Hire a skilled worker to support their permanent residency – Program requirements
2. Program requirements
Effective December 8, 2017, families or individuals seeking to hire a foreign caregiver to provide home care for individuals requiring assistance with medical needs are exempt from paying the Labour Market Impact Assessment application processing fee. Families or individuals with a gross annual income of $150,000 or less, seeking to hire a foreign caregiver to provide childcare in their home to a child under 13 years of age, also qualify for the processing fee exemption.
In addition, the processing fee does not apply to:
- employers choosing only to support a foreign national's application for a permanent resident visa
- higher-skilled positions related to on-farm primary agriculture such as farm managers/supervisors and specialized livestock workers (specifically National Occupational Classification (NOC) codes 0821, 0822, 8252 and 8255)
Employers must pay $1,000 for each position requested (for example $1,000 x number of positions=total payment) to cover the cost of processing a dual intent LMIA application.
The processing fee payment (in Canadian dollars) can be made by:
- American Express
There will be no refund in the event of a negative LMIA, or if the application is withdrawn or cancelled by the employer since the fee covers the assessment process and not the outcome.
Refunds will only be available if a fee was collected in error (for example, an incorrect fee amount was processed).
Employers must be aware that Employment and Social Development Canada (ESDC), has a policy that prohibits employers and third-party representatives from recovering the LMIA processing fee from foreign workers.
Language of work
A distinct language assessment factor has been introduced as subsection 203 (1.01) of the Immigration and Refugee Protection Regulations (IRPR). As a result, English and French are the only languages that can be identified as a job requirement both in LMIA applications and in job advertisements by employers, unless they can demonstrate that another language is essential for the job.
Positions with no language requirement
There may be rare cases where an offer of employment does not require any language for the foreign national.
If there is no language required for the job, you must provide more details on the application, including:
- how the foreign national will perform job duties in an effective and safe manner without the ability to communicate in any language, and
- what reasonable measures 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 work place safety training in the foreign national’s 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 foreign nationals in their identified language
Education, training and experience
Employers are responsible for verifying that the foreign worker has all the necessary training, qualifications and experience to perform the work in Canada.
Employers hiring a foreign worker in regulated occupations in Canada must ensure that arrangements are made with the appropriate regulatory body for the certification, registration or licensing of the foreign worker. A "regulated" occupation is one where a professional or regulatory body has the authority to set entry requirements and standards of practice that lead to a certification or registration, or licence (for example skilled trade occupations with compulsory certification).
Securing the necessary documents to practice in Canada is the employer's and the worker's responsibility. For the purpose of issuing a work permit, Immigration, Refugees and Citizenship Canada (IRCC) must be satisfied that the skilled worker is capable of performing the employment being offered to them. IRCC will check to ensure the skilled worker holds the required certification, or licensing to practice in a regulated occupation in Canada. If the applicant is not certified or licensed, IRCC will assess whether the applicant is likely to qualify for certification when in Canada, before issuing a work permit.
In assessing a job offer for the purpose of issuing a permanent residence visa, IRCC must be satisfied that the skilled workers are able to perform and are likely to accept and carry out the employment being offered to them.
All employers applying to the Temporary Foreign Worker Program (TFWP) must supply documents along with their Labour Market Impact Assessment application to demonstrate that their business and job offer are legitimate.
Although it is not a mandatory requirement, if the position being filled by the foreign worker is unionized, it is recommended that employers:
- work actively with union representatives to recruit unemployed Canadians and permanent residents;
- consult the union on its position regarding the hiring of a foreign worker for the available job;
- confirm that the conditions of the collective agreement (for example wages, working conditions) will apply to the foreign worker.
- ESDC/Service Canada may contact the union for more information.
- The position offered to the foreign worker cannot affect current or foreseeable labour disputes at the workplace, or the employment of any Canadian or permanent resident workers involved in these disputes.
Employers do not need to use the services of a third-party representative to apply for a foreign worker. However, employers who choose to use the services of one of these individuals or organizations must pay for all of the fees associated with the service and meet all of the applicable requirements.
Representatives assist employers by providing services, such as:
- explaining and providing advice on the TFWP;
- completing and submitting the application form and all required documents;
- communicating with ESDC/Service Canada on the employer’s behalf; and
- representing the employer during the application process.
Employers who wish to use the services of a third-party representative, paid or unpaid, must complete the appropriate section of the LMIA application form. Employers must identify their representative and not simply the firm/organization employing this person.
Individuals representing or assisting employers in exchange for compensation (for example money, goods or services) must be authorized under section 91 of the Immigration and Refugee Protection Act (IRPA), which means they have to be a member in good standing with:
- a Canadian provincial/territorial law society, or a student-at-law under its supervision;
- the Chambre des notaires du Québec;
- the Province of Ontario’s law society as a paralegal; or
- the Immigration Consultants of Canada Regulatory Council (ICCRC).
Employers should visit Immigration, Refugees and Citizenship Canada (IRCC) to verify that a specific representative is authorized to represent them or provide immigration advice.
Individuals representing employers for free (for example do not collect fees or other forms of compensation) are not subject to any restrictions under the IRPA. These individuals are usually family members, non-for-profit or religious organizations that assist employers who may not be able to complete the application process on their own.
If a paid representative is not authorized under the IRPA, ESDC/Service Canada will continue to process the application, but will communicate with the employer directly. However, a copy of a signed letter stating that the employer is no longer using the services of the original representative will be required before the employer can:
- hire another paid authorized representative; or
- work with an unpaid representative.
- reserves the right to contact employers directly when further information or documentation is required.
- will not mediate a dispute between an employer and a third-party representative nor communicate complaints to a regulatory body on an employer’s behalf. Employers who wish to file a formal complaint against their representative should contact the appropriate regulatory body (for example the provincial law society, the Chambre des notaires du Québec or the ICCR). For additional information on how to file a complaint, visit IRCC.
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