Labour Market Benefits Plan

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A Labour Market Benefits Plan (LMBP) shows an employer’s commitment to creating positive impacts on the labour market. To ensure that your LMBP does this, you must work with Service Canada to:

What to include in an LMBP

LMBP commitments are split into two categories:

After you submit your application, we will contact you to complete the LMBP.

1 Identify the mandatory benefit

For the mandatory benefit(s) in their LMBP, every employer under the GTS must identify at least 1 activity that will support their achievement of the benefit.

  • Category A of the GTS

    Employers must commit to job creation for Canadians and permanent residents as your mandatory benefit. For this benefit, employers will need to track the number of jobs either directly connected to the temporary foreign worker (TFW) hired or the overall job growth within the company.

    • Example:

      Activities to support this benefit could include, but are not limited to:

      • Hiring additional Canadians and permanent residents to support the foreign worker in their role; and
      • Increasing the number of Canadians or permanent residents employed full-time and part-time by the employer
  • Category B of the GTS

    Employers must commit to investments in skills and training for Canadians and permanent residents as your mandatory benefit.

    • Example:

      Activities to support this benefit could include, but are not limited to:

      • Increasing financial investments in internal skills and training
      • Establishing partnerships with post-secondary institutes or other organizations to support skills and training
      • Providing paid co-op or internship opportunities at the firm, and
      • Participating in work-integrated learning or other federal and provincial skills and training programs

2Identify the complementary benefits

There are many activities that can support your mandatory benefit and 2 complementary benefits.

Here are some examples of activities for each benefit:

  • Job creation (Category B only)
    • Hiring additional Canadians or permanent residents to support the TFW in their role; and
    • Increasing the number of Canadians and permanent residents employed full-time and part-time by the employer
  • Investments in skills and training (Category A only)
    • Providing paid co-op or internship opportunities for Canadians and permanent residents in your organization
    • Providing direct training to Canadians or permanent residents
      • For example: supporting employees to travel to and attend industry or industry sector conferences relevant to the development of their specialized skillset
    • Establishing or enhancing partnerships with post-secondary institutes or with other organizations that are supporting skills and training
  • Increasing diversity in the workplace
    • Increase in diversity by 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 your organization
  • Knowledge transfer

    Knowledge transfer by ensuring that the highly skilled TFWs directly train, supervise and/or mentor Canadian workers at the firm to support knowledge transfer.

    • For example: the TFW leading knowledge sharing sessions or mentoring Canadian/PR employees
  • Enhance company performance
    • Increasing growth of revenue, employment, or investment at your organization
    • Developing or improving best company practices or policies related to attraction/retention of Canadian workforce
      • For example: increasing annual revenue or the number of new clients
  • Best practices and policies
    • For example: referral bonuses, signing bonuses, healthcare/dental coverage, etc.

3Set target for activity/milestone

Set a reasonable and measurable target for the activities your organization commits to during the TFWs employment.

Progress reviews

Each year, Service Canada will conduct progress reviews to assess how well employers are meeting the commitments detailed in their LMBP. The annual reviews are employers’ opportunity to report on the progress that the company is making in creating lasting, positive impacts on the Canadian labour market.

Cooperating with Service Canada throughout the review process is important. Employers must provide supporting documentation to remain eligible. You must keep your records for six full years for audit purposes.

Making changes to the LMBP

Employers who have an approved LMBP and apply for additional TFW positions through the GTS, will not have to submit a new LMBP, however, Service Canada will review your existing plan as a result.

Forecasting commitments

If you anticipate the need to apply for additional TFW positions over a 12-month period, the forecasted number of TFW positions may be included in your LMBP, providing the commitments support the anticipated number. If you and Service Canada officials agree to use this model, you may not have to update your LMBP each time you return to the GTS until your forecast is met or your commitments have expired (whichever comes first).

Note: This applies only to the LMBP element of the application process. You must still apply each time you wish to access the GTS.

If an LMBP and related forecast is developed for only one GTS category, the LMBP will be amended if the employer applies to the other category.

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