In a significant policy shift, the Canadian government recently announced the end of a special public policy that allowed certain visitors to apply for employer-specific work permits while staying in Canada. This policy, first introduced in August 2020, was designed to address the labor shortages caused by the COVID-19 pandemic. However, as of September 9, 2024, the program has officially ended, leaving visitors to follow the standard procedures once again.
What Was the Visitor Work Permit Policy?
Implemented on August 24, 2020, this temporary policy provided a unique opportunity for eligible visitors to transition into the workforce without needing to leave Canada. The main features of the policy included:
Allowing visitors with valid job offers to apply for an employer-specific work permit from within Canada.
Exempting these applicants from certain temporary residence requirements.
Permitting former temporary workers to continue working while their application was being processed.
This policy played a crucial role in helping Canada recover from pandemic-driven labor shortages by enabling visitors to fill urgent job vacancies. It provided much-needed flexibility for both employers and potential employees.
Why Did Canada End This Policy?
The visitor work permit policy was always meant to be a temporary solution. With the recovery from the pandemic now in full swing, the Canadian government determined that it was time to revert to the standard work permit procedures. The end date for the policy was set for August 28, 2024, after which any applications submitted under this public policy would no longer be processed.
The revocation of this policy represents a return to pre-pandemic norms in Canada’s immigration system. Moving forward, visitors will need to apply for work permits through traditional channels, which involve applying from outside Canada and meeting all existing eligibility requirements.
What Are the Standard Work Permit Procedures Now?
With the end of this temporary public policy, all visitors to Canada who wish to work will now need to follow the regular work permit application process. Here’s a quick look at how this works:
Job Offer Requirement: Visitors must have a valid job offer from a Canadian employer.
Application from Outside Canada: Visitors typically need to apply for a work permit before entering Canada. They cannot switch their visitor status to worker status while inside the country.
Labor Market Impact Assessment (LMIA): Most employer-specific work permits require an LMIA, which proves that hiring a foreign worker will not negatively impact the Canadian job market.
Processing Times: Standard work permit applications have processing times that vary depending on the country of origin.
How This Policy Change Impacts Employers and Workers
For employers, this policy change means that they will once again have to go through the traditional hiring process for foreign workers, which may involve longer p rocessing times. Canadian businesses that have relied on visitors for quick staffing solutions during the pandemic will need to plan ahead and ensure compliance with the Labor Market Impact Assessment (LMIA) requirements.
For visitors who were planning to apply for a work permit under the previous public policy, the termination of this program means that they will no longer be able to transition into the Canadian workforce without first leaving the country. Visitors should now follow the standard procedures to secure a job offer and apply for a work permit from their home country.
What’s Next for Visitors and Temporary Workers?
The end of this public policy marks a return to traditional immigration pathways in Canada. As of August 28, 2024, visitors will no longer have the convenience of applying for employer-specific work permits while inside the country. While this change may complicate the process for some, it signals a step towards normalcy as Canada continues to manage its labor force and economic recovery post-pandemic.
For those looking to work in Canada, it’s important to understand the current regulations and procedures to avoid any confusion or delays. Employers, too, must adjust to the updated system and plan their hiring strategies accordingly.
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