by Cristina Zohil-Morton
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by Cristina Zohil-Morton
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What Canadian Employers Should Know About Immigration Compliance in 2025
Immigration compliance in Canada for employers has become a critical priority in 2025. With evolving policies and stronger enforcement by Immigration, Refugees and Citizenship Canada (IRCC), staying compliant is essential to avoid costly penalties and protect your workforce. Whether you’re hiring foreign nationals or managing current employees on work permits, this guide explains what Canadian employers need to know about immigration compliance this year.
Why Immigration Compliance in Canada for Employers Matters in 2025
The Canadian government is increasing enforcement of immigration laws. For employers, non-compliance can result in severe penalties under the Temporary Foreign Worker Program (TFWP) and International Mobility Program (IMP).
Possible penalties include:
- Warning letters
- Administrative monetary penalties ranging from $500 to $100,000 per violation
- Maximum total penalties of $1 million over a one-year period
- Bans from hiring temporary foreign workers through the TFWP or IMP for 1, 2, 5, or 10 years
- Permanent bans for serious violations
In addition, IRCC may:
- Refuse any pending work permit applications connected to your business
- Revoke active work permits tied to your business
Your business will also be added to the public list of non-compliant employers if you receive:
- A monetary penalty of any amount
- A ban of any length of time
These consequences can significantly impact your operations and reputation. Ensuring full compliance with immigration regulations is not just a legal obligation but a critical business strategy for Canadian employers in 2025.
Key Employer Obligations to Maintain Immigration Compliance
To remain compliant with Canadian immigration law, employers must:
- Ensure all foreign workers have valid work permits for the specific job and location
- Pay wages and provide working conditions consistent with the approved LMIA or job offer
- Maintain complete records of employment terms and immigration documents
- Report any changes in job duties, location, or wages to IRCC
Preparing for a Canadian Immigration Compliance Inspection
If selected for an inspection or audit, employers must cooperate fully and provide requested documentation. Preparation includes:
- Creating an internal immigration compliance file for each foreign worker
- Retaining all records for a minimum of six years
- Training HR and managers on compliance processes
Common Mistakes in Immigration Compliance for Employers
Some common compliance mistakes employers make in Canada include:
- Employing a worker after permit expiry
- Failing to update IRCC about changes in job location or duties
- Underpaying foreign workers or offering conditions below the approved LMIA
Legal Support for Immigration Compliance
At Zohil-Morton Law, we provide trusted legal advice to help you navigate the complex and ever-changing landscape of Canadian immigration compliance. Whether you’re a small business or a multinational corporation, our firm offers strategic guidance tailored to your unique hiring practices and risk profile.
We assist employers with proactive compliance planning, LMIA applications, work permit processes, internal audits, and representation during IRCC inspections or reviews. Our goal is to ensure your business remains compliant while continuing to attract top global talent.
Still have questions? Book a consultation today with Cristina Zohil-Morton and the team at Zohil-Morton Law to discuss how we can support your business’s immigration compliance strategy.
Stay Informed
To stay updated on Canadian immigration news, policy changes, and legal updates, follow us on social media:
We’re here to keep you informed and empowered on your Canadian immigration journey.
FAQs: Immigration Compliance in Canada for Employers
What are the penalties for non-compliance?
Penalties can range from warning letters to administrative monetary penalties, bans on hiring foreign workers, and even criminal charges in severe cases.
What documentation must be kept for foreign workers?
Employers must keep offer letters, payroll records, work permits, and any communication with IRCC for at least six years.
Can I make changes to a foreign worker’s job duties?
Yes, but significant changes must be reported to IRCC and may require a new LMIA or job offer submission, depending on the program used.
How do I report changes to IRCC?
You can report changes through the IRCC Employer Portal or by submitting an LMIA amendment, depending on the work authorization pathway.
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