provide adequate accommodation to seasonal agricultural workers
Worker Rights & Safety
Did not maintain an abuse-free workplace (physical, sexual, psychological, financial, or reprisal)
Prevented foreign worker from complying with Emergencies Act or Quarantine Act
Prevented foreign worker from complying with provincial public health law
Did not pay full wages during mandatory isolation or quarantine period on entry
Did not provide foreign worker with information on their rights in Canada on first day
Did not make rights information available in both official languages
Did not make reasonable effort to provide access to health care when worker was injured or ill
Recruitment Fees
Charged the foreign worker fees related to their hiring
Did not ensure the worker was not charged fees by recruiters or hiring agents
Did not obtain and pay for private health insurance for worker not covered by provincial plan
Penalty scale
Approximate fine ranges under the Immigration and Refugee Protection Act
Minor
$500 – $5,000
Record-keeping failures, missed inspector meetings, minor documentation gaps
Moderate
$5,001 – $50,000
Wage or condition violations, failure to cooperate with inspections, inadequate housing
Serious
$50,001 – $100,000
Abuse, exploitation, failure to provide health care access, severe condition violations
Maximum
Up to $1,000,000
Repeat offenders or egregious violations — may also result in permanent ineligibility
Note: Multiple violations can result in compounding penalties. Repeat offenders face up to $1M per violation category per year.
Official government links
Bookmark these — useful for verification and client advice
ESDC Non-Compliant Employers List
Official source for all employer bans
LMIA Positive List (Open Data)
Quarterly dataset of positive LMIA decisions
IRCC Work Permit Check
IRCC temporary work permit guidance
Report Suspected Fraud
Tip line for reporting TFWP violations
NOC 2021 Job Search Tool
Look up National Occupational Classification codes
Provincial Labour Standards
Links to each province's employment standards
Data sourced from Employment and Social Development Canada (ESDC). Updated hourly.