At Immigration to Canada, we help employers navigate the rules for hiring foreign workers. If you’re an employer looking to recruit international talent, it’s important to know that the standard advertising obligations for a Labour Market Impact Assessment (LMIA) don’t always apply. Below is a list of employment scenarios where the typical LMIA advertising requirements are altered. Note that in some cases, these exceptions may only be valid in specific provinces.
This role is academic in nature and doesn’t fall under any existing Labour Market Impact Assessment (LMIA) exemptions.
Certain foreign workers require a work permit but are exempt from needing an LMIA, including:
Recruitment Requirements: The employer needs to follow these recruitment guidelines:
Applicability: Applicable in all Canadian provinces.
Description: Join our team as a camp counselor in the beautiful region of Ontario, where you’ll create unforgettable experiences for campers.
Employer Commitments: Employers must demonstrate efforts to prioritize the hiring of Canadian campers who attended the camp in the previous year. This includes providing documentation such as job offer letters. Additionally, employers should be committed to launching Spring recruitment drives at high schools and post-secondary institutions to source local talent.
Region-Specific Requirement: These guidelines apply exclusively to opportunities in Ontario.
Description: Immigration to Canada assists employers looking to hire foreign nationals chosen by Quebec as the initial step toward obtaining permanent residence. These individuals receive a Certificate of Selection from Quebec (CSQ).
Variation: Employers may qualify for an exemption from recruitment and advertising requirements. This exemption applies if Service Canada confirms that the National Occupational Classification (NOC) code for the offered job aligns with the NOC code on the candidate’s CSQ during the LMIA (Labor Market Impact Assessment) assessment.
However, should Service Canada find discrepancies between the NOC code on the CSQ and the one stated in the LMIA application, employers must meet the minimum advertising and recruitment requirements.
For temporary foreign workers with a CSQ residing in Quebec, obtaining a LMIA may not be necessary. To learn more about LMIA exemptions specific to Quebec, please visit this page.
Applicability: This process is relevant exclusively to Quebec.
Description: At Immigration to Canada, we understand the intricacies of hiring and promotion within organizations governed by Collective Bargaining Agreements (CBAs). These agreements often necessitate the use of internal recruitment processes. This scenario becomes particularly relevant when a temporary foreign worker, initially employed under an approved Labour Market Impact Assessment (LMIA) and work permit, secures a promotion through these internal processes to a different role. It’s important to recognize that in such cases, a new LMIA and work permit are mandatory as the worker transitions to a different job classification.
In this context, the CBA allows an internal job posting to fulfill minimum advertising requirements. This means that the employer must publicly announce the promotion opportunity within the organization, ensuring that all members of the bargaining unit have a fair chance to apply.
It’s crucial to understand that internal postings for job roles are only considered as meeting the advertising requirements in workplaces or for positions where a CBA specifically mandates such internal recruitment. This policy does not apply to promotions or role changes outside the scope of the CBA.
Applicability: All provinces in Canada.
Overview: Immigration to Canada facilitates the ability for employer associations to advertise job openings for one or several of its members.
Guidelines for Job Advertisements: When an employer association advertises positions on behalf of one or several employers, it must adhere to the standardized advertising criteria set out for NOC levels 0, A, B, C, and D.
Required Documentation for LMIA Applications: To ensure compliance, the following documents must be included with the LMIA (Labor Market Impact Assessment) application submitted by the employer:
Employer associations responsible for advertising multiple positions for a single employer, or for various employers, must specifically indicate the wage range applicable to each job and its respective location in their advertisements. It is crucial that the wage range reflects the prevailing wage for each position.
Geographical Scope: These requirements apply across all Canadian provinces.
Description: Immigration to Canada offers exciting opportunities in the entertainment industry for professionals available for short-term engagements. This sector includes roles such as boxers, bar bands, DJs, musicians, singers, film directors, assistant directors for feature films and commercials, key actors, artists, and film or TV crews for short projects and advertising campaigns. These positions often require immediate availability and are based in specific locations for a limited duration.
Recruitment: Positions in this field do not require advertising or formal recruitment processes.
Applicability: Open to all Canadian provinces.
Overview: Position available within an international organization or the mission of a foreign government. This role does not qualify. It doesn’t need exemption under Section 186 (work permit not required) or Section 204 (business visitor under GATS or CUSMA) of Canada’s Immigration and Refugee Protection Regulations.
Process: Foreign governments or international organizations appoint foreign nationals based on their own specific criteria and processes. Generally, this does not involve public job postings or recruitment campaigns.
Scope: Relevant across all Canadian provinces.
If you’re an employer looking to hire in-home caregivers through the Temporary Foreign Worker (TFW) Program, there are specific guidelines to follow. These guidelines align with the recruitment requirements for both high-wage and low-wage occupations.
By adhering to these recruitment rules, employers can efficiently navigate the hiring process for in-home caregivers.
At Immigration to Canada, we know how important it is for employers in agriculture to hire temporary foreign workers. Specifically, there are advertising guidelines for different roles in on-farm primary agriculture – both skilled and unskilled.
For skilled roles like farm managers, supervisors, and specialized livestock workers, employers must follow certain protocols (related to National Occupational Classification codes 8251, 8252, 8253, 8254, and 8256). Similarly, there are guidelines for unskilled roles such as general farm workers, nursery, greenhouse workers, and harvest laborers (associated with NOC codes 8431, 8432, and 8611).
To fulfill the basic advertising requirements, employers must utilize the national Job Bank or similar platforms available in regions like British Columbia, Newfoundland and Labrador, the Northwest Territories, Quebec, or Saskatchewan. Key points for posting are:
Additionally, recruitment practices should align with industry norms, spanning a minimum of 14 calendar days. Employers can use one or more of the following methods for their advertisements:
Each job posting must clearly state:
Third-party recruiters may serve as the main contact in advertisements, but it’s essential for the employer’s Canada Revenue Agency business number to be included with the job listing.
About the Role: We are seeking instructors to join an independent faith-based school, falling under the category of Other Religious Occupations (NOC 4217). In this unique role, the provincial Ministry of Education permits independent schools to determine instructor qualifications based on religious criteria.
Hiring Requirements: Employers are required to post job openings on the national Job Bank or a similar provincial platform. Alternatively, recruitment efforts can occur through channels aligned with the religious industry, such as church newsletters, for at least three months before submitting a Labor Market Impact Assessment (LMIA) application.
Eligibility: This guideline is applicable across all provinces.
We accept a variety of advertising formats, including banner ads, sponsored articles, and social media posts. Please contact us for specific dimensions and guidelines for each format.
Yes, all advertisements must comply with Canadian advertising laws and regulations. We do not accept ads that promote illegal activities, contain misleading information, or are inappropriate for our audience.
Advertisements can be submitted via email to our advertising team at ads@immigrationtocanada.com. Please include all necessary materials and details in your submission.
Typically, we require a lead time of 5-7 business days for reviewing and approving advertisements. Once approved, ads are scheduled for publication based on available slots.
Yes, cancellations must be made at least 48 hours before the scheduled publication date to avoid any charges. Please refer to our terms and conditions for more details.
To receive a customized quote, please contact our advertising team via email or phone with details about the desired ad format, duration, and target audience. We will provide pricing information tailored to your needs.
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