Canada's Temporary Foreign Worker Program (TFWP) helps businesses find employees from other countries when there are no suitable candidates in Canada. This program is important for filling job gaps quickly and efficiently. Before hiring someone from another country, businesses usually need to get approval through a Labour Market Impact Assessment (LMIA), proving that hiring a foreign worker won't negatively affect the Canadian job market.
High-Wage Workers
Companies looking to hire high-wage workers, those earning more or equal to the average wage in their province or territory, need to show they're also trying to reduce their dependence on foreign workers over time. This might mean training Canadian workers or helping foreign workers become permanent residents of Canada.
Median Hourly Wages by Province/Territory
The government has set median hourly wages for each region. These wages help decide if a job is considered high-wage or low-wage. Here are the median hourly wages as of January, 2024, for different areas:
Province/Territory | Median Hourly Wage |
Alberta | $52.20 |
British Columbia | $45.00 |
Manitoba | $43.27 |
New Brunswick | $39.90 |
Newfoundland and Labrador | $45.00 |
Northwest Territories | $59.52 |
Nova Scotia | $40.87 |
Nunavut | $58.00 |
Ontario | $48.08 |
Prince Edward Island | $38.46 |
Quebec | $44.23 |
Saskatchewan | $46.15 |
Yukon | $48.08 |
Low-Wage Workers
For low-wage positions, businesses don't need to follow as strict rules as high-wage positions. However, they are limited in how many foreign workers they can hire to make sure Canadians are considered first for jobs.
Accelerating an LMIA: Occupations
Some jobs are in high demand, and the LMIA process for these can be faster, taking around 10 days. This includes roles like:
Carpenters (NOC 72310): Important for building things.
Contractors and Supervisors, Mechanic Trades (NOC 72020): They make sure mechanic work is done well.
Contractors and Supervisors, Heavy Equipment Operator Crews (NOC 72021): They lead teams that use big machines for building.
Supervisors, Logging and Forestry (NOC 82010): They oversee cutting down trees in a safe and sustainable way.
Supervisors, Mining and Quarrying (NOC 82020): They manage the digging of mines and quarries.
Central Control and Process Operators, Mineral and Metal Processing (NOC 93100): They control machines that process minerals and metals.
Power Engineers and Power Systems Operators (NOC 92100): They make sure power systems work smoothly.
Water and Waste Treatment Plant Operators (NOC 92101): They handle the operations at water treatment facilities.
Machinists and Machining and Tooling Inspectors (NOC 72100): They operate machines that cut and shape metal.
Sheet Metal Workers (NOC 72102): They make things out of sheet metal.
Accelerating an LMIA: Wages
This streamlined approach targets positions offering salaries in the upper 10% within a province or territory, signifying exceptional skill levels rare in the Canadian job market.
Highly competitive pay ensures the attraction of top talent globally.
Reflects scarcity of skills within the local workforce, necessitating international recruitment.
Encourages wage growth by setting high benchmark salaries.
Promotes economic growth by filling critical skill gaps, enhancing productivity and innovation.
Accelerating an LMIA: Job Duration
Short-term roles, especially those critical for project completion or emergency repairs, are eligible for expedited processing, improving operational efficiency.
Ideal for project-based work, allowing for quick adjustment to workforce needs.
Supports business flexibility, enabling rapid response to market demands.
Limits operational downtime by ensuring skilled workers are available when needed.
Facilitates international talent for specific, time-sensitive tasks, enhancing quality of work.
Accelerating an LMIA: Express Entry
This fast-track LMIA process aids employers in supporting foreign workers' permanent residency applications through Express Entry, fostering a stable, skilled workforce.
Strengthens the workforce with skilled permanent residents.
Ensures long-term employment, benefiting both employers and employees.
Attracts committed talent, as workers are more likely to invest in their roles with a path to residency.
Supports Canada’s immigration goals, aligning with national interests to fill skill shortages.
Advertising Requirements (Including Exemptions)
A critical step in the LMIA process, ensuring that Canadian citizens and permanent residents are first considered for available positions.
Promotes local employment by prioritizing the Canadian labor force.
Ensures widespread job visibility, reaching diverse candidate pools.
Mandates inclusive hiring practices, targeting underrepresented groups.
Exemptions for niche roles, where specific skills are not readily available locally.
Quebec-specific Exemptions and Variations
Quebec's unique labor market conditions allow for specific exemptions and variations in the LMIA process, addressing the province’s distinct economic and cultural needs.
Facilitates cultural integration, with provisions for French-speaking workers.
Addresses labor shortages in key sectors through facilitated LMIAs.
Promotes provincial autonomy, allowing Quebec to tailor immigration to its needs.
Supports Quebec’s economic strategy, focusing on sectors critical to its growth.
Conclusion
Embarking on the LMIA process can seem daunting, but it's your gateway to enriching your workforce with global talent. By understanding the key distinctions between high-wage and low-wage applications, keeping abreast of the high-demand occupations, and meeting the median hourly wage standards, you're well on your way to a successful LMIA application.
Remember, this process not only helps fill immediate labor shortages but also aligns with broader economic and developmental goals by ensuring that every hire contributes positively to the Canadian labor market.
Comments