Canada Work Permits & Visas: Employer Guide to Types & Sponsorship

Who Needs a Work Permit in Canada?

In Canada, any foreign national looking to work temporarily will generally need a work permit, unless they fall into a specific exempt category. Employers hiring foreign workers must verify whether their employees require a work permit before they can start working.

Foreign nationals who are seeking employment in Canada must apply for a work permit unless they are a citizen of one of the countries under the Temporary Foreign Worker Program (TFWP) or the International Mobility Program (IMP). Certain types of workers, such as business visitors or individuals working on short-term projects, may not need a permit, but this varies depending on their specific situation.

Types of Work Visas in Canada

Canada offers a variety of work visa options depending on the type of employment and the applicant's nationality. Understanding the different visa types is essential for employers seeking to hire workers from abroad. Below is a breakdown of the key work visas available in Canada:

Work Permit Application Process in Canada (Step-by-step)

Canada’s work permit process is structured but can vary depending on whether the role requires a Labour Market Impact Assessment (LMIA) or qualifies for an LMIA exemption. Below is a high-level, employer-focused overview of the typical steps.

• Step 1: The employer defines the role and confirms that hiring a foreign worker is necessary. This usually involves preparing a detailed job description, salary range, and identifying whether the position falls under the Temporary Foreign Worker Program (TFWP) or an LMIA-exempt category under the International Mobility Program.
• Step 2: The employer determines whether an LMIA is required and, if so, conducts recruitment. For LMIA-based roles, employers typically must advertise the position in Canada for a prescribed period and document efforts to recruit Canadian citizens and permanent residents before turning to a foreign national.
• Step 3: The employer gathers supporting company documentation. This can include business registration, proof of financial capacity, tax filings, and, where applicable, provincial registrations or licenses to show that the business is active and compliant.
• Step 4: The employer submits the LMIA application or, for LMIA-exempt roles, completes the employer compliance submission through the Employer Portal. This step generally includes paying government processing and compliance fees and providing detailed information about the job offer and working conditions.
• Step 5: Once a positive LMIA or LMIA-exempt offer of employment number is issued, the employee submits their work permit application to Immigration, Refugees and Citizenship Canada (IRCC) or at a visa application center abroad. The worker provides personal forms, biometrics, police certificates, and medical exams where required.
• Step 6: IRCC reviews the application, may request additional documents, and issues a decision. If approved, the worker receives a port of entry letter of introduction and, in many cases, a temporary resident visa or electronic travel authorization (eTA) to enter Canada.
• Step 7: On arrival in Canada, the worker presents their documents to a border services officer. If all conditions are met, the officer issues the physical work permit at the port of entry, specifying employer, occupation, location, and validity dates.

Requirements and Eligibility for a Work Permit

Eligibility for a Canadian work permit depends on both the employer’s situation and the foreign worker’s personal circumstances. Requirements differ across programs, but there are common elements that most applicants and sponsors must meet.

Common requirments inlcude:

• Valid job offer: The foreign worker typically needs a genuine, written job offer from a Canadian employer that meets prevailing wage and working condition standards. This helps ensure the role is legitimate and not created solely for immigration purposes.
• LMIA or LMIA exemption: Many employer-specific work permits require a positive LMIA confirming there is a need for a foreign worker and no suitable Canadians are available. In LMIA-exempt cases, the employer must still meet specific criteria under programs such as intra-company transfers or international agreements.
• Proof of employer compliance: Employers must demonstrate they are actively operating and compliant with employment, tax, and health and safety laws. Authorities may review payroll records, contracts, and workplace policies to confirm compliance.
• Employee qualifications: The worker must show they are qualified for the role through education, professional credentials, and relevant work experience. In regulated occupations, proof of licensing or eligibility for licensing may be required.
• Admissibility to Canada: The worker must be admissible on security, criminality, and health grounds. This can involve police certificates, biometrics, and medical examinations, especially for longer-term or high-risk roles.
• Financial and intent evidence: Applicants may need to show they can support themselves and any accompanying family members and that they intend to respect the conditions of their stay, including leaving Canada when their authorization ends unless they obtain further status.

Work Permit Processing Time in Canada

Processing times for Canadian work permits vary significantly depending on the program, the applicant’s country of residence, and IRCC’s current workload. Seasonal surges and security or background checks can also affect timelines.

The typical processing time for a work permit or visa in Canada can vary depending on whether the application is made from inside or outside Canada, whether biometrics and medicals are required, and whether the case is straightforward or requires additional review. Generally, you can expect the following timelines:

• Temporary Residence or Work Permit: Often ranges from 2 to 6 months after all documents, biometrics, and fees have been submitted, though some straightforward cases may be faster.
• Permanent Residence: Commonly ranges from 6 to 18 months or longer, depending on the program, background checks, and the completeness and complexity of the application.
• Short-Term Business or Work Visas: May be processed in about 2 to 8 weeks after submission, particularly for business visitors attending meetings, conferences, or short-term assignments.

Expected Processing Timeline: Employer vs Employee

While exact timelines differ by case, it is useful to think of the process in weekly phases that involve both the employer and the employee. Below is a general, illustrative breakdown.

• Week 1–2: Employer confirms the role, determines whether an LMIA or LMIA exemption applies, and begins gathering corporate documents and job details.
• Week 3–6: For LMIA-required roles, the employer conducts recruitment and prepares the LMIA application; for LMIA-exempt roles, the employer prepares the Employer Portal submission.
• Week 7–10: Employer submits the LMIA or employer compliance filing and awaits a decision or confirmation number, while the employee prepares personal documents, police certificates, and medicals if needed.
• Week 11–16: Employee submits the work permit application, provides biometrics, and responds to any IRCC document requests; employer may be contacted for verification.
• Week 17–24: IRCC finalizes the decision, issues a port of entry letter of introduction if approved, and the employee makes travel arrangements and prepares for arrival in Canada.

Who Does What During Canada Work Permit Sponsorship?

• Employers are responsible for: Defining the role, confirming the appropriate program (such as LMIA-based TFWP or LMIA-exempt International Mobility Program), preparing and submitting any LMIA or employer compliance filings, paying applicable government fees, and ensuring ongoing compliance with employment and immigration conditions.
• Employee is responsible for: Providing accurate personal information and supporting documents, completing biometrics and medical examinations where required, submitting the work permit application, and complying with the specific terms of their work authorization, including employer, occupation, and length of stay.

Work Permit Renewal Periods in Canada

Many Canadian work permits can be renewed or extended, provided the underlying conditions remain valid, such as a continuing job offer, ongoing LMIA validity, or eligibility under an LMIA-exempt category. Typical employer-specific work permits may be issued for one to three years at a time, with renewals subject to program caps, maximum duration rules, and evolving immigration policies.

Employers and workers should start renewal planning several months before the current permit expires to avoid gaps in status or work authorization. Practice may vary by program and province, so it is important to review current IRCC guidance and, where relevant, provincial rules or professional licensing requirements before filing an extension.

What Are the Fees for a Work Permit or Visa in Canada?

The fees for work permits and visas in Canada can vary depending on the type of visa being applied for and the applicant's circumstances. Generally, application fees range from several hundred to over a thousand dollars, with additional fees for biometric collection or other processing requirements.

Visa Requirements For Digital Nomads in Canada

Digital nomads are increasingly attracted to Canada’s diverse and vibrant cities. However, unlike other countries, Canada does not have a specific "digital nomad visa." Digital nomads wishing to stay in Canada can apply for a visitor visa, but they are not allowed to work for Canadian employers unless they meet the requirements for a work permit.

Employers looking to hire digital nomads in Canada must be aware that remote work for foreign-based companies may not require a work permit if the employee is not entering the Canadian labor market. However, if the worker is providing services to Canadian clients, a work permit may be required.

• Requirement 1: Proof of remote employment or freelance work for a foreign company.
• Requirement 2: Evidence of sufficient funds to support themselves during their stay in Canada.
• Requirement 3: A valid passport or other travel documents.

Employer Compliance & Obligations in Canada

Hiring foreign workers in Canada can present challenges, such as dealing with bureaucracy, meeting specific immigration requirements, and the potential delay in processing times. Understanding the different visa options, keeping up to date with regulatory changes, and working closely with immigration consultants can help alleviate these challenges.

• Challenge 1: Navigating complex visa requirements and documentation for various work permits.
• Challenge 2: Waiting for processing times, which may delay the hiring or relocation process.
• Challenge 3: Managing compliance with immigration and labor laws to avoid legal issues.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

• Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
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• Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.