Hiring Process Overview
Employers must first register under the Temporary Foreign Worker Protection Act to hire foreign workers in British Columbia. Learn more about the registration process. This registration is essential for participating in programs like the Temporary Foreign Worker Program (TFWP) and must be renewed every three years to maintain compliance.
The next step is obtaining a Labour Market Impact Assessment (LMIA), which verifies the need for a foreign worker when no qualified Canadian candidate is available. Visit Employment and Social Development Canada (ESDC) page for detailed information on LMIA requirements. This includes advertising the job locally as part of the requirement.
“Did You Know? The Global Talent Stream (GTS) expedites the LMIA process, reducing the waiting period to around two weeks—perfect for businesses needing urgent access to specialized talent.”
Once an LMIA is approved, employers can extend a formal job offer. This enables the foreign worker to apply for an employer-specific work permit, paving the way for them to join the company.
Importance of the LMIA and Its Alternative
The LMIA ensures that hiring foreign talent does not negatively impact Canadian job seekers. The process, managed by ESDC, involves proving local recruitment efforts.
“The GTS is a specialized LMIA pathway that allows faster processing, which is ideal for businesses needing to secure highly skilled professionals quickly. However, some roles may be LMIA-exempt under the International Mobility Program (IMP), which benefits positions that contribute cultural or economic value. Learn more about the IMP.“
Success Story: Supporting PBF Pita Bread Factory Ltd.
Evoke HR has supported PBF Pita Bread Factory Ltd. in recruiting nearly a dozen Maintenance Millwrights through multiple LMIA applications and work permit processes. This support provided PBF with the operational stability needed to maintain production and meet business demands. With a stable workforce in place, PBF was able to shift focus toward training and development initiatives, aiming to reduce future reliance on the TFWP. Evoke HR’s assistance also facilitated the workers’ transition to permanent residency and helped some bring their families to Canada, reinforcing PBF’s long-term growth and sustainability.
Temporary and Permanent Hiring Pathways
Employers can choose between temporary and permanent hiring options. The TFWP typically requires an LMIA, while the IMP may exempt certain roles from this requirement when they fulfill specific criteria, such as providing cultural or economic benefits.
For businesses looking to retain talent long-term, the BC Provincial Nominee Program (BC PNP) is a valuable option that helps foreign workers transition to permanent residency, enhancing workforce stability. Find more information about the BC PNP.
In addition to the BC PNP, many temporary foreign workers find the Canadian Experience Class (CEC) an advantageous pathway for gaining permanent residency. Under the Express Entry system, this federal program allows foreign workers who have gained skilled work experience in Canada to apply for permanent residency. It recognizes the value of Canadian work experience and often prioritizes candidates who have successfully integrated into the Canadian workforce.
“Supporting foreign workers’ transition to permanent residency can enhance loyalty and workforce stability, offering businesses a reliable talent pipeline for critical roles.”
For specialized industries in BC, such as tech, the BC PNP Tech Pilot offers expedited processing for eligible tech occupations, allowing employers to address skill shortages swiftly.
“Did You Know? The BC PNP Tech Pilot offers weekly draws for eligible tech roles, enabling faster processing and quicker job fulfillment.”
Additionally, sectors such as agriculture can leverage the Agri-Food Immigration Pilot to help workers in food production and related fields transition to permanent residency, securing stable staffing solutions for long-term growth.
Ensuring Compliance and Avoiding Penalties
Compliance with BC’s Temporary Foreign Worker Protection Act ensures fair treatment and clear employment terms and prohibits practices such as withholding documents or charging recruitment fees. Check current BC employment standards. Non-compliance can lead to fines, suspension of hiring rights, or legal repercussions.
“Did You Know? Employers must frequently review updates to BC and federal regulations to remain compliant and avoid penalties.”
Employers must stay proactive to maintain lawful hiring practices and safeguard their rights to recruit international talent.