Program requirements for the Global Talent Stream
On this page
- Eligibility
- Processing fee
- Recruitment fees
- Third-party representatives
- Recruiters
- New employers
- Business legitimacy
- Labour Market Benefits Plan
- Recruitment and advertisement
- Wages
- Job duties and working conditions
- Health insurance
- Workplace safety
- Employment agreement
- Language of work
- Unionized positions
- Employer compliance
- List of designated referral partners for Category A (as of July 2024)
- Eligibility for Category A
- Global talent occupations list for Category B (updated December 2022)
Eligibility
You may be eligible for Category A of the Global Talent Stream (GTS) if you’ve been referred to the GTS by one of the stream's designated referral partners and if you’re hiring an individual with unique and specialized talent to help your business scale up and grow.
If the requested occupation is included on the global talent occupations list, it’ll be processed as a Category B application and must meet Category B requirements.
Or
You may be eligible for Category B of the GTS if you’re seeking to hire highly skilled temporary foreign workers (TFWs) to fill positions in in-demand occupations found on the global talent occupations list. A referral isn’t required to be eligible for Category B.
As an employer applying through the GTS, you must comply with the program requirements for the GTS. You must also uphold the conditions and rules set out in the Immigration and Refugee Protection Regulations and the Immigration and Refugee Protection Act regarding hiring a TFW.
The TFW Program (TFWP) has measures in place to verify and ensure employer compliance with these requirements, and employers who fail to do so will be subject to consequences for non-compliance.
Processing fee
You must pay $1,000 for each position requested to cover the cost of processing your Labour Market Impact Assessment (LMIA) application.
- The processing fee payment (in Canadian dollars) can be made by:
- Visa
- MasterCard
- American Express
- Certified cheque (shall be made payable to the Receiver General for Canada)
- Money order (shall be made payable to the Receiver General for Canada)
- Bank draft (shall be made payable to the Receiver General for Canada)
- The processing fee won’t be refunded if your application is withdrawn at your request, cancelled or if your application receives a negative decision. Refunds are issued only if a fee was collected in error
- The processing fee cannot be paid by nor be recovered from the TFWs
New payment method for LMIA fees now available
We've launched a pilot project that allows for select LMIA processing fees to be paid using online banking. This method is secure, fast and available through most Canadian financial institutions.
How it works
If you submit an LMIA application that requires payment and is for 6 positions or more, you'll have the option to participate in the online banking pilot and will receive an email to confirm your interest. If you wish to participate, simply reply to our invitation email to confirm. Once your application has reached the payment step of our process, we'll send you a second email with instructions on how to make your online banking payment. To help with our internal tracking, please don't send your payment prior to receiving these instructions.
Contact us
If you have any questions about this pilot project:
Recruitment fees
There may be a variety of fees and costs incurred in the process of recruiting TFWs, including but not limited to:
- cost of using a third-party representative
- advertising fees
- fees paid by a TFW for assistance with finding or securing employment
- fees paid by an employer for assistance or advice in the hiring of TFWs
As an employer, you must confirm and ensure that you or anybody recruiting on your behalf doesn’t charge or recover any recruitment fees, directly or indirectly, from the TFWs. Failure to do so will result in a negative LMIA decision.
Third-party representatives
Use of a third-party representative
If you choose to use the services of a third-party representative (paid or unpaid), you must complete the “Third-party information” section of the application.
You mustn’t recover the costs for the services of a paid representative from the TFW. The third-party representative also cannot demand or recover the processing fee or other costs related to recruiting from the TFW.
We may communicate directly with you to verify information provided on the application form from the third-party representative and to complete the Labour Market Benefits Plan (LMBP) as it will include commitments that are employer-specific.
We won’t mediate a dispute between you and a third-party representative nor communicate complaints to a regulatory body on your behalf.
If you have a complaint about your third-party representative, there are ways to get help.
Paid third-party representatives
You may choose to ask a third-party representative to act on your behalf when seeking to use the TFWP to hire a TFW. A paid representative must be authorized to collect a fee or to receive any other type of payment to act on your behalf or to advise you in the application process. An authorized third-party representative is:
- a member in good standing of a Canadian provincial or territorial law society or students-at-law under their supervision, or the Chambre des notaires du Québec
- a paralegal in the Province of Ontario's law society
- a member in good standing of the College of Immigration and Citizenship Consultants (CICC)
Unpaid third-party representatives
An unpaid representative can also assist you but isn’t authorized to collect a fee or to receive any other type of payment for rendering services. An unpaid representative can be a:
- family member
- friend
- not-for-profit group
- religious organization
Recruiters
A recruiter or anybody recruiting for the employer is someone who:
- finds or attempts to find an individual for employment with the employer, or
- assists another person in finding or attempting to find an individual for employment with the employer, or
- refers a TFW to another person who finds or attempts to find an individual for employment with the employer
Some provinces and territories have specific requirements for recruiters and recruitment activities. It’s your responsibility to ensure you comply with those requirements. As an employer, you’re also responsible for the actions of anyone who recruits on your behalf.
New employers
Employers who haven’t employed a TFW in the past 6 years prior to submitting a LMIA application will be subject to a review. The employer must demonstrate that they made reasonable efforts to provide a workplace that’s free of abuse and that they weren’t an affiliate of an employer who is ineligible for the TFWP or in default of any amount payable in respect of an administrative monetary penalty.
A workplace that’s free of abuse includes
- proactive efforts made to prevent workplace abuse
- reactive measures taken to stop abuse
An affiliate includes an employer that’s controlled by another employer
- 2 employers that are under common control, or
- employers that aren’t operated at arm’s length
Business legitimacy
All employers applying to the TFWP must supply documents along with their LMIA application, including a GTS application, to demonstrate that their business and job offer are legitimate.
Labour Market Benefits Plan
You’re required to work with Employment and Social Development Canada (ESDC) to develop an LMBP that demonstrates your commitment to activities that will have lasting, positive impacts on the Canadian labour market.
An LMBP will help you and the Government of Canada identify and track your overall job creation, skills and training investments and other activities that will benefit the Canadian economy through your employment of highly skilled global talent.
The commitments in your LMBP will be divided into mandatory and complementary benefits.
If you’ve been referred by one of the GTS’s designated referral partners and are seeking to hire unique and specialized talent (Category A), you must commit to creating jobs for Canadians and permanent residents as your mandatory benefit.
If you’re an employer in Canada seeking to hire highly skilled TFWs to fill positions in occupations on the global talent occupations list (Category B), you must commit to increasing skills and training investments for Canadians and permanent residents as your mandatory benefit.
In addition to the applicable mandatory benefit for Category A or B in your LMBP, you must also commit to achieving a minimum of 2 complementary benefits in the plan with at least 1 activity for each benefit. The complementary benefits identified by an employer in their LMBP cannot be the same as the mandatory benefit.
Complementary benefits could include, but aren’t limited to job creation, investment in skills and training, transferring knowledge to Canadians and permanent residents, enhanced company performance and implementing best practices or policies as an employer for your workforce.
If you’re applying for positions in both Category A and Category B, you must commit to 1 activity as part of the job creation benefit and 1 activity as part of the investments in skills and training benefit, as well as at least 2 complementary benefits.
Activities to support mandatory and complementary benefits outlined in an employer’s LMBP could include, but aren’t limited to:
- increasing the number of Canadians and permanent residents employed full-time and part-time by the employer
- establishing or enhancing educational partnerships with local or regional post-secondary institutes or with other organizations that are supporting skills and training (for example, providing post-secondary institutes with free licenses or other access to specialized software that will help to build student skills on key industry tools)
- providing paid co-op or internship opportunities for Canadians and permanent residents at the firm
- developing, implementing or participating in initiatives that increase the participation of underrepresented groups in the workplace (for example, hosting and/or attending events that support the professional development and/or hiring of underrepresented groups in the labour market and women in high-skilled technical and/or leadership roles at the firm)
- providing direct training to Canadians or permanent residents, including supporting employees to travel to and attend industry or industry sector conferences relevant to the development of their specialized skillset
- ensuring that the highly skilled TFWs directly supervise and mentor Canadian workers at the firm to support knowledge transfer
- increasing growth of revenue, employment or investment at the firm
- developing or improving best company practices or policies related to attraction/retention of Canadian workforce (for example, by supporting code sprints and hackathons to hire new employees), and
- developing or enhancing partnerships with organizations that assist with the identification of top domestic capital
ESDC will work with you to complete the LMBP during the GTS application process.
Note:
The GTS encourages employers to commit to “Increase Diversity in the Workplace” through their LMBP.
In today’s global market, supporting a diverse and inclusive workforce is key.
- It increases innovation and helps businesses attract and retain the best global talent
- It also ensures that all Canadians have equal access to opportunities
Employers who have already committed to “Increase Diversity in the Workplace” have performed a variety of activities. For example, they’ve:
- developed recruiting plans to target people from underrepresented groups
- participated in professional development events for underrepresented groups
- created groups within their organizations related to diversity and/or underrepresented groups
Consult the applicant guide for more ways to support an “Increase Diversity in the Workplace” commitment in your LMBP.
If you already have an approved LMBP and are submitting another application to the GTS for additional positions, you won’t have to submit a new LMBP; however, updates or additions to your existing LMBP may be required.
As part of this review, you could be asked to provide an update on your commitments to date in the LMBP. You could also be asked to amend or expand existing commitments to reflect your request for additional positions. This will help ensure that returning employers to the GTS continue to provide positive lasting benefits for Canadian workers. Note that a decision by a returning employer not to amend their LMBP on request by ESDC officials could result in a negative assessment for the additional requested position(s).
If you anticipate applying to the GTS for multiple TFWs over a 12-month period, an LMBP can be developed based on the forecasted number of positions to be requested, provided that the commitments made in your LMBP reflect the additional positions sought. If you and ESDC officials agree to use this model, you likely won’t have to update your LMBP each time you return to the GTS until your forecast has been met. Note that this applies only to the LMBP element of the application process, as you’re still required to submit an application each time you wish to access the GTS.
As noted under the processing fee section, processing fees for an application won’t be refunded in the event of withdrawal or a negative assessment, or for choosing to go through a different TFWP stream.
Progress reviews
Progress reviews of your LMBP are separate and distinct from measures to ensure your compliance as an employer with the requirements and conditions of hiring a TFW.
Progress reviews of your LMBP will be conducted by ESDC on an annual basis to assess how well you’re meeting the employer-specific commitments detailed in your LMBP. The annual reviews are your opportunity to report on the progress that your company is making in creating lasting, positive impacts on the Canadian labour market.
Your cooperation and responsiveness with ESDC in regard to scheduling and conducting these progress reviews (including providing supporting documentation) is important to ensuring your continued eligibility for the GTS.
If you don’t make reasonable efforts to meet your LMBP commitments, or complete your progress review within the requested timeframe, you’ll likely receive a negative decision on future applications to the GTS for a period of 2 years. The 2-year period, during which applications to the GTS would generally result in a negative decision, is to begin on the date that the employer is evaluated as having made unreasonable efforts on their LMBP. This progress review assessment of your LMBPs won’t impact your access to other program streams.
Note that you’ll be accountable for the benefits committed to in your employer-specific LMBP even if a TFW whom you hired for a position under the GTS becomes a permanent resident of Canada while working in your organization.
The first progress review of your LMBP will be scheduled approximately 1 year after you sign your LMBP. The review date for your first progress review doesn’t change even if you make amendments to your LMBP through subsequent GTS applications for additional TFWs. The review date also doesn’t change depending on when the TFW is issued a work permit.
Recruitment and advertisement
While there is no minimum recruitment requirement for the GTS, you’re encouraged to recruit Canadians and permanent residents before offering a job to a TFW. You’ll be asked, as part of your application, to describe any recruitment efforts conducted.
Wages
Wages offered to TFWs should be similar to wages paid to Canadian and permanent resident employees hired for the same job and work location, and with similar skills and years of experience.
For the purpose of the GTS, you must pay the prevailing wage, which is defined as the highest of either:
- the regional median hourly wage posted on Job Bank
- the wage that is within the wage range that you’re paying your current employees hired for the same job and work location, and with the same skills and years of experience
- under Category A, for the first 2 unique and specialized positions requested by an employer and approved by the TFWP per calendar year, at least $38.46 per hour that amounts to no less than a base salary of $80,000 annually. For any additional unique and specialized positions requested by the employer (in other words, more than 2) and approved by the TFWP per calendar under Category A, at least $72.11 per hour that amounts to no less than a base salary of $150,000 annually
- under Category B, for occupations with wage floors, employers must offer the hourly wage rate at minimum. Annual wage floors are provided for illustrative purposes only
To determine the median wage on Job Bank:
- go to Compare wages on Job Bank
- in the “Job search” field, enter the job title or the National Occupational Classification (NOC) code (2021 version) that best describes the duties and requirements of the position
- the hourly median wage will be listed in the middle column, by community or area. If the median wage is listed as "N/A," consult the provincial or territorial wage. If it isn’t available, consult the national wage
If the position requires additional skills and years of experience over the applicable NOC description, the wages offered should reflect these additional requirements.
For the purpose of determining the wage rate being offered, we’ll only consider guaranteed wages, which exclude:
- overtime hours
- tips
- benefits
- profit sharing
- bonuses
- commissions
- other forms of compensation
Employers who hire TFWs for unionized positions must offer the same wage rates and forms of compensation as those established under the collective agreement.
Hiring in the province of Quebec
If you’re hiring a TFW in the province of Quebec, consult Quebec’s Ministère de l’Immigration, de la Francisation et de l’Intégration (MIFI) website (French only) to determine the wages that must be offered. Wages offered must be consistent with the wage rate paid to Canadians and permanent residents, working in the same occupation and geographical area.
Employers offering a wage that’s below the prevailing wage rate will be considered as not meeting the labour market factor for the assessment of wages. Therefore, they’ll receive a negative LMIA.
Prevailing wage reviews
For LMIA applications submitted as of January 1, 2024, employers are required to update the wages of TFWs to reflect the prevailing wage. This wage review, as part of the LMIA and employment agreement, ensures that TFWs are paid the prevailing wage at the start of and throughout their employment period.
Regardless of the wage indicated on the LMIA application, employers are required to reassess and apply the prevailing wage at the beginning of a TFW’s period of employment. The prevailing wage must be reviewed annually using updated wages posted on Job Bank (if applicable). Because Job Bank wages are updated yearly in the fall, employers have until January 1 of the following year to do their review.
The updated wage can never go below the wage identified in the positive LMIA at any time during a TFW’s employment period, even if the prevailing wage decreases.
If you’re hiring TFWs in Quebec, consult the wage table provided by the MIFI (French only).
Employers who don’t update wages accordingly may be subject to sanctions under the TFW Program’s employer compliance regime including administrative monetary penalties and bans from using the program.
You don’t need to report a wage modification to Service Canada if it meets the prevailing wage. Consult Modification to a positive LMIA to determine when a change requires contacting the Employer Contact Centre or submitting a new LMIA application.
Job duties and working conditions
The TFWs you hired through the TFWP must only perform duties that correspond to the occupation they were hired for.
Canadian law protects all workers in Canada, including TFWs. The exploitation of TFWs is considered a violation of Canadian laws and human rights.
Employers must:
- pay TFWs for all work (including overtime, where required by law)
- provide workplace safety insurance
- offer TFWs the same benefits as other workers, and
- not take the TFWs identification
Employment in most occupations is covered under provincial or territorial legislation that deals with labour and employment standards, such as hours of work, working conditions and termination of employment. In fact, every province or territory has a Ministry of Labour that can provide information to assist employers and TFWs with questions or issues related to work.
Note: Some employers are federally regulated and, therefore, are covered by the employment standards under the Canada Labour Code.
Health insurance
In applicable provinces/territories, you must obtain and pay for private health insurance that covers emergency medical care for any period during which the TFW isn’t covered by the applicable provincial/territorial health insurance system.
The coverage the employer purchases must correspond with the TFWs’ first day of work in Canada and the costs mustn’t be recovered from the TFWs.
During an employer inspection, an ESDC/Service Canada inspector will look at the policy coverage to make sure that it hasn’t been charged back to the worker, and that it covers at minimum the costs of basic emergency health care for sudden illness or injuries during the period the TFW isn’t covered by the provincial/territorial health insurance. Some private insurance companies offer more comprehensive plans, but ESDC will accept a basic plan so long as it ensures that the TFW won’t have to pay for medical care if they become sick or have an accident while working in Canada.
To demonstrate compliance, the employer must be able to show proof of payment for suitable private health insurance for each TFW, as well as the terms of the policy coverage (for example, the details of what is covered).
Workplace safety
You must always ensure that the TFWs you want to hire under the TFWP are covered from the provincial or territorial workplace safety insurance provider, where required by law. Where the provincial or territorial legislation allows employers the flexibility to opt for a private insurance plan, you must ensure that:
- any private plan chosen provides better or the same level of compensation to that offered by a province or territory
- all employees on the worksite are covered by the same provider
If you’re enquiring about private insurance plan equivalency, contact the appropriate provincial or territorial workplace safety authority.
The coverage you purchased must correspond with the TFWs' first day of work in Canada and the costs mustn’t be recovered from the TFWs.
Employment agreement
Although a copy of the employment agreement isn’t required at the time of LMIA submission, you must commit to providing a completed and signed employment agreement to each TFW on or before their first day of work with you. An employment agreement must:
- include information for employment in the same occupation, with the same wages and working conditions as those set out in the offer of employment
- be drafted in either English or French as preferred by the TFW, and
- be signed by both the employer and the TFW
Employers can develop and use their own employment agreement as long as it contains all the necessary information. You can also use the employment agreement template.
Employers must maintain complete employment records that fully document compliance with the employment agreement throughout the duration of the employment.
For positions in Quebec, visit the MIFI website (French only) for specific requirements regarding the employment contract.
Language of work
English or French are the only languages you can identify as a job requirement in your application and job advertisement. However, if another language is essential for the job, you must provide a justification on the application.
Positions with no language requirement
There may be rare cases where an offer of employment doesn’t require any language for the TFW.
If there’s no language required for the job, you must provide more details on the application, including:
- how the TFW will perform job duties in an effective and safe manner without the ability to communicate in any language, and
- the reasonable measures that are in place to ensure health and safety of all persons at the place of work. To demonstrate this, you must also provide applicable and appropriate documentation with your application
Examples of reasonable measures are:
- having translated workplace safety manuals and procedures
- providing workplace safety training in the TFWs in their identified language
- using international safety signs that use symbols (pictures)
- having official translators on-site, and/or
- employing other workers or supervisors who can speak with the TFWs in their identified language
Unionized positions
If you’re applying to hire TFWs for positions covered under a collective agreement, you must:
- advertise and offer the same wage rates as those established under the collective agreement
- offer the TFWs the same terms and conditions as Canadian and permanent resident workers
- submit a copy of the section of the collective bargaining agreement on the wage structure
The hiring of TFWs mustn’t affect current nor foreseeable labour disputes at the workplace. During LMIA assessment, if it is determined that hiring TFWs is likely to adversely affect the course, the outcome or the settlement of any labour dispute, you’ll receive a negative LMIA decision.
We recommend that you work actively with union representatives to recruit Canadians and permanent residents.
Employer compliance
As an employer, you must comply with all the TFWP requirements for the position you’re requesting. Learn about employer compliance and the possible consequences of non-compliance. The progress reviews of your LMBP under the GTS are separate and distinct from these employer compliance measures.
List of designated referral partners for Category A (as of July 2024)
For Category A of the GTS, employers must be referred by one of the stream’s designated referral partners. The role of designated referral partners listed below is to refer innovative Canadian companies with whom they’re able to vouch for in terms of legitimacy and eligibility for Category A.
Pan-Canadian
- Business Development Bank of Canada
- Council of Canadian Innovators
- Global Affairs Canada’s Trade Commissioner Service
- Innovation, Science and Economic Development Canada – Accelerated Growth Service
- Innovation, Science and Economic Development Canada – Industry Skills Directorate
- Invest in Canada
- National Research Council – Industrial Research Assistance Program (NRC-IRAP)
- Privy Council Office, Special Projects Team
- TECHNATION
Atlantic Canada
- Atlantic Canada Opportunities Agency (multiple locations across the region)
New Brunswick
Newfoundland and Labrador
Nova Scotia
Prince Edward Island
Central Canada
Ontario
- Burlington Economic Development Corporation
- City of Mississauga
- Communitech Corporation
- Federal Economic Development Agency for Southern Ontario
- Government of Ontario, Labour, Training and Skills Development – Ontario Immigrant Nominee Program (OINP)
- Government of Ontario, Ministry of Economic Development, Job Creation, and Trade – Ontario Investment Office
- Invest Brampton
- Invest in Hamilton
- Invest Ottawa
- Invest Sudbury
- Invest Windsor-Essex
- Kingston Economic Development Corporation
- London Economic Development Corporation
- MaRS Discovery District
- Regional Municipality of Niagara
- Sarnia-Lambton Economic Partnership
- Toronto Business Development Centre
- Toronto Global
- Town of Oakville
- Waterloo Region Economic Development Corporation
- York Region
Quebec
- Canadian Economic Development for Quebec regions
- Quebec’s MIFI (French only) (Quebec’s designated referral partners)
Western Canada
Alberta
British Columbia
Manitoba
Northwest Territories
Applications to Category A must be accompanied by a referral form completed by a designated referral partner vouching for the employer’s legitimacy and eligibility for Category A of the stream. Applications submitted to Category A without a referral form will be considered incomplete and won’t be processed.
Eligibility for Category A
For Category A of the GTS, an innovative company must be referred by 1 of the stream’s designated referral partners on the basis that the position being requested requires unique and specialized talent to help the firm scale-up and grow.
In order to be eligible for Category A, a designated referral partner must validate that a company meets the following eligibility criteria:
- is operating in Canada
- has a focus on innovation
- has a willingness, and is capable of growing or scaling up
- is seeking to fill a unique and specialized position in the company, and
- has identified a qualified TFW for potential hire into that unique and specialized position
A unique and specialized position is indicated by:
- at least $38.46 per hour ($80,000 annual base salary), or equivalent to the prevailing wage for the occupation if it is higher. Employers must offer the equivalent of both the hourly wage rate and annual base salary at minimum, and
- advanced knowledge of the industry, and
- advanced degree in an area of specialization of interest to the employer, and/or
- minimum of 5 years of experience in the field of specialized experience
In general, an innovative company that is eligible to be referred to Category A should also be seeking to fill a very limited number of unique and specialized positions (for example, 1 or 2 positions per year) on the basis that very few specialized individuals exist with the unique skill set required for the positions being requested under Category A of the GTS.
In certain exceptional circumstances, ESDC may consider accepting more than 2 referrals for an innovative company per calendar year (resetting on January 1) to Category A provided the company has been successful in meeting its LMBP commitments to date under the GTS. The circumstances under which multiple referrals to Category A (in other words, more than 2 referrals) could be accepted are outlined below:
- for each additional position requested by the innovative company to Category A, the designated referral partner has reconfirmed to ESDC that the employer meets the eligibility criteria for Category A and has also provided its assessment of the additional unique and specialized position being requested, and
- the annual wage for the additional position being requested by the innovative company under Category A per calendar year is at least $72.11 per hour ($150,000 annual base salary), or equivalent to the prevailing wage for that occupation if it’s higher. Employers must offer the equivalent of both the hourly wage rate and annual base salary at minimum. There is no flexibility in the application of the wage requirement for additional positions being requested under Category A
Global talent occupations list for Category B (updated December 2022)
For Category B of the GTS, applications will be accepted from firms in Canada that need to hire highly skilled TFWs for occupations found on ESDC's global talent occupations list, which have been determined to be in-demand and for which there’s insufficient domestic labour supply.
For occupations with wage floors, employers must offer the hourly wage rate at minimum. Annual wage floors are provided for illustrative purposes only .
Global talent occupations list
NOC code 2011 | NOC code 2021 | Occupation | For illustrative purposes only Minimum wage requirement (annual salary) |
Minimum wage requirement (hourly rate) |
---|---|---|---|---|
0213 | 20012 | Computer and information systems managers | Prevailing wage | Prevailing wage |
2131 | 21300 | Civil engineers | Prevailing wage | Prevailing wage |
2133 | 21310 | Electrical and electronics engineers | Prevailing wage | Prevailing wage |
2143 | 21330 | Mining engineers | Prevailing wage | Prevailing wage |
2146 | 21390 | Aerospace engineers | Prevailing wage | Prevailing wage |
2147 | 21311 | Computer engineers (except software engineers and designers) | Prevailing wage | Prevailing wage |
Sub-set of 2161* | Sub-set of 21210* | Mathematicians and statisticians *Positions for actuaries or related occupations are excluded from this subset. | Prevailing wage | Prevailing wage |
2171 | 21211 – Data scientists 21220 – Cybersecurity specialists 21221 – Business system specialists 21222 – Information systems specialists 21233 – Web designers |
Information systems analysts and consultants | Prevailing wage | Prevailing wage |
2172 | 21211 – Data scientists 21223 – Database analysts and data administrators |
Database analysts and data administrators | Prevailing wage | Prevailing wage |
2173 | 21231 – Software engineers and designers 21211 – Data scientists |
Software engineers and designers | Prevailing wage | Prevailing wage |
2174 | 21230 – Computer systems developers and programmers 21232 – Software developers and programmers 21234 – Web developers and programmers |
Computer programmers and interactive media developers | Prevailing wage | Prevailing wage |
2175 | 21233 – Web designers 21234 – Web developers and programmers |
Web designers and developers | Prevailing wage | Prevailing wage |
2241 | 22310 | Electrical and electronics engineering technologists and technicians | $86,000 or higher prevailing wage If you’re submitting an application from the province of Quebec, consult the MIFI website (French only) for wage floors |
$41.35 or higher prevailing wage If you’re submitting an application from the province of Quebec, consult the MIFI website (French only) for wage floors |
2281 | 22220 | Computer network technicians (NOC 2021 occupation: Computer network and web technicians) |
$85,000 or higher prevailing wage If you’re submitting an application from the province of Quebec, consult the MIFI website (French only) for wage floors |
$40.87 or higher prevailing wage If you’re submitting an application from the province of Quebec, consult the MIFI website (French only) for wage floors |
2283 | 22222 | Information systems testing technicians | $85,000 or higher prevailing wage If you’re submitting an application from the province of Quebec, consult the MIFI website (French only) for wage floors |
$41.03 or higher prevailing wage If you’re submitting an application from the province of Quebec, consult the MIFI website (French only) for wage floors |
Sub-set of 5131** | Sub-set of 51120** | Producer, technical, creative and artistic director and project manager – Visual effects and video game **The position must require a minimum of 3 years of experience in the visual effects, video game or animation industries in 1 or a combination of the following roles: producer, technical director, creative director, artistic director or project manager, senior coordinator, department manager, with 3 years of job experience in at least 1 or more of the following skills relevant to the visual effects, video game or animation industries: surfacing and look development; character or simulation rigging; matte painting; managing budgets or teams; or technical pipeline development and application for visual effects, video games, or animation production. | $85,000 or higher prevailing wage If you’re submitting an application from the province of Quebec, consult the MIFI website (French only) for wage floors |
$40.87 or higher prevailing wage If you’re submitting an application from the province of Quebec, consult the MIFI website (French only) for wage floors |
Sub-set of 5241*** | Sub-set of 52120*** | Digital media designers ***The position must require a minimum of 3 years of job experience in at least 1 of the following digital media design skills: 3D modeling, compositing, paint and roto, layout and match move, digital environment and Matte painting, texture, lighting shading, character effects, effects and simulations, design and scenario, rigging, user interface or user experience, responsive design (for gaming), virtual reality, augmented reality, digital media animation, levels editing for digital media design, software editing for digital media design, pipeline software development or applications relevant for digital media design | $80,000 or higher prevailing wage If you’re submitting an application from the province of Quebec, consult the MIFI website (French only) for wage floors |
$38.46 or higher prevailing wage If you’re submitting an application from the province of Quebec, consult the MIFI website (French only) for wage floors |
Note: Due to the TFWP’s migration to NOC 2021, the published global talent occupation list will display NOC 2011 codes and NOC 2021 codes. Some NOC codes are duplicated in this table as a result of the NOC migration.
Page details
- Date modified: