As we enter 2024, the Government of Canada has introduced several key announcements that will impact the Temporary Worker Program, particularly the low-wage stream. Additionally, Canada has also implemented policies prohibiting visitors in Canada from applying for a work permit from within the country. Furthermore, the government has announced a new caregiver program that will allow caregivers to become permanent residents, and a reduction in the number of hours international students can work.
Temporary Worker Program: Key Updates and Changes
- Low-Wage Stream: The Government of Canada has made significant changes to the Temporary Worker Program, specifically for the low-wage stream. However, the specifics of these changes are not detailed within the given text.
- Prohibition on Applying for Work Permits from within Canada: Canada has implemented new policies that prohibit visitors in Canada from applying for a work permit from within the country. This means that individuals who are currently in Canada on a visitor visa will not be able to apply for a work permit while they are in the country.
New Caregiver Program and Path to Permanent Residency
In a separate announcement, the Government of Canada has introduced a new caregiver program that will allow caregivers to arrive as permanent residents. This program aims to address the growing demand for caregivers in Canada and provide a pathway for them to become permanent residents.
Changes to International Student Work Hours
The government has also announced a reduction in the number of hours international students can work while studying in Canada. This change aims to ensure that international students have sufficient time to focus on their studies and transition to a permanent resident status.
Looking Ahead to 2025 and Beyond
As we look towards 2025 and beyond, several factors may influence immigration policies in Canada. Some potential changes to expect include:
- Increased focus on high-skilled workers: Canada may prioritize high-skilled workers in its immigration policies, potentially leading to a shift in the types of workers being admitted to the country.
- More emphasis on economic growth: The government may focus on policies that promote economic growth and job creation, potentially leading to changes in the Temporary Worker Program and other immigration streams.
- Continued emphasis on diversity and inclusion: Canada has a strong commitment to diversity and inclusion, and it is likely that the government will continue to prioritize these values in its immigration policies.
As Canada continues to navigate the complexities of immigration and labor market dynamics, the Temporary Foreign Worker Program (TFWP) remains a crucial component of the country’s economic strategy. However, from time to time, the government must adapt and refine the program to address various concerns and challenges. One way to achieve this is by implementing stricter regulations.
Why Stricter Regulations are Necessary
Canada’s Temporary Foreign Worker Program is a vital tool for addressing labor market shortages and supporting economic growth. However, the program also faces several challenges that require attention. Some of the key reasons for stricter regulations include:
- Protecting the Domestic Labor Market: Stricter regulations can help prevent the exploitation of domestic workers, ensuring that Canadian citizens and permanent residents have access to job opportunities and fair wages.
- Preventing the Exploitation of Foreign Workers: By imposing stricter standards, the government can protect foreign workers from exploitation and ensure they are treated fairly and with respect.
- Ensuring Compliance with Labor Standards: Stricter regulations can help enforce labor standards, guaranteeing that foreign workers receive the same rights and benefits as Canadian citizens.
- Maintaining Public Support: By addressing concerns about the TFWP, the government can maintain public support for the program and ensure its long-term viability.
- Balancing Economic Needs: Stricter regulations can help balance the competing demands of economic growth and social responsibility, ensuring that the program meets the needs of both employers and workers.
- Aligning with Long-Term Immigration Goals: By refining the TFWP, the government can align the program with its long-term immigration goals, promoting a more sustainable and equitable approach to immigration.
The Benefits of Stricter Regulations
Stricter regulations can have a positive impact on the Temporary Foreign Worker Program, promoting fairness, integrity, and compliance. Some of the benefits of stricter regulations include:
- Promoting Fairness: By setting clear standards and guidelines, stricter regulations can promote fairness and equity in the recruitment and hiring process.
- Upholding the Integrity of the Program: Stricter regulations can help maintain the integrity of the TFWP, ensuring that the program operates as intended and meets its objectives.
- Enhancing Compliance: Stricter regulations can encourage compliance with labor standards and regulations, reducing the risk of non-compliance and its associated consequences.
- Supporting Economic Growth: By promoting fair labor practices and protecting workers’ rights, stricter regulations can support economic growth and stability in the long term.
In conclusion, stricter regulations are a necessary step in ensuring the Temporary Foreign Worker Program operates effectively and efficiently. By addressing the challenges and concerns associated with the program, stricter regulations can promote fairness, integrity, and compliance, ultimately supporting the growth and prosperity of Canada’s economy.
As Canada continues to navigate the complexities of immigration and labor market dynamics, the Temporary Foreign Worker Program (TFWP) remains a crucial component of the country’s economic strategy. However, from time to time, the government must adapt and refine the program to address various concerns and challenges. One way to achieve this is by implementing stricter regulations.
Why Stricter Regulations are Necessary
Canada’s Temporary Foreign Worker Program is a vital tool for addressing labor market shortages and supporting economic growth. However, the program also faces several challenges that require attention. Some of the key reasons for stricter regulations include:
- Protecting the Domestic Labor Market: Stricter regulations can help prevent the exploitation of domestic workers, ensuring that Canadian citizens and permanent residents have access to job opportunities and fair wages.
- Preventing the Exploitation of Foreign Workers: By imposing stricter standards, the government can protect foreign workers from exploitation and ensure they are treated fairly and with respect.
- Ensuring Compliance with Labor Standards: Stricter regulations can help enforce labor standards, guaranteeing that foreign workers receive the same rights and benefits as Canadian citizens.
- Maintaining Public Support: By addressing concerns about the TFWP, the government can maintain public support for the program and ensure its long-term viability.
- Balancing Economic Needs: Stricter regulations can help balance the competing demands of economic growth and social responsibility, ensuring that the program meets the needs of both employers and workers.
- Aligning with Long-Term Immigration Goals: By refining the TFWP, the government can align the program with its long-term immigration goals, promoting a more sustainable and equitable approach to immigration.
The Benefits of Stricter Regulations
Stricter regulations can have a positive impact on the Temporary Foreign Worker Program, promoting fairness, integrity, and compliance. Some of the benefits of stricter regulations include:
- Promoting Fairness: By setting clear standards and guidelines, stricter regulations can promote fairness and equity in the recruitment and hiring process.
- Upholding the Integrity of the Program: Stricter regulations can help maintain the integrity of the TFWP, ensuring that the program operates as intended and meets its objectives.
- Enhancing Compliance: Stricter regulations can encourage compliance with labor standards and regulations, reducing the risk of non-compliance and its associated consequences.
- Supporting Economic Growth: By promoting fair labor practices and protecting workers’ rights, stricter regulations can support economic growth and stability in the long term.
In conclusion, stricter regulations are a necessary step in ensuring the Temporary Foreign Worker Program operates effectively and efficiently. By addressing the challenges and concerns associated with the program, stricter regulations can promote fairness, integrity, and compliance, ultimately supporting the growth and prosperity of Canada’s economy.
Navigating Canada’s Immigration Landscape: What’s New for 2025 and Beyond
As a seasoned immigration expert with over 35 years of experience, we’re excited to share our insights on the latest trends and developments in Canada’s immigration industry. At Mercan Group, we’ve had the privilege of assisting over 15,000 foreign workers and 50,000 individuals in their journey to Canada. In this blog, we’ll dive into what’s next for 2025 and beyond, helping you unlock your chances for success.
Understanding the Basics: Key Terms for Your Pathway to Canada
Before we explore the latest developments, it’s essential to understand some crucial terms that will help you navigate Canada’s immigration landscape. Let’s define three key concepts:
- Labour Market Impact Assessment (LMIA): An LMIA is a document issued by Employment and Social Development Canada (ESDC) that assesses the impact of hiring a foreign worker on the Canadian labour market. It determines whether the worker will have a positive or negative impact on the Canadian economy. If a positive LMIA is obtained, it indicates that the foreign worker will not displace Canadian workers and will contribute to the country’s economic growth.
- Low-Wage: In Canada, low-wage jobs are typically defined as those that pay less than $30 per hour. These jobs are often in sectors such as hospitality, food service, and retail. However, it’s worth noting that low-wage jobs can vary depending on the province and region.
- Skills Levels in Canada: Canada’s National Occupational Classification (NOC) system categorizes occupations into four skill levels:
- Skill Level 0: Management occupations
- Skill Level A: Professional occupations
- Skill Level B: Technical occupations and skilled trades
- Skill Level C: Service occupations and sales
- Skill Level D: Service occupations and sales
- Skill Level E: Labourer occupations
What’s New for 2025 and Beyond?
As we look to 2025 and beyond, several key trends and developments are expected to shape Canada’s immigration landscape. Some of these include:
- Increased Emphasis on Skilled Workers: Canada will continue to focus on attracting skilled workers with in-demand skills and qualifications. This includes occupations in fields such as technology, healthcare, and finance.
- Digital Transformation: The COVID-19 pandemic has accelerated the shift to digital technologies, and Canada will continue to leverage these advancements to streamline immigration processes and improve services.
- Enhanced Regional Immigration Initiatives: Canada will continue to develop regional immigration initiatives, such as the Provincial Nominee Program (PNP) and the Rural and Northern Immigration Pilot (RNIP), to promote economic growth and development in smaller communities.
- Increased Focus on Integration: Canada will prioritize the integration of newcomers, providing support services and resources to help them settle and thrive in their new communities.
At Mercan Group, we’re committed to helping you navigate the complexities of Canada’s immigration landscape. Stay tuned for our upcoming blogs, where we’ll dive deeper into these trends and provide you with expert insights and advice to help you achieve your goals.
Navigating Canada’s Immigration Landscape: What’s New for 2025 and Beyond
As a seasoned immigration expert with over 35 years of experience, we’re excited to share our insights on the latest trends and developments in Canada’s immigration industry. At Mercan Group, we’ve had the privilege of assisting over 15,000 foreign workers and 50,000 individuals in their journey to Canada. In this blog, we’ll dive into what’s next for 2025 and beyond, helping you unlock your chances for success.
Understanding the Basics: Key Terms for Your Pathway to Canada
Before we explore the latest developments, it’s essential to understand some crucial terms that will help you navigate Canada’s immigration landscape. Let’s define three key concepts:
- Labour Market Impact Assessment (LMIA): An LMIA is a document issued by Employment and Social Development Canada (ESDC) that assesses the impact of hiring a foreign worker on the Canadian labour market. It determines whether the worker will have a positive or negative impact on the Canadian economy. If a positive LMIA is obtained, it indicates that the foreign worker will not displace Canadian workers and will contribute to the country’s economic growth.
- Low-Wage: In Canada, low-wage jobs are typically defined as those that pay less than $30 per hour. These jobs are often in sectors such as hospitality, food service, and retail. However, it’s worth noting that low-wage jobs can vary depending on the province and region.
- Skills Levels in Canada: Canada’s National Occupational Classification (NOC) system categorizes occupations into four skill levels:
- Skill Level 0: Management occupations
- Skill Level A: Professional occupations
- Skill Level B: Technical occupations and skilled trades
- Skill Level C: Service occupations and sales
- Skill Level D: Service occupations and sales
- Skill Level E: Labourer occupations
What’s New for 2025 and Beyond?
As we look to 2025 and beyond, several key trends and developments are expected to shape Canada’s immigration landscape. Some of these include:
- Increased Emphasis on Skilled Workers: Canada will continue to focus on attracting skilled workers with in-demand skills and qualifications. This includes occupations in fields such as technology, healthcare, and finance.
- Digital Transformation: The COVID-19 pandemic has accelerated the shift to digital technologies, and Canada will continue to leverage these advancements to streamline immigration processes and improve services.
- Enhanced Regional Immigration Initiatives: Canada will continue to develop regional immigration initiatives, such as the Provincial Nominee Program (PNP) and the Rural and Northern Immigration Pilot (RNIP), to promote economic growth and development in smaller communities.
- Increased Focus on Integration: Canada will prioritize the integration of newcomers, providing support services and resources to help them settle and thrive in their new communities.
At Mercan Group, we’re committed to helping you navigate the complexities of Canada’s immigration landscape. Stay tuned for our upcoming blogs, where we’ll dive deeper into these trends and provide you with expert insights and advice to help you achieve your goals.
Understanding the Labour Market Impact Assessment (LMIA)
Before you can work in Canada, your potential employer needs to obtain a Labour Market Impact Assessment (LMIA). This document is crucial and acts as a “labor market opinion” issued by Employment and Social Development Canada (ESDC).
What does an LMIA do? It essentially allows your employer to hire a foreign worker for a specific, confirmed, and legitimate job in Canada. The LMIA process ensures that hiring a foreign worker is necessary and beneficial to the Canadian economy.
In simple terms, the LMIA process checks that:
- There are not enough qualified Canadians or permanent residents available for the job.
- Hiring a foreign worker will not negatively impact Canadian wages or working conditions.
This is a crucial step in the immigration process, and it’s important to understand its role in your journey to Canada.
What Does “Low-Wage” Mean in Canada?
In Canada, “low-wage” generally refers to any hourly wage that falls below the median hourly wage for a specific region or industry.
Here’s the key takeaway: The definition of low-wage isn’t fixed. It depends heavily on the cost of living in different parts of Canada.
To put it simply: If you’re earning significantly less than the average or median wage for your profession in your region, you’re likely considered to be in a low-wage position.
Why is this important? Understanding low-wage classifications can help you evaluate job opportunities, assess your earning potential, and potentially advocate for higher wages.
Navigating Canadian Job Classifications: NOC and TEER
Have you heard the terms NOC and TEER? These are important classifications used in Canada to categorize skills and occupations.
The National Occupational Classification (NOC) system is used by Immigration, Refugees and Citizenship Canada (IRCC) and Employment and Social Development Canada (ESDC) to organize jobs within the Canadian labor market. This system helps to define and standardize job titles and responsibilities.
In 2021, the NOC was updated to a new version called TEER (The Employment and Economic Classification of Occupations in Canada). While the new TEER system is in place, the previous classification (NOC 2016) is still commonly referenced.
Why are NOC and TEER important?
- Immigration: IRCC uses NOC and TEER to assess the skills and qualifications of potential immigrants.
- Job Searching: Understanding the NOC/TEER classification for your profession helps you find relevant job postings and understand the competitive landscape.
- Education and Training: These classifications can help you determine which educational pathways are most relevant to your career goals.
We’ll explore the specific details of NOC and TEER in upcoming blog posts, helping you navigate these important classifications in the Canadian job market.
Understanding the NOC 2016 Skill Levels:
The NOC 2016 system categorizes occupations into five skill levels, reflecting the educational requirements and complexity of the work. Here’s a breakdown:
NOC 0: Management Jobs
These roles involve planning, directing, and coordinating the work of others. They often require significant experience and leadership skills.
- Examples: Restaurant Managers, Mine Managers, Shore Captains (fishing)
NOC A: Professional Jobs
These occupations typically require a university degree and advanced knowledge in a specific field.
- Examples: Doctors, Dentists, Architects, Nurses
NOC B: Technical Jobs and Skilled Trades
These jobs typically require a college diploma or apprenticeship training, along with hands-on skills.
- Examples: Supervisors, Chefs, Plumbers, Electricians
NOC C: Intermediate Jobs
These roles often require a high school diploma and/or job-specific training.
- Examples: Long-haul Truck Drivers, Food and Beverage Servers
NOC D: Labour Jobs
These occupations typically involve on-the-job training and may not require formal qualifications.
- Examples: Cleaning Staff, Food Counter Attendants, Farmers, Fishplant workers
Navigating the NOC 2016 Skill Levels
Understanding the NOC 2016 skill levels can help you:
- Find relevant job postings: Use the NOC code to filter your job search.
- Assess your skills: Determine your skill level and identify potential career paths.
- Evaluate your educational needs: Understand the qualifications required for your desired occupation.
This information is crucial for anyone working in, or hoping to enter, the Canadian job market.
Understanding the TEER System: A New Framework for Canadian Occupations
In 2021, Canada introduced the NOC 2021 system, which brought with it a new framework known as the Training, Education, Experience and Responsibilities (TEER) system. The TEER system replaces the former skill types and levels with a more detailed categorization:
TEER 0: Management Occupations
This category remains consistent with the NOC 0 category in the previous system, encompassing roles that involve planning, directing, and coordinating the work of others.
TEER 1: Occupations typically requiring a university degree
Similar to the NOC A category, this level includes professions that generally require a university degree and advanced knowledge in a specific field.
TEER 2: Occupations typically requiring a college diploma or apprenticeship training of 2 years or more, supervisory occupations, or those with significant safety responsibilities
This category aligns more closely with higher-level NOC B jobs, encompassing positions that demand a significant level of technical expertise and responsibility.
TEER 3: Occupations typically requiring a college diploma or apprenticeship training of less than 2 years or more than 6 months of on-the-job training
This level aligns with lower-level NOC B jobs, typically requiring specialized knowledge and training but less extensive experience than TEER 2.
TEER 4: Occupations typically requiring a high school diploma or several weeks of on-the-job training
Similar to the NOC C category, this level encompasses roles that typically require a high school diploma and job-specific training.
TEER 5: Occupations typically requiring no formal education or only a high school diploma
This category mirrors the NOC D category, encompassing occupations that generally rely on on-the-job training and may not require formal qualifications.
Navigating the TEER System for Immigration
The specific TEER or NOC level required for immigration programs or employment criteria can vary. Understanding the category your occupation falls under is crucial for navigating different immigration pathways, including Express Entry, Provincial Nominee Programs (PNPs), and other labor market assessments.
For the most accurate and up-to-date information, always refer to the official NOC webpage of the Canadian government, where you can search for job titles and their corresponding NOC or TEER categories.
New Measures Impacting Low-Wage LMIA Applications in Canada
Effective September 26, 2024, significant changes are being implemented for Labor Market Impact Assessment (LMIA) applications related to low-wage positions in Canada. These measures aim to prioritize Canadian workers and safeguard employment opportunities:
- LMIA Processing Restrictions in High Unemployment Areas:
LMIA applications for low-wage positions will no longer be processed in regions with an unemployment rate of 6% or higher. This aims to ensure that available positions are first offered to Canadian residents.
- Reduced Cap on Low-Wage Positions:
The cap on the number of low-wage positions for which an LMIA can be obtained has been reduced from 20% to 10% of an employer’s total workforce. For example, a company with 10 employees can only hire one foreign worker for a low-wage position.
- Shorter Maximum Employment Duration:
The maximum employment duration for low-wage positions is being shortened from 2 years to 1 year. This means that foreign workers granted work permits will have a maximum of one year to work in their respective positions.
- Additional LMIA Processing Restrictions:
LMIA applications for low-wage positions exceeding the new cap will not be processed. LMIA applications for in-home caregiver positions requiring live-in arrangements are also no longer eligible. Additionally, employers who have had an LMIA revoked within the past two years will not be able to submit new applications.
Key Takeaways:
These changes emphasize the Canadian government’s commitment to protecting domestic job opportunities and fostering a robust labor market. Employers seeking to hire foreign workers for low-wage positions must carefully consider these new regulations and ensure their applications meet the revised criteria.
LMIA Processing Pause in Montreal for Low-Wage Positions
From September 3, 2024, to March 3, 2025, LMIA applications for low-wage positions in the Montreal area will not be processed for positions paying below the Quebec median hourly wage of $27.47.
This pause in processing applies only to the Montreal region and is temporary, lasting for a period of six months. It aims to ensure that employment opportunities in the region are offered to Canadian residents first, particularly for positions that fall within the lower wage range.
Key Takeaways:
- This temporary pause in processing applies only to LMIA applications for low-wage positions in Montreal.
- The wage threshold for this pause is set at the Quebec median hourly wage of $27.47.
- This measure is in effect from September 3, 2024, to March 3, 2025.
It’s important for employers seeking to hire foreign workers for low-wage positions in Montreal to be aware of this temporary processing pause and adjust their hiring plans accordingly.
LMIA Changes Impacting Low-Wage Positions in Canada: What You Need to Know
Recent changes to the Labour Market Impact Assessment (LMIA) process for low-wage positions in Canada can have significant implications for both applicants and employers. Here’s a breakdown of what these changes mean:
For Applicants:
- Tighter Eligibility: The restriction on LMIA processing for low-wage positions in areas with unemployment rates of 6% or higher reduces job opportunities for applicants in these locations. Applicants should consider targeting areas with lower unemployment rates.
- Reduced Quota: The reduction of the cap from 20% to 10% means fewer job opportunities for foreign workers in low-wage positions. Companies can hire fewer foreign workers, leading to increased competition among applicants.
- Shorter Employment Duration: The employment duration has been reduced from 2 years to 1 year. This means applicants can only work for a shorter period, requiring more frequent renewals or job changes, and potentially leading to increased uncertainty in their employment situation.
- Location-Specific Restrictions: For example, in the Montreal area, LMIA applications for low-wage positions paying below the median hourly wage of $27.47 will not be processed from September 3, 2024, to March 3, 2025. This limits opportunities in this region for that period.
- Increased Scrutiny: Applications in certain categories, such as those with live-in requirements or from employers with revoked LMIAs in the past 2 years, will no longer be processed. Applicants in these categories may encounter additional hurdles.
These changes demonstrate a shift in the LMIA process for low-wage positions. Applicants should be aware of these changes and adjust their strategies accordingly to navigate this evolving landscape.
A Labour Market Impact Assessment (LMIA) is a document that an employer in Canada may need to get before hiring a foreign worker.
Employers of some types of temporary workers need to get a Labour Market Impact Assessment (LMIA) before the worker applies for a work permit. An LMIA is a document from Employment and Social Development Canada that gives the employer permission to hire a temporary worker.
A positive LMIA will show that there is a need for a foreign worker to fill the job. It will also show that no Canadian worker or permanent resident is available to do the job. A positive LMIA is sometimes called a confirmation letter.
If the employer needs an LMIA, they must apply for one. Once an employer gets the LMIA, the worker can apply for a work permit. To apply for a work permit, a worker needs:
- a job offer letter
- a contract
- a copy of the LMIA, and
- the LMIA number
Mercan has been in the business of assisting Canadian employers for 20 years. We have the expertise and solutions for your company’s workforce needs. We have a streamlined process for foreign worker recruitment in different industries.
If you are a Canadian employer and would like to hire foreign workers, please complete our employer inquiry form below and one of our recruitment consultants will contact you.
The International Mobility Program (IMP) enables Canadian employers to hire temporary foreign workers without the need for a Labour Market Impact Assessment (LMIA). While most employers hiring foreign workers will require an LMIA, there are certain circumstances where LMIA-exemptions exist. These LMIA exemptions are based on the following conditions:
- broader economic, cultural or other competitive advantages for Canada; and
- reciprocal benefits enjoyed by Canadians and permanent residents.
In order to hire a foreign worker through the IMP, a Canadian employer must follow three steps:
- Confirm the position or worker in question qualifies for an LMIA-exemption;
- Pay the employer compliance fee of $230 CAD;
- Submit the official job offer through the IMP’s Employer Portal.
Spouses of common-law partners may be eligible for open work permits if:
- you are a full-time student at:
- a public post-secondary institution, such as a college or university or collège d’enseignement général et professionnel (CEGEP) in Quebec
- a private post-secondary institution that operates under the same rules and regulations as a public institution, and receives at least 50 percent of its financing for its overall operations from government grants (currently, only private college-level educational institutions in Quebec qualify) or
- a Canadian private institution authorized by provincial statute to confer degrees
- you have a valid study permit work permits are valid for the same period of time as your study permit.
Note: Accompanying spouses or common-law partners of foreign students are eligible for an open work permit, which means they do not need a job offer or a labour market opinion from Service Canada.
