A new set of amendments to the Immigration and Refugee Protection Regulations – (IRPR) has been announced by IRCC and Employment and Social Development Canada – (ESDC). The amendments apply to TFWs Program (Temporary Foreign Workers Program).
13 revisions are to be made to the TFWs Program. These changes are made to strengthen its protections and make it more effective.
- It is believed that these regulations would protect TFWs against abuse and mistreatment in Canada. As well as if employers were required to provide them with information about their rights.
- Reporting violations by employees should not be subject to retaliation by employers.
- In the recruitment fee area, employers are responsible for the behavior of recruiters, preventing them from charging workers.
Another change will make it so that employers are accountable for giving their workers access to healthcare services. They are required to offer their staff private health insurance, which they may utilize as needed.
According to the department, the changes are meant to discourage bad actors from joining the program. And it will enhance its capacity to monitor workplaces, enforce, and regulations. As well as impose just punishments for those who choose not to abide by them.
It is possible that employers will be unable to submit any new Labor Market Impact Assessments (LMIAs), which ESDC requires employers to submit to prove hiring foreign labor won’t hurt the Canadian economy or workforce.
The work permit is a document that foreign employees must possess in order to be allowed entry into Canada on a work permit. Employers who violate new rules at the expense of foreign workers’ health or safety could have their LMIAs suspended by ESDC.
Together with the revisions, the ESDC organized a roundtable discussion with stakeholders interested in enhancing the TFWP’s effectiveness. The upcoming years will see similar gatherings. TFWP enhancements taken by ESDC include:
- To improve inspection quality and timeliness, improved inspection tools and required training are required.
- Utilizing a live tip line service that has been improved to allow employees to anonymously report any instances of program abuse or misuse.
- must keep reminding employers of their responsibilities to encourage adherence to the TFWP’s rules.
- To increase cooperation with provinces, municipal governments, and consulates to help the department identify and address issues as soon as possible.
TFWs Program Rights
Citizens or lawful permanent residents of Canada are entitled to the same rights as TFWs. Clearly, businesses must provide a safe and retaliation-free workplace as a legal requirement.
Additionally, A contract of employment prohibits an employer from refusing to pay an employee overtime for hours worked according to that contract. Employees should ensure that this agreement has been signed before starting work.
As Immigration Minister Sean Fraser explains, all Canadian employees’ rights are protected, even those of temporary foreign workers. IMP establishes criteria and guidelines for recruiting TFWs in Canada and offers open work licenses to weak workers. These licenses are for those whose working conditions are unfair so they can easily find another position. By implementing these new laws, the Canadian government is better able to protect temporary foreign workers. As well as to anticipate abuse or mistreatment during their employment.
TFWP– What is it?
In order to address critical labor shortages in Canada, firms can hire globally through the TFWP. To prove it is truly necessary, the employer must provide a Labor Market Impact Assessment (LMIA) to support their decision. As well as your application will be rejected if you do not have a permanent resident visa or a Canadian Passport. The number of TFWs allowed in Canada is not limited, as it is with other immigration schemes.
