International Mobility Program
Canada
Hire temporary foreign workers fast
grant_single_labels|summary
grant_single|eligibleFinancing
- grant_single|noCondition
grant_single|deadlines
- grant_single|openingDateFebruary 26, 2021
grant_single|financingType
Other Support
grant_single|eligibleIndustries
- grant_single|allIndustries
grant_single|grantors
- Immigration
- Refugees and Citizenship Canada
- Government of Canada
grant_single|status
grant_card_status|open
grant_single_labels|preview
When no Canadians or permanent residents are available to do the job you need to fill, you can hire a temporary foreign worker without a Labour Market Impact Assessment. To qualify, you need to submit an offer of employment through the Employer Portal and
grant_single_labels|projects
grant_single|admissibleProjectsExample
$52,000
Calgary
Recruiting an agricultural specialist from Mexico to assist in crop management
$72,000
Toronto
Acquiring an environmental engineer from France to improve waste management
$60,000
Winnipeg
Hiring a childcare expert from Australia to develop educational programs
$120,000
Montreal
Hiring a German data scientist to implement AI solutions
$64,000
Ottawa
Bringing a marketing specialist from the UK to enhance outreach
$80,000
Vancouver
Hiring a software engineer from India for developing a new company website
grant_single_labels|admissibility
Eligibility criteria for hiring a temporary worker without an LMIA:
- Employer must be eligible to hire through the International Mobility Program.
- Temporary foreign worker must apply for a work permit after the employer's offer of employment.
grant_eligibility_criteria|who_can_apply
Any employer, including businesses, non-profit organizations, and other types of organizations, can apply to hire a temporary worker without a Labour Market Impact Assessment (LMIA) through the International Mobility Program. The eligibility criteria for this program may vary based on the specific requirements outlined by the government authorities. It's recommended to check the official guidelines or consult with relevant authorities for detailed information on eligibility and application procedures.
grant_single_labels|register
- Submit an offer of employment through the Employer Portal
- The temporary foreign worker must apply for a work permit
- Meet certain conditions and responsibilities once the temporary foreign worker arrives
- Risk of being issued a penalty if conditions and responsibilities are not met
Apply to this program
About Hiring a Worker Without an LMIA
Overview of the Process:
The International Mobility Program allows employers to hire temporary foreign workers without the need for a Labour Market Impact Assessment (LMIA). Employers typically submit an offer of employment through the Employer Portal, after which the foreign worker must apply for a work permit. Upon the worker's arrival, employers must fulfill specific conditions and responsibilities to avoid penalties. It is important to distinguish this process from the Temporary Foreign Worker Program, which is designed for hiring foreign workers requiring an LMIA.
Benefits of Hiring Without an LMIA:
Hiring a worker without an LMIA can offer several advantages to employers, including streamlined processes and quicker recruitment timelines. By leveraging the International Mobility Program, employers can access global talent pools more efficiently and meet temporary labor needs with skilled foreign workers. Additionally, this approach can help businesses address skill shortages and gain diverse perspectives within their workforce.
Submission Process:
To hire a temporary worker without an LMIA, employers must first create an offer of employment through the designated online platform. This offer outlines the terms and conditions of the job, including wages, hours, and job responsibilities. Once the offer is submitted and approved, the foreign worker can proceed with applying for a work permit to legally work in Canada.
Responsibilities of Employers:
Upon the arrival of the temporary foreign worker, employers must adhere to certain obligations to maintain compliance with the program. These responsibilities typically involve providing the agreed-upon wages and working conditions, ensuring workplace safety and insurance coverage, and reporting any changes to the worker's employment status. Failure to meet these responsibilities may result in penalties or sanctions.
Penalties and Enforcement:
Employers who do not fulfill their obligations under the International Mobility Program may face penalties, sanctions, or even bans from hiring temporary foreign workers in the future. It is essential for employers to understand and comply with the program's requirements to avoid legal consequences and maintain positive relationships with foreign workers. Regular monitoring and self-auditing can help employers proactively address any compliance issues and prevent potential penalties.
Conclusion:
Hiring a worker without an LMIA through the International Mobility Program offers a valuable opportunity for employers to access global talent and meet temporary labor needs effectively. By following the designated processes, fulfilling responsibilities, and maintaining compliance with program requirements, employers can successfully navigate the hiring of temporary foreign workers and contribute to a diverse and skilled workforce in Canada.
