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GOOSELAW™ Immigration

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Mississauga, ON L5B 2T4
+1 (289) 872-0678

London ON Office

335V-341 Talbot St.,
London, ON N6A 2R5
+1 (226) 777-8067

              

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Frequently asked questions

Our FAQ section is a valuable resource for those seeking information about Canadian immigration services. With clear and concise answers, our FAQ section is designed to help you better understand the Canadian immigration system and make informed decisions about your immigration needs.

FOR EMPLOYERS

What immigration options are available to employers wanting to bring foreign workers to Canada?

Canadian employers who wish to bring foreign workers to Canada have several immigration options, including the Temporary Foreign Worker Program (TFWP), International Mobility Program (IMP), and the Global Talent Stream (GTS).

The TFWP allows Canadian employers to hire foreign workers temporarily for jobs that they can’t fill with Canadian workers. The IMP is for foreign workers who don’t require a Labour Market Impact Assessment (LMIA), such as international students and intra-company transferees. The GTS provides a streamlined process for Canadian employers to hire highly-skilled foreign workers who are exempt from the LMIA requirement.

In addition, employers can also sponsor foreign workers for permanent residency through programs such as the Express Entry system or the Provincial Nominee Program (PNP).

What is a Labour Market Impact Assessment (LMIA)?

A Labour Market Impact Assessment is a document that an employer in Canada may need to obtain before hiring a foreign worker. The document demonstrates that there is a job shortage for the specific skill requirements of the intended occupation. This ensures that hiring a foreign worker will not take a job opportunity away from a Canadian who is readily available. Note that not all jobs in Canada require an LMIA.

What is the employer's responsibility regarding work permits for temporary workers?

As an employer hiring foreign workers, it is your responsibility to ensure that the temporary workers have their work permit and that they follow the conditions and time limits outlined on their work permit.

What are the commitments that an employer must meet regarding wages, working conditions, and occupation for temporary workers?

As an employer hiring foreign workers, it is your responsibility to meet your commitments to the temporary workers regarding their wages, working conditions, and occupation as listed in the offer of employment or labour market impact assessment (LMIA).

What laws must employers comply with when hiring foreign workers in Canada?

Employers must comply with provincial, territorial, or federal employment laws when hiring foreign workers in Canada.

What is the employer's responsibility regarding the validity period of the work permit?

As an employer hiring foreign workers, it is your responsibility to make sure that your business remains active during the validity period of the work permit.

What information should be provided to temporary workers before their first day of work in Canada?

As an employer hiring foreign workers, it is your responsibility to provide the most recent information about their rights in their chosen official language of Canada. This information should be provided on or before their first day of work.

What documents should be provided to temporary workers when they are hired?

It is important to provide temporary workers with a copy of the signed employment agreement that includes information on their wages, working conditions, and occupation as listed in the offer of employment or labour market impact assessment (LMIA).

Can recruitment fees be charged to temporary workers by their employers?

No, as an employer hiring foreign workers, you are responsible for making sure that temporary workers aren’t charged any recruitment fees.

What is the employer's responsibility regarding the workplace environment and health care services for temporary workers?

As an employer hiring foreign workers, it is your responsibility to make reasonable efforts to provide a workplace free of abuse and access to health care services when injured or ill in the workplace.

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