The obligations are broadly the same whichever route you used, and they begin before the worker arrives.
Provide the job you described
Substantially the same wage, duties, hours, location and conditions as declared in the offer of employment or LMIA. This is the central obligation and the one most inspections test.
Comply with employment standards
Provincial employment standards apply in full — minimum wage, overtime, hours, breaks, statutory holidays, termination notice. A foreign worker has the same rights as any other employee.
Provide a workplace free of abuse
Physical, sexual, psychological and financial abuse are all covered. Financial abuse includes charging the worker recruitment fees, which is separately prohibited.
Keep records
Six years from the first day of employment.
Cooperate with inspections
Produce documents, answer questions, permit an on-site visit. Refusal is itself a finding.
Make reasonable efforts on health and safety
Including ensuring the worker has access to healthcare where required, and providing employer-paid coverage in the interim in some cases.
What employers underestimate
That obligations attach to the employer, not the immigration route. An LMIA-exempt hire is not a lighter-touch arrangement — it removes the labour market test, not the compliance regime.
And that inspections happen without a complaint. Random selection is part of the system.
Why this is worth reading before hiring
Non-compliance findings carry penalties, potential bans, and public naming. Almost all of them are avoidable with accurate records and a job that matches its description.
This is general information, not legal advice. Verify current obligations on canada.ca and consult a licensed professional.