by Cristina Zohil-Morton
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by Cristina Zohil-Morton
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How Global Mobility and Immigration Shape Canadian Workplaces
This post explains global mobility and immigration topics employers may experience in Canada, practical steps to hire and move international talent, and compliance points to protect your business.
Global mobility and immigration are central to how Canadian employers access international talent. Employers use the International Mobility Program (IMP) and other pathways to bring in temporary workers, and understanding employer obligations helps reduce risk and delays.
Overview of Global Mobility and Immigration
Global mobility and immigration in Canada refers to the systems and programs employers and workers use to move talent into and across Canada temporarily or permanently. Employers commonly rely on the International Mobility Program (IMP) for Labour Market Impact Assessment (LMIA)-exempt hires and on the Temporary Foreign Worker Program (TFWP) (including the Global Talent Stream) for positions that require a positive Labour Market Impact Assessment. The International Mobility Program allows many employers to hire without an LMIA by submitting an offer of employment.
Key Pathways Employers Use for Canadian Immigration and Global Mobility
International Mobility Program (IMP)
The IMP covers many LMIA-exempt categories and requires employers to submit offers through the Employer Portal in most cases. Employers must pay the employer compliance fee unless exempt.
Global Talent Stream (GTS) and Temporary Foreign Worker Program
Employers hiring highly skilled or unique talent often use the Global Talent Stream for expedited processing or the Temporary Foreign Worker Program where an LMIA is required. The Global Talent Stream includes category rules for unique talent and in-demand occupations.
Open Work Permits and Specific Mobility Measures
Some workers arrive with open work permits or via programs such as International Experience Canada; these cases affect whether an employer must use the Employer Portal or pay fees. Employers and workers should verify eligibility carefully.
Practical Steps for Employers – Quick Checklist
- Confirm which pathway fits the role (IMP, GTS, LMIA-based TFWP, or other).
- If the IMP applies, ensure an Employer Portal is set up.
- Collect the employment agreement and required documents the worker will need for their permit application.
- Track timelines and any visa office requirements for the worker’s country of origin.
- Keep compliance records for the period required by law (record retention rules apply).
Employer Compliance and Common Pitfalls
Non-compliance can trigger penalties, fines, or being added to lists that make it harder to hire future foreign workers. Make sure job descriptions match the posted wages and conditions and that records are kept for the legally required period.
Best Practices for Global Mobility and Immigration Management
- Build a standardized hiring packet with employment agreements and supporting evidence for permit applications.
- Use internal tracking to avoid missed steps.
- Engage experienced immigration counsel early, especially for complex transfers, intra-company moves and highly skilled hires.
- Train HR and hiring managers on IRCC expectations to reduce errors in applications.
One-Stop-Shop for Global Mobility
We understand that relocating to Canada involves more than just legal paperwork. Through our trusted global mobility partners at THE MAC Group, a trusted leader in relocation services, to align immigration strategy with broader workforce and mobility objectives. This integrated approach helps employers plan hiring, relocation, and retention in tandem so people arrive on time and remain compliant throughout their assignment.
Through our collaboration, we offer full-service global mobility solutions, including:
- Work permit and immigration legal support
- Housing, schooling, and family relocation support
- Onboarding assistance and cultural orientation
- Ongoing global mobility legal compliance for your company
- Real estate services, including buying, renting, and selling
At Zohil-Morton Law, we provide trusted legal advice to help you navigate complex Canadian immigration processes.
Still have questions? Book a consultation today with Cristina Zohil-Morton and the team at Zohil-Morton Law.
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.
This article is for informational purposes only and does not constitute legal advice. Please consult a licensed immigration professional regarding your specific situation.
Frequently Asked Questions – Global Mobility and Immigration
What is the International Mobility Program?
The International Mobility Program (IMP) lets employers hire certain categories of temporary workers without a Labour Market Impact Assessment, usually by submitting an offer through the Employer Portal. Employers may need to pay an employer compliance fee.
When do I need an LMIA?
If the position does not qualify for an LMIA exemption, the employer must obtain a positive Labour Market Impact Assessment through the Temporary Foreign Worker Program or use a stream such as the Global Talent Stream when applicable.
What is the Global Talent Stream?
The Global Talent Stream is a fast-track option for hiring highly skilled or unique talent. It includes category criteria and occupation lists; it is designed to give employers timely access to in-demand global talent.
How long must I keep employer records?
Employers must retain relevant records for a specified period as set out by the regulations. Record retention and employer compliance obligations are enforced and failure to comply may lead to penalties.
Where can I get official guidance?
Official guidance and program details are available on Canada.ca and IRCC pages covering the IMP, Employer Portal and Global Talent Stream. Always check the official pages for the most current instructions.
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