In Quebec, specific job roles enjoy exemptions from mandatory advertising when hiring foreign workers. Uncover details on Accelerating foreign worker recruitment in Quebec.
The submission of a Labor Market Impact Assessment (LMIA) is a common procedure for the temporary hiring of foreign nationals in Canada. Companies aggressively pursue LMIAs from the government as essential records attesting to the fact that recruiting a foreign national will impact the Canadian labor market in a neutral or favorable way.
This process actively ensures that employers do not pass over eligible Canadians in favor of foreign national candidates. In order to ensure fair remuneration, employers must show that the selected temporary worker will get a salary and benefits. In order to evaluate the effects on the domestic labor market, the LMIA procedure serves as a tactical tool. It highlights the significance of striking a balance between providing temporary employment for foreign nationals and preserving chances for eligible Canadians.
Important to note is that the compensation and benefits for the foreign national must adhere to local, state, and federal regulations.
Essential requirements for Quebec employers seeking to hire foreign workers
Quebec employers are not compelled to demonstrate efforts in hiring Canadian citizens or permanent residents (PRs) before choosing temporary foreign workers. Unlike certain regions, there’s no mandate for proof of attempts to hire locally, offering employers flexibility in their recruitment processes within the province. Nevertheless, employers in Quebec are actively encouraged to make every effort in this regard.
Employers still need to submit an LMIA application notwithstanding Quebec’s simplified work permit process. Employers in Quebec who use temporary foreign workers must additionally:
- Validate that the selected candidate meets the educational and experiential prerequisites for both the job and the National Occupation Classification.
- Demonstrate that the employee’s wage aligns with provincial and federal standards, as well as with the wages of Canadians and Permanent Residents (PRs).
- Note: Wage comparisons with Canadians and PRs should be occupation- and location-specific.
- Develop and present a transition plan for all high-wage LMIA applications. This plan outlines the employer’s strategy for transitioning from temporary foreign workers to a Canadian or PR workforce.
Under Quebec’s streamlined work permit process, it is noteworthy that transition plans are mandatory only for second or subsequent LMIA applications pertaining to the same occupation and area. The criterion emphasizes the necessity for transition plans as part of the application process and applies notably in cases where a business submits several LMIA applications for the same employment and location. This subtle method streamlines employers’ documentation requirements. It also makes the inclusion of transition plans subject to the particulars of each LMIA application.
Pilot project – TFWP implementation in Quebec
Certain jobs that fit into Training, Education, Experience, and Responsibilities (TEER) categories 4 and 5 are free from required recruitment and advertising requirements until December 31st, 2024. Employers looking to fill TEER 4 and 5 vocations in Quebec are free from the usual recruitment and advertising procedures during this time, which offers a temporary hiring process streamliner for these specific roles until the designated date.
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