How to Hire Foreign Workers as a Canadian Employer

Sweet Mirasol • Feb 21, 2024

Curious about hiring foreign workers in Canada? Here's a brief guide for Canadian employers.

As the Canadian job market continues to evolve, many employers are turning to foreign workers to fill labour shortages. Hiring foreign workers is a complex process that requires careful planning and attention to detail, so it’s important to understand the process before getting started. Here are the basic steps to hiring foreign workers as a Canadian employer:



Determine your labour needs


The first step to hiring foreign workers is to determine your labour needs. This involves identifying what positions need to be filled, which skills are required, and whether the positions are permanent or temporary. You should also consider whether the workers will be full-time or part-time.


Once you know which positions you need to fill, you’ll also need to establish how many foreign workers you are eligible to hire. Employers may be subject to a cap on the number of temporary foreign workers they can hire, depending on the industry and positions.


Apply for a Labour Market Impact Assessment (LMIA)


Most employers will need to obtain an LMIA before they can hire foreign workers. This involves demonstrating that there are no Canadians or permanent residents available to fill the positions, and that hiring foreign workers will not have a negative impact on the Canadian labour market.


In most cases, employers will need to show that they have advertised the job to Canadians for at least four weeks, with no suitable applicants.


Successfully applying for an LMIA application can be one of the most challenging aspects of the process. Employers need to ensure that they have selected the right stream for the position they’re hiring for, and comply with requirements for wages and benefits. Accuracy is key, as untruthful applications can result in rejections and being barred from the program for two years.


To save time and ensure accuracy, many employers choose to hire a Regulated Canadian Immigration Consultant or lawyer to complete their application.


Determine workers’ eligibility


The next step is to determine whether the foreign workers you want to hire are eligible to work in Canada. This includes ensuring that they meet the requirements of the Temporary Foreign Worker Program (TFWP) or other programs that allow foreign workers to work in Canada.


Formally offer the job to the foreign worker


Once you have obtained an LMIA, you can offer the job to the foreign worker. Make sure to provide them with a written job offer that outlines the terms and conditions of employment, including wages, hours of work, and any other benefits that they will be entitled to.


Ensure that the worker has their work permit and necessary documents


The foreign worker will need a work permit to work in Canada. You can either apply for a work permit on their behalf or provide them with the necessary documents to apply themselves. Alternatively, either the worker or employer can pay a Regulated Canadian Immigration Consultant or lawyer to complete the work permit application.


Regardless of who completes the application, the employer should communicate with the worker to be sure that the application is completed on time.


Set out clear expectations for workers


Throughout the hiring process, communication is key! Foreign workers take on a significant change when they move to another country, which can feel risky. It’s important to develop trust by communicating with workers at each stage of the process. By checking in regularly, you can also catch and prevent issues that could cause delays in the application process.


Getting Started


Employers who hire temporary foreign workers see major increases in their ability to run at full capacity and meet customer demand. If you want to avoid the complexities of the application process and save time, we’re here to help! Hire the staff you need with Immigrate.


Please note: Immigration regulations are subject to change. For up-to-date information, please visit the Government of Canada's website or speak with a Regulated Canadian Immigration Consultant.

Catching Up With Laika

By Miranda Miller • 28 Mar, 2024
At Immigrate, our team is passionate about making immigration dreams come true. Today, we're thrilled to introduce Sales Associate Laika Luslos, who exemplifies that attitude. Read on to find out what makes Laika so passionate about making the journey to Canada accessible! Can you please introduce yourself and what you do here at Immigrate? Laika: My name is Laika. I'm from the Philippines, and I hold a Bachelor's Degree in Public Administration and have completed a certificate in a teaching program for secondary education. I'm part of the team here at Immigrate as an immigration Sales Associate. I have a strong passion for music, and I enjoy spending quality time with my family. What is your role like on a day-to-day basis? Laika: My role involves connecting with clients who are interested in immigrating to Canada, understanding their needs and goals, addressing their questions and concerns, and helping them navigate the complexities of immigration procedures. My favorite part is witnessing the excitement and relief on clients' faces when they receive approvals for their immigration applications. It's incredibly rewarding to be part of their journey and help make their aspirations a reality. How do we help clients overcome barriers to starting their new life in Canada? Laika: We offer a wide range of personalized immigration guidance and support, like access to resources, assistance with navigating complex paperwork and legal documents, and help with language barriers or unfamiliarity with the Canadian immigration system. Our team is here to support every step of the way. What makes Immigrate different from other immigration providers? Laika: What sets Immigrate apart is our commitment to providing a high chance of success through personalized recommendations and advice. Our team goes above and beyond to ensure the success of our clients' immigration journey. Plus, having our own unique software platform minimizes the likelihood of mistakes and streamlines the process. What’s a goal you have for the future? Laika: Looking ahead, a future goal of mine is to continue growing within the field of immigration and learning in my role at Immigrate. I'm passionate about helping people achieve their goals and aspirations and I look forward to making a positive impact on even more clients’ lives in the future. And I am really excited about embarking on the journey to fulfill my own Canadian dream alongside my family, combining personal aspirations with professional growth.
A man is standing in a field with his arms crossed in front of a combine harvester.

New SINP Entrepreneur Category Changes in March 2024

By Dirk Propp • 28 Mar, 2024
This article is written by Immigrate President and Regulated Canadian Immigration Consultant, Dirk Propp (license #R417407). On March 14th, the Saskatchewan Government made changes to the Saskatchewan Immigrant Nominee Program (SINP) Entrepreneur Category, affecting many international entrepreneurs considering starting a business in the province. These new changes affect those in the Expression of Interest Pool for future draws. Many of the applicants already in the pool will need to look for different options, or be able to meet the new criteria. The most important changes are: New minimum language requirement: Applicants must have a CBL 5 in English. Previously no English was required. Mandatory exploratory visits: Visits are required for five calendar days, when applicants should conduct comprehensive research for their proposed business plan. This will mean that applicants will need to obtain a visitor visa to visit Saskatchewan. Extended operation: Applicants must operate the business for a minimum of 12 months on their work permit prior to removing conditions to get a nomination for permanent residence. Business purchases: Applicants cannot buy a business that a previous SINP applicant has started for at least five years after its inception. New ineligible businesses: More business types are not considered for investment. New definition of eligible business investments: This change affects which investments are eligible to meet the minimum investment criteria in the business plan and in operations to remove the conditions and obtain the nomination for permanent residents. Applicant requirements: This restricts applicants to live within 50km of their business, and extends the boundary of major cities to include urban communities. New interview requirements: There is now a mandatory interview which must take place within 90 days of the request by the province. In conclusion, these changes will give international business investors a better chance to build a successful business. For example, the language requirement will help with integration into English-speaking communities and likely a higher chance of success in business operations. These changes will also help rural businesses thrive in Saskatchewan. Secondly, these changes will limit the amount of applications and increase opportunities in certain countries where English is more prominent. The interview gives the officers the discretion to refuse any applicant based on their opinion, which may be frustrating for some applicants. However, it should also give successful applicants a higher chance of success if approved. This change removes Saskatchewan as one of the last provinces to not require English testing to become business immigrants in Canada. If you would like to know more about the changes or get help setting up an exploratory visit, completing your business plan and SINP application, and meeting all other requirements, please contact me directly through sales@immigrate.biz so we can see if this may be the right fit for you and your family to make Saskatchewan your new home.
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