Canada unveils phase 2 of recognized employer pilot program, expanding eligibility for more employers. The Temporary Foreign Worker Program (TFWP) compliant Canadian firms should expect expedited processing thanks to the REP. Phase 2 grants qualifying employers additional validity periods for Labor Market Impact Assessments (LMIAs) and streamlines the LMIA application process following the initial assessment. This improvement facilitates the effective recruitment of foreign workers and facilitates a more seamless immigration process for Canadian employers.
To qualify for participation in the REP in Canada, employers must have earned a minimum of three positive LMIAs during the last five years. Additionally, according to statistics from the Canadian Occupations Projection System, these firms need to be hiring Temporary Foreign Workers for roles that have been classified as “in-shortage.”
The TFWP permits enterprises to meet urgent workforce requirements in Canada by hiring foreign nationals. Employment and Social Development Canada receives the LMIA, which verifies that no Canadians or permanent residents are available for the particular position.
Participants in the REP are eligible for LMIAs with an extended validity period of up to 36 months, however conventional LMIA work permit applications normally have a validity length of 18 months. This gives eligible firms more time to hire foreign workers and makes it easier for them to apply for LMIAs in the future. The REP thereby streamlines and enhances the process of employing Temporary Foreign Workers for occupations in demand in Canada.
ESDC indicates that qualifying employers can also anticipate:
- Streamlined application procedures for upcoming LMIA applications related to positions listed in COPS.
- Reduced interaction points between participating employers and ESDC throughout the pilot, thanks to simplified LMIA forms. This allows employers under REP to easily hire additional Temporary Foreign Workers for valid job offers.
- Designation on Job Bank, showcasing their recognized status, enhancing visibility, and attracting interest from potential workers.
Expect a thorough initial evaluation that goes above and beyond normal expectations, with a focus on selecting only respectable firms to participate in the program.
Employers can request REP inclusion by filing an LMIA alone; no additional material is required, as ESDC emphasizes. ESDC will still provide a determination on their LMIA application to those who do not qualify for the REP.
Canada unveils phase 2 of recognized employer pilot program – More qualified occupations
In September 2023, ESDC introduced the inaugural stage of the REP, with a focus on employers recruiting personnel within the primary agriculture sector. This initial phase encompassed a limited scope, featuring only four specific occupations:
- Harvesting laborers
- Livestock laborers
- Nursery and greenhouse laborers
- Specialized livestock workers and farm machinery operators
Furthermore, the second phase of the REP sees significant growth, with over 80 sought-after jobs across multiple sectors included. Also, ESDC explains that jobs already eligible for expedited processing are not included in the list of jobs that qualify for work permits through the Global Talent Stream.
An Overview of Temporary Foreign Worker Program
Employers in Canada must submit an LMIA to ESDC if they plan to hire foreign workers under the Temporary Foreign Worker Program. The department carefully examines this application and determines whether hiring foreign labor will have a positive, negative, or neutral effect on Canada’s labor market and economy. If ESDC finds that the impact will be either neutral or favorable, they are likely to grant permission to the employer to hire foreign workers.
Those employed through the TFWP receive closed work permits, prohibiting them from working in Canada for any other employer.
Moreover, ESDC actively conducts a thorough assessment of employer compliance with different requirements. This entails making certain that all applicable provincial and territorial employment regulations are followed, confirming that salaries are paid in accordance with the terms of the employment contract, and confirming that safe working conditions free from abuse are provided. In order to continue to be eligible to hire foreign workers through the TFWP, employers must continue to achieve certain requirements.
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