How much funding can be received?

There is no informations about how much funding can be received.

What is the deadline to apply?

The deadline to apply is not specified.

Who are the financial supporters of the Temporary Foreign Worker Program — Express Entry?

Temporary Foreign Worker Program — Express Entry is funded by Employment and Social Development Canada (ESDC), Government of Canada

What are Temporary Foreign Worker Program — Express Entry's eligibility criterias?

Employers are not eligible if they are an embassy, high commission, or consulate in Canada. Employers must not be on the list of ineligible employers maintained by IRCC. Employers must have been in business for a minimum of 1 year.

Temporary Foreign Worker Program — Express Entry

grant_single|update April 19, 2025

Canada

Hire skilled foreign workers immigrating to Canada

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grant_single_labels|terms_and_conditions

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grant_single_labels|admissibility

grant_single_labels|criteria

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grant_single|eligibleFinancing

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grant_single|deadlines

grant_single|timelineUnspecified

grant_single|financingType

Other Support

grant_single|eligibleIndustries

Construction
Manufacturing
Health care and social assistance

grant_single|grantors

Employment and Social Development Canada (ESDC)
Government of Canada

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grant_card_status|open

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The Temporary Foreign Worker Program (TFWP) — Express Entry assists employers in hiring skilled foreign workers to support their permanent residency applications, focusing on addressing skilled labor shortages in Canada. Starting September 26, 2024, the program introduces new measures including caps on low-wage positions and changes in maximum employment durations.

grant_single_labels|terms_and_conditions

Employers must pay a processing fee of $1,000 for each position requested in a dual intent Labour Market Impact Assessment (LMIA) application (e.g., $1,000 x number of positions = total payment).
Families or individuals seeking to hire a foreign caregiver for home care (with a valid medical certificate) or childcare (with a gross annual income of $150,000 or less and for a child under 13) are exempt from the LMIA processing fee.
No refunds for the LMIA processing fee will be issued for negative decisions, withdrawal, or cancellation, except when a fee is collected in error.

grant_single_labels|projects

Hiring skilled foreign workers for temporary positions in Canada to address skilled labour shortages.
Supporting foreign workers' applications for permanent residency through a job offer under the Express Entry system (including the Federal Skilled Worker Program, Federal Skilled Trades Program, and Canadian Experience Class).
Applying for a dual intent Labour Market Impact Assessment (LMIA) to facilitate both temporary work permits and permanent resident visa applications for skilled foreign workers.
Hiring foreign caregivers to provide in-home care for individuals with medical needs or for child care in cases where families qualify for exemptions.

grant_single|admissibleProjectsExample

$ 2,500

Hiring a foreign chef for a new specialty restaurant

$ 4,000

Hiring a senior marketing strategist for a cooperative

$ 4,500

Bringing an IT expert to Vancouver for a tech startup expansion

$ 2,500

Hiring an experienced welder for a manufacturing company

$ 5,000

Acquiring a data scientist for a Montreal based healthcare startup

$ 3,500

Recruiting a bioengineer for a research project at a Montreal NPO

grant_single_labels|admissibility

The employer must be legitimately operating in Canada and provide documentation to demonstrate business legitimacy.
The job offer must be for a full-time, non-seasonal position in a skilled occupation (as determined by TEER 0/1/2/3 of the National Occupational Classification) for at least one year, or in an eligible skilled trade or technical occupation for at least one year.
The job offer must meet the requirements of one of the following programs: Federal Skilled Worker Program, Federal Skilled Trades Program, or Canadian Experience Class.
The offered wage must meet or exceed the prevailing wage for the occupation and location, or fall within the wage range of current employees in the same occupation and location.
If the position is regulated, the employer must ensure arrangements are made for the foreign worker to obtain necessary certification, registration, or licensing.
Employers submitting applications for high-wage positions must include a transition plan addressing recruitment, retention, and training of Canadians and permanent residents.
Employers must abide by labour and employment standards and ensure workplace safety for foreign workers.
If submitting a dual intent Labour Market Impact Assessment (LMIA), employers must pay the processing fee and comply with related requirements.
For unionized positions, employers must offer the same wages and working conditions as detailed in the collective bargaining agreement.
Employers must not recover recruitment or processing fees from the foreign worker.
Employers must confirm the employment offer is not intended for Quebec residents.

grant_eligibility_criteria|who_can_apply

Employers in sectors with skilled management, professional, scientific, technical or trade occupations, offering positions at TEER 0/1/2/3 of the National Occupational Classification (NOC)
Employers with eligible skilled trade or technical occupations
Employers in the construction sector
Employers in food manufacturing
Employers in hospitals
Employers in nursing and residential care facilities
Private household employers for in-home caregiver positions
Healthcare institutions employing eligible health care provider positions
Employers in primary agriculture hiring farm managers/supervisors and specialized livestock workers (specific NOC codes)

grant_eligibility_criteria|who_cannot_apply

Embassies, high commissions, or consulates in Canada.
Employers on the list of ineligible employers maintained by Immigration, Refugees and Citizenship Canada (IRCC).
Companies that have not been in business for a minimum of 1 year.
Employers hiring workers who intend to reside in the province of Quebec.

grant_eligibility_criteria|eligible_expenses

Processing fee for each position requested in a dual intent Labour Market Impact Assessment (LMIA) application.
Advertising fees and costs associated with recruitment efforts (excluding those recovered from temporary foreign workers).
Cost of using authorized third-party representatives for LMIA and recruitment processes.
Round-trip transportation costs for temporary foreign workers (TFWs) in low-wage positions to and from their country of residence and work location in Canada.
Provision or securing of suitable and affordable housing for low-wage TFWs as defined by the Canada Mortgage and Housing Corporation (CMHC).
Purchase of private health insurance covering emergency medical care for TFWs during any period not covered by the provincial/territorial health insurance system.

grant_eligibility_criteria|zone

This grant program does not specify eligible geographical areas within the provided context. It appears to be applicable nationwide across Canada, except for certain exclusions mentioned regarding the province of Quebec.

grant_single_labels|criteria

There are evaluation and selection criteria for this grant:

The employer must offer a job under one of the listed economic immigration programs.
The job offer must meet specific criteria for each program, such as job types, hours of work, duration, and nature of the position.

grant_single_labels|apply

grant_single_labels|otherInfo

As of September 26, 2024, several new requirements apply to LMIA applications for low-wage positions, including stricter caps on the proportion of Temporary Foreign Workers (TFWs), reduced maximum employment durations, and mandatory provision of transportation and housing.
Employers must pay a $1,000 processing fee per position requested for a dual intent LMIA application, with payment accepted by Visa, MasterCard, American Express, or (in some cases) online banking for six or more positions via a pilot project.
There are specific exemptions from the processing fee, including for families hiring caregivers for individuals with medical needs or for childcare in certain cases, and for applications supporting only permanent residency.
Employers and third-party representatives are prohibited from recovering the LMIA processing fee from foreign workers.
Recruitment fees may not be charged, directly or indirectly, to foreign workers; doing so leads to a negative LMIA decision.
English and French are the only languages that can generally be required for the position, unless another language is demonstrably essential for the job.
Employers are responsible for ensuring foreign workers in regulated occupations have the required certification or licensing before issuing a job offer.
Employers must provide documented proof of business legitimacy with the LMIA application.
High-wage dual intent LMIA applications require a transition plan, unless specific exemptions apply; as of September 26, 2024, positions submitted to support permanent residency are no longer exempt from this requirement.
Employers with fewer than 10 employees nationally must comply with specific limitations on the number of TFWs they can hire in low-wage positions (1 or 2 workers, depending on the cap for the sector).
Employers are obligated to provide a completed and signed employment agreement to the foreign worker on or before their first day of employment.
Only members in good standing with certain regulatory bodies are authorized to provide paid representation in the application process.
Employers new to the Temporary Foreign Worker Program in the past six years will undergo a review to verify the provision of a workplace free from abuse.
Employers must provide or ensure suitable and affordable housing for low-wage TFWs and maintain documentation, as per Canada Mortgage and Housing Corporation (CMHC) definitions.
Private health insurance covering emergency medical care must be obtained and paid for by the employer, covering any period during which the TFW is not covered by a provincial or territorial health system; these costs cannot be recovered from the TFW.
Employers must pay at least the prevailing wage published on Job Bank and must annually review and adjust wages to reflect updates, ensuring compliance throughout the TFW’s employment period.
Foreign workers cannot be required to perform duties for which they were not hired or trained.
Service Canada may contact union representatives for more information if the job is unionized, even though union consultation is not mandatory.
Employment records documenting compliance with the employment agreement must be maintained throughout the employment duration.
No refunds are provided for processing fees except in cases where the fee was collected in error.
Employers remain responsible for the conduct of recruiters acting on their behalf and must ensure compliance with relevant provincial and territorial recruitment regulations.