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
- Refugees and Citizenship Canada
- Government of Canada
- Immigration
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
This process is available for employers across Canada looking to hire temporary foreign workers under the International Mobility Program. Due to its federal nature, no specific geographical limitations within Canada are indicated.
- All provinces and territories in Canada.
grant_single|admissibleProjectsExample
$52,000
Recruiting an agricultural specialist from Mexico to assist in crop management
$72,000
Acquiring an environmental engineer from France to improve waste management
$60,000
Hiring a childcare expert from Australia to develop educational programs
$120,000
Hiring a German data scientist to implement AI solutions
$64,000
Bringing a marketing specialist from the UK to enhance outreach
$80,000
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
Here are the steps to hire a worker without an LMIA through the International Mobility Program:
- Step 1: Create Employer Portal Account
- Access the Employer Portal through the official Canadian immigration website.
- Register for an account if you do not already have one.
- Step 2: Submit an Offer of Employment
- Log into the Employer Portal using your credentials.
- Complete all mandatory fields in the Offer of Employment form.
- Provide detailed information about the job position and the foreign worker.
- Pay the employer compliance fee.
- Submit the Offer of Employment through the portal.
- Step 3: Await Work Permit Application by Worker
- Inform the temporary foreign worker to apply for a work permit.
- Ensure the worker has access to the submitted Offer of Employment information for their application.
- Step 4: Monitor and Fulfill Employer Responsibilities
- Once the foreign worker arrives, ensure compliance with Canadian employment standards.
- Maintain records and documentation as required under the program.
- Be prepared for possible employer inspections.
grant_single_labels|otherInfo
- 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
Understanding the International Mobility Program for Temporary Workers
The International Mobility Program (IMP) provides an opportunity for Canadian employers to hire temporary workers without the need for a Labour Market Impact Assessment (LMIA). This streamlines the hiring process, offering a more efficient route to fill labor shortages temporarily.
Navigating the Hiring Process Under the International Mobility Program
Hiring through the International Mobility Program (IMP) requires employers to adhere to a specific set of procedures designed to facilitate hiring foreign nationals while ensuring compliance with Canadian regulations. The primary benefit of the IMP is that it alleviates the need for an LMIA, a process traditionally used to demonstrate that no local workers are available for a position. Instead, the IMP allows for certain exemptions that speed up hiring in sectors and roles where there is a recognized international need or where foreign and Canadian workers alike can mutually benefit from the exchange.
To begin the process, employers must submit an offer of employment that can be processed through the Employer Portal. This is a critical step, as it formally outlines the terms of employment, including the job description, wage, and duration of employment. Employers must ensure that their financial resources and operational needs are adequately described in the offer to ensure it aligns with both the expectations of the program and the needs of the future employee.
Once the offer is submitted, the foreign worker applies for a work permit. This stage involves a review by immigration officials to determine eligibility based on the specific parameters of the IMP, as well as general admissibility criteria. Critical components of the application process include verifying the authenticity of the job offer and assessing the prospective worker's qualifications and intent to comply with the terms of the permit.
Employers must remain mindful of the conditions and responsibilities that come with hiring a worker through the IMP. Compliance with wage and working condition standards is paramount. Failure to meet these obligations can result in penalties or revocation of eligibility to hire under the program in the future. Furthermore, employers might be subject to inspections to ensure adherence to program conditions. This underscores the importance of maintaining detailed records of employment and ensuring that all documentation is accurate and up-to-date.
Voluntary disclosure is an option for employers who identify and report their own compliance issues proactively. By doing so, they may be able to mitigate potential repercussions. This process requires transparency and a willingness to correct any discrepancies, potentially involving reevaluation of how policies are adhered to within their hiring practices.
Finally, penalties for non-compliance can range from fines to restrictions on the ability to hire foreign workers through Canadian immigration programs. Thus, adhering to the guidelines and maintaining a high standard of employment practice is not just beneficial but necessary for any business aiming to participate in the IMP. Employers considering this route should invest in a thorough understanding of the program's requirements and ensure that their administrative processes support compliance.
Overall, the International Mobility Program offers a favorable prospect for Canadian businesses seeking to fill specialized roles while enhancing global talent mobility. It enables a swift and lawful method of hiring on international terms, fostering both domestic economic growth and international relations. By following program procedures diligently, employers can leverage international talent pools to bolster their workforce without the complexities associated with an LMIA.
