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Social Development Canada Développement social Canada Please Print

GLOBAL TALENT STREAM APPLICATION

Employers should visit the Temporary Foreign Worker (TFW) Program website, to verify that the Program is accepting applications
for the specific occupation or sector for which they wish to hire the temporary foreign worker (TFW) and to determine if they are
eligible to participate in the Program.

Privacy Notice Statement

The personal information that you provide is collected by Employment and Social Development Canada (ESDC) under the authority of the Immigration and Refugee
Protection Act (IRPA) and the Immigration and Refugee Protection Regulations (IRPR), for the purpose of administering and enforcing the TFW Program.
The information that you provide may be shared with: Immigration, Refugees and Citizenship Canada and the Canada Border Services Agency for the administration and
enforcement of the TFW Program and IRPA/IRPR; the Canada Revenue Agency for the administration and enforcement of the TFW Program; and, provincial/territorial
governments for the administration and enforcement of provincial/territorial legislation and programs. The information may also be used by ESDC for research and
evaluation purposes and to support the administration or enforcement of other programs in ESDC, including Service Canada and the Labour Program.
This information may also be shared with any Party identified by the employer on the LMIA application form or in the employment agreement.
Your personal information is administered in accordance with the IRPA, IRPR, the Privacy Act, the Department of Employment and Social Development Act (DESDA) and
other applicable laws. You have the right to the protection of, access to, and correction of your personal information, which is described in Personal Information Banks:
TFWP ESDC PPU 440 and TFWP Inspections ESDC PPU 715. Instructions for obtaining this information are outlined in the Treasury Board of Canada Secretariat
website.
This website may also be accessed on-line at any Service Canada Centre. You have the right to file a complaint with the Privacy Commissioner of Canada regarding the
institution's handling of your personal information on the Office of the Privacy Commissioner of Canada website.

A person, who contravenes a provision set out under sections 126 or 127 of the Immigration and Refugee Protection Act (misrepresentation), could
be liable to a fine or to imprisonment, or to both. Also, providing inaccurate information, in the context of this application, may lead to an
administrative penalty such as being ineligible to access the Program for a specified period.

SECTION 1: GLOBAL TALENT STREAM ELIGIBILITY

Does the occupation of the position(s) you are seeking to fill appear on the Global Talent Occupations List that has been published on the TFW Program
website?
Yes - skip to Section 2 No - Proceed to next question

Are you an innovative employer referred to the Global Talent Stream by an ESDC Designated Referral Partner?

No - you are not eligible to apply for an LMIA using this Global Talent
Yes
Stream Program website for further information on other program streams.

DESIGNATED REFERRAL PARTNER CONTACT INFORMATION

Designated Referral Partner Organization Name:

PRINCIPAL DESIGNATED REFERRAL PARTNER CONTACT INFORMATION

First Name: Middle Name: Last Name:

Telephone Number: Ext.: Alternate Telephone Number: Ext.: Fax Number:

E-mail Address:

Preferred Official Language of Oral Communication: Preferred Official Language of Written Communication:
English French English French

ALTERNATE DESIGNATED REFERRAL PARTNER CONTACT INFORMATION

First Name: Middle Name: Last Name:

Telephone Number: Ext.: Alternate Telephone Number: Ext.: Fax Number:

E-mail Address:

Preferred Official Language of Oral Communication: Preferred Official Language of Written Communication:
English French English French

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SECTION 2: EMPLOYER BUSINESS INFORMATON
Canada Revenue Agency Payroll deductions program account number (15 digits):
RP
Business Legal Name

Business Address: City: Province/Territory/State:

Line 1 :

Line 2 : Country: Postal/Zip Code:

Mailing Address (if different from business address): City: Province/Territory/State:

Line 1 :

Line 2 : Country: Postal/Zip Code:

Website Address: Date business started (YYYY-MM-DD):

Organization type and structure (select all that apply):

Business: sole proprietorship partnership corporation co-operative Other: non-profit registered charity

Has this business employed one or more foreign workers at any time during the past six years under the Temporary Foreign Worker Program or the
International Mobility Program?
No Yes

If no, is this business affiliated with any other business currently serving a ban or in the arrears of an administrative penalty under
the Temporary Foreign Work Program or the International Mobility Program?
No Yes

If yes, for each affiliated business, provide the name of the business, CRA business number and a detailed description of how the businesses are affiliated. If
necessary, attach a separate sheet.

How many employees are employed nationally under the employer's Canada
What is the annual gross revenue of the business (in $CAD)
Revenue Agency business number?

Does your business receive support through Employment and Social Development Canada's Work-Sharing Program?

No Yes If yes, provide details:

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SECTION 3: EMPLOYER CONTACT INFORMATION
PRINCIPAL EMPLOYER CONTACT INFORMATION
Job Title: First Name: Middle Name: Last Name:

Telephone Number: Ext.: Alternate Telephone Number: Ext.: Fax Number:

E-mail Address:

Preferred Official Language of Oral Communication: Preferred Official Language of Written Communication:
English French English French

ALTERNATE EMPLOYER CONTACT INFORMATION

Job Title: First Name: Middle Name: Last Name:

Telephone Number: Ext.: Alternate Telephone Number: Ext.: Fax Number:

E-mail Address:

Preferred Official Language of Oral Communication: Preferred Official Language of Written Communication:
English French English French

SECTION 4: THIRD-PARTY INFORMATION

Are you appointing a third-party to represent you in completing this application or to provide advice in an immigration process?
Yes - If yes, continue completing Section 4: Third-Party Information

No - If no, skip to Section 5: Job Offer Details

Canada Revenue Agency Payroll deductions program account number (15 digits):
RP
Business Legal Name: Business Operating Name (if different from Legal Name):

THIRD-PARTY REPRESENTATIVE INFORMATION (Appointed representative acting on behalf of the employer)

Job Title: First Name: Middle Name: Last Name:

Telephone Number: Ext.: Alternate Telephone Number: Ext.: Fax Number:

E-mail Address:

Preferred Official Language of Oral Communication: Preferred Official Language of Written Communication:
English French English French

Business address: City: Province/Territory/State:

Line 1:

Line 2: Country: Postal/Zip Code:

Mailing Address (if different from business address): City: Province/Territory/State:

Line 1:

Line 2: Country: Postal/Zip Code:

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Is the third-party being paid by the employer to represent them for the purpose of obtaining this Labour Market Impact Assessment (LMIA)?

Yes - If yes, which one applies to the Third-Party? No - If no, which one applies from these options?
A member in good standing of the College of Immigration and a family member or a friend
Citizenship Consultants (CICC)
Membership ID:

A member in good standing of the law society of the following a member of a non-governmental or a religious organization
province/territory
Membership ID: a member in good standing of the College of Immigration and
Citizenship Consultants (CCIC), a provincial or territorial law
a member of The (text in French) Chambre des notaires du society, or The (text in French) Chambre des notaires du Québec
Québec doing pro bono work
Membership ID:

Other (please describe): Other (please describe):

SECTION 5: JOB OFFER DETAILS

In this section, please provide details about the job offer and the position (with the same duration, wage, job description, and work location)
for which the employer is requesting a TFW or TFW(s).

Note: If the employer is applying for additional occupations at this time, or for any TFWs with different wage rates within the same position,
they must complete an Annex 1: Additional Occupation for each additional occupation or position with a different wage that must be
assessed.
Job Title: Suggested National Occupational Classification (NOC):

How many TFWs is the employer requesting for this job offer and position (with same duration, wage, job description, work location, etc.)?

Main duties of the job:

Expected employment start date (YYYY-MM-DD): Expected employment duration:

day(s) week(s) month(s) year(s)
Employment duration rationale:

Is the position part of a union?

No Yes

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Indicate the language requirement stated in the offer of employment:
The offer of employment requires the ability to communicate orally in:

English French English and French

The offer of employment requires the ability to communicate in writing in:

English French English and French

The offer of employment does not require the ability to communicate in any specific language.

If this option is selected, please provide a rational :

The offer of employment requires the ability to communicate in a language other than English and French.
If this option is selected, identify the specific language needed and clearly describe why this is a bona fide employment requirement for performing the
duties associated with the employment (if insufficient space, attach a separate signed and dated sheet):

Minimum education requirements of the job:

Doctorate/PhD Doctor of Medicine Master's degree

Bachelor's degree College level diploma/certificate Apprenticeship diploma/certificate

Trade diploma/certificate Secondary school Vocational school diploma/certificate

No formal education requirement

Additional Information:

Minimum experience/skills requirements of the job: (include years of experience and/or occupational designations such as CA, CMA, CGA, R.N., P. Eng)

Have you tried to recruit Canadians/permanent residents prior to submitting your application for this job?

Yes - Please describe your efforts to recruit Canadians/permanent residents:

No - Please explain why you have not attempted to recruit Canadians/permanent residents:

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Were any employees working in the position being requested in this application laid off by the employer in the last 12 months?

No Yes If yes, how many Canadians/permanent residents? How many TFWs?

Reason(s) for layoff(s) and positions affected:

Will the hiring of the TFW in the position being requested in this application lead to job losses or a reduction in work hours due to layoffs, now or in the
foreseeable future, for Canadian/permanent resident employees in your workforce or in the Canadian workforce more generally? This includes job losses or
reductions in work hours for Canadian/permanent resident employees resulting from outsourcing, off-shoring or other factors related to employing the TFW in
the position being requested in this application. For the definition of outsourcing and off-shoring, see the applicant guide.

No Yes If yes, provide details on the impact of hiring this TFW on your workforce and the Canadian workforce more generally:

SECTION 6: COMPENSATON AND BENEFITS

What is the wage range for all employees currently working in this same occupation, with the same skills and years of experience, at this work location?

Low-wage: $ /hour High-wage: $ /hour

OR There are no employees currently working in this occupation at this work location

Note: The wage range should be from the last two pay periods that have occurred within the six weeks prior to submitting the application.

Is the job offer for full-time employment (at least 30 hours of work per week) throughout the duration of employment covered by the LMIA?

Yes No If no, explain:

How many hours will the TFW work each day? How many hours will the TFW work each (choose one)?
Week: Month:

What is the regular (non-overtime) wage in Canadian dollars per hour being What is the overtime wage in Canadian dollars per hour being offered to the
offered to the TFW? TFW (if applicable)?

$ per hour (mandatory) Overtime rate of $ per hour:

Starting after: hours per day

Note: Employers must provide the calculation of an hourly wage in Canadian OR
dollars, even if the position is salaried or paid in foreign currency.
hours per week

Did you convert the wage from a monthly or yearly salary, or a currency other than Canadian dollars, or both?

No Yes If yes, provide calculations used to obtain hourly Canadian dollar wage:

Benefits:
Extended medical insurance (e.g. prescription drugs, paramedical services,
Disability Insurance Dental Insurance Pension
medical services and equipment)

Other benefits (specify):

Vacation (if applicable):

Days (number of business days per year) Remuneration: (% of gross salary)

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SECTION 7: WORK LOCATION
Describe in your own words and in as much details as possible the principal business activity at this work location:

Business operating name of this work location:

PRIMARY WORK LOCATION

Provide the exact location of the TFW(s) primary work location:

City: Province/Territory: Postal Code:

OTHER WORK LOCATION(S)

Provide the exact location of any other work locations for this job offer (attach a separate page if required):

City: Province/Territory: Postal Code:

Is there a labour dispute in progress at any of the job offer work locations?
No Yes If yes, provide details regarding the labour dispute:

SECTION 8: LABOUR MARKET BENEFITS

Does your organisation have an active Labour Market Benefits Plan?
No, If no, proceed to next section
Yes, If yes, proceed to section 11 Signature of Employer

SECTION 9: MANDATORY LABOUR MARKET BENEFIT (FOR FIRST GLOBAL TALENT APPLICATION ONLY)
All employers applying under the Global Talent Stream for the first time must complete Section 9: Mandatory Labour Market Benefit and Section 10:
Complementary Labour Market Benefits.

Important: Employers who have already completed these sections, and are submitting a subsequent application under the Global Talent Stream, are not
required to complete them again.
In this section, you must choose the appropriate mandatory benefit from the list of mandatory benefits available in the Global Talent Applicant Guide. You must
also describe the activities/milestones and targets that you will use to achieve the benefit.
Which mandatory benefit will be achieved by hiring a TFW for the position identified in this application?

Please list the activities/milestones/targets that will be used to achieve the mandatory benefit:
Start Date End Date
Activity/Milestone Target
(YYYY-MM-DD) (YYYY-MM-DD)

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SECTION 10: COMPLEMENTARY LABOUR MARKET BENEFITS (FOR FIRST GLOBAL TALENT APPLICATION ONLY)
In this section, you must choose at least two complementary benefits from the list of benefits in the Global Talent Applicant Guide, or create your own. For each
benefit selected, you must describe the activities/milestones/benchmarks you will undertake to achieve the benefit.

Complementary Benefit # 1
Which complementary benefit will be achieved by hiring a TFW for the position identified in this application?

Please list the activities/milestones/targets that will be used to achieve the complementary benefit:
Start Date End Date
Activity/Milestone Target
(YYYY-MM-DD) (YYYY-MM-DD)

Complementary Benefit # 2
Which complementary benefit will be achieved by hiring a TFW for the position identified in this application?

Please list the activities/milestones/targets that will be used to achieve the complementary benefit:
Start Date End Date
Activity/Milestone Target
(YYYY-MM-DD) (YYYY-MM-DD)

Complementary Benefit # 3
Which complementary benefit will be achieved by hiring a TFW for the position identified in this application?

Please list the activities/milestones/targets that will be used to achieve the complementary benefit:

Start Date End Date

Activity/Milestone Target
(YYYY-MM-DD) (YYYY-MM-DD)

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Complementary Benefit # 4
Which complementary benefit will be achieved by hiring a TFW for the position identified in this application?

Please list the activities/milestones/targets that will be used to achieve the complementary benefit:
Start Date End Date
Activity/Milestone Target
(YYYY-MM-DD) (YYYY-MM-DD)

Complementary Benefit # 5
Which complementary benefit will be achieved by hiring a TFW for the position identified in this application?

Please list the activities/milestones/targets that will be used to achieve the complementary benefit:
Start Date End Date
Activity/Milestone Target
(YYYY-MM-DD) (YYYY-MM-DD)

Complementary Benefit # 6
Which complementary benefit will be achieved by hiring a TFW for the position identified in this application?

Please list the activities/milestones/targets that will be used to achieve the complementary benefit:
Start Date End Date
Activity/Milestone Target
(YYYY-MM-DD) (YYYY-MM-DD)

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SECTION 11: EMPLOYER RESPONSIBILITIES
Temporary Foreign Workers have the same rights as Canadians and permanent residents and are covered under the same labour legislation and regulations.
The Government of Canada takes the health and safety of foreign workers very seriously and will not tolerate any form of abuse of foreign workers or of the
Temporary Foreign Worker Program.

When hiring a TFW for the Global Talent Stream of the TFW Program, employers must be aware of their responsibilities. By signing and submitting this Labour
Market Impact Assessment, the employer confirms they have read, understood and agreed to the contents of the application with its attached annex, in all
respects.

Employer commitments for LMIA assessment:

• To provide to the foreign national, on or before their first day of work, an employment agreement that:
o provides for employment in the same occupation and the same wages and working conditions as those set out in the offer of employment;
o is drafted in the foreign national’s chosen official language of Canada; and
o is signed by both the employer and the foreign national.
• To confirm and commit that the employer has not and will not directly or indirectly charge or recover from a foreign national the fees* related to the LMIA
and the recruitment of the foreign national.
• To ensure that any person who recruits the foreign national for the employer has not and will not, directly or indirectly, charge or recover from the foreign
national the fees* related to the LMIA and the recruitment of the foreign national.
*This excludes the fees related to temporary visas, temporary resident permits and work permits, as workers are expected to pay those fees, and excludes fees
related to the recruitment of the foreign national that are authorized under an international agreement between Canada and one or more countries concerning
seasonal agricultural workers.

Employer Conditions under IRPR:

• To comply with the conditions stipulated under Immigration and Refugee Protection Regulations section 209.3(1) and section 209.4(1). A complete list of
the IRPR conditions is available in the attached Annex.

TFW Program Compliance Regime:

• The TFW Program’s employer compliance regime ensures that employers are following the Program’s Acts, Regulations, conditions, requirements and
that they are meeting the commitments made to a foreign worker through the offer of employment.
• Employers who have hired through the TFW Program can be inspected for up to 6 years from the first day of employment on the work permit. Employers
must retain all documentation that relates to compliance with the Program, it’s Acts, Regulations, conditions and requirements for a period of six years
beginning on the first day of employment of the foreign national.
• When an employer is found, through an inspection, to be non-compliant the consequences can include a warning letter, an Administrative Monetary
Penalty (AMP), a ban on hiring foreign workers for a certain period of time or permanently, or both an AMP and a ban.
• When an employer is found to be non-compliant and the consequences are an AMP and/or a ban the employer name is added to the public non-
compliance list. Employers in arrears of an AMP are not eligible to access the TFW Program.

Policy Requirements for the Global Talent Stream:

• Under no circumstances should the employer confiscate a worker’s identification documents such as a passport, work permit or other identification.
• Employers should register the TFW with the appropriate provincial/territorial workplace safety insurance, or private workplace safety insurance if
provincial/territorial insurance is not available. Employers should not deduct any money from the TFWs pay for the workplace safety insurance plan.
• Employers should offer the TFW the same benefits that they offer to their Canadian and permanent resident employees doing the same job, at the same
worksite.

Employers hiring temporary foreign workers must comply with federal or provincial/territorial laws that regulate the employment or recruitment in the location in
which the foreign national will work. If applicable, employers must submit proof of their registration or exemption with this LMIA application.

Please select:

Copy of certificate attached

Written proof of registration exemption attached

Not applicable, the position work location is not in a province/territory that regulates TFW employment or recruitment

For more information refer to the employment standards branch in your province or territory: Employment Standards in Canada

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SECTION 12: SIGNATURE OF EMPLOYER
The individual signing this form must have authority for either the hiring or financial decisions of the organization (e.g. owner, franchisee, general manager, or
senior executive - such as VP Human Resources).

I have read and I understand the Privacy Notice Statement found at the beginning of this application.

I declare that the information provided in this Labour Market Impact Assessment application is true, accurate and complete.

By signing this document I attest that I have read and understood the Privacy Notice Statement found at the beginning of this application; that the information
provided in this Labour Market Impact Assessment application is true, accurate and complete; and I will comply with all Temporary Foreign Worker Program
requirements as laid out, the Immigration and Refugee Protection Act, and the Immigration and Refugee Protection Regulations.

Signature of Employer Printed Name of the Employer

Title of Employer Date (YYYY-MM-DD)

A person, who contravenes a provision set out under sections 126 or 127 of the Immigration and Refugee Protection Act (misrepresentation),
could be liable to a fine or to imprisonment, or to both. Also, providing inaccurate information, in the context of this application, may lead to an
administrative penalty such as being ineligible to access the Program for a specified period.

Important: Employers must take immediate action when changes have been made or need to be made to a foreign national worker’s terms and
conditions of employment as described in the positive LMIA letter and any annexes. ESDC/SC recommend that employers consult the
Modification to a positive LMIA web page to determine when a change requires contacting the Employer Contact Centre or submitting a new LMIA
form. In accordance with the provisions of the Immigration and Refugee Protection Regulations, ESDC may conduct an inspection to verify the employer’s
compliance with the conditions set out in the positive LMIA letter and annexes. This inspection could include a review of the employer’s file and as a result if
Service Canada does not have a copy of the changes, the employer will be held accountable for the information that is on file.

SECTION 12a: DECLARATION OF THE THIRD-PARTY REPRESENTATIVE

I, hereby, declare that the information in Section 4: THIRD-PARTY INFORMATION is true, accurate and complete.

Signature of the Third-party Representative Printed name of the Third-party Representative Date (YYYY-MM-DD)

SECTION 12b : APPOINTMENT OF THIRD-PARTY (IF APPLICABLE)

FOR THE PURPOSE OF THIS LABOUR MARKET IMPACT ASSESSMENT APPLICATION:

I, hereby, appoint the third-party named in SECTION 4: THIRD-PARTY INFORMATION as my representative to act on my behalf in order to obtain a Labour
Market Impact Assessment from ESDC/Service Canada in order to hire a foreign national for the position described above.

I, hereby, agree to ratify and confirm all that my third-party representative shall do or cause to be done by virtue of this appointment.

This appointment shall remain in full force and effect only for the processing of this application, unless due notice in writing of its revocation has been given to
ESDC/Service Canada.

Signature of Employer Printed Name of Employer Date (YYYY-MM-DD)

Signature of Witness Printed Name of Witness Date (YYYY-MM-DD)

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Please complete the

Labour Market Impact Assessment -

Processing Fee Payment Form

Printed on next page

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Employment and Emploi et
For office use only
Social Development Canada Développement social Canada

LABOUR MARKET IMPACT ASSESSMENT - PROCESSING FEE PAYMENT

FORM TEMPORARY FOREIGN WORKER PROGRAM
Employers must pay a processing fee for each position requested, except applications that involve on-farm primary agriculture occupations such farm
managers/supervisors and specialized livestock workers and general farm workers, nursery and greenhouse workers and harvesting labourers (specifically
NOC codes 0821, 0822, 8252, 8255, 8431, 8432 and 8611), and those solely to support a foreign national's immigration application.

The total processing fee must be paid before the employer's LMIA application can be processed.

Step 1 - Complete employer information section:

Employer Business Name:

Canada Revenue Agency Business Number:

(The 15 digits are mandatory for Canadian employers)

Step 2 - Calculate total labour market impact assessment processing fee in Canadian dollars:

Number of positions requested X $1,000 = TOTAL, processing fee payment of $ CAD

Step 3 - Select method of payment:

Certified cheque or money order (postal or bank) made payable to the Receiver General for Canada

Credit Card (Visa, MasterCard or American Express)

For payment by credit card, complete and sign this section

CREDIT CARD INFORMATION AND PAYMENT AUTHORIZATION

Name of cardholder (as it appears on the credit card): Cardholder Telephone Number:

Credit card type: Last 4 digits of credit card:

Visa MasterCard American Express

AUTHORIZATION:

I authorize ESDC/Service Canada in the name of the Receiver General for Canada to charge $ CAD to my credit card
This is permission for a single transaction, and does not provide authorization for any additional charges.

Signature of cardholder: Date (YYYY-MM-DD)

Send this Form to Service Canada only

Note:
Refunds will only be provided if a fee was collected in error (e.g. an incorrect fee amount was processed). There will not be refunds in the event of a negative
labour market impact assessment since the fee covers the process to assess an application and not the outcome.

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To be destroyed after processing

In order to protect your personal information, only provide the first 6 and last 4 digits of your credit card number. A Service Canada
representative will call you at the number listed above for the remaining digits.
Credit card number: Expiry date:
MM YYYY
X X X X X X
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TEMPORARY FOREIGN WORKER

INFORMATION TEMPLATE

Complete and attach with your application the names of the Temporary Foreign Workers. If the names of the TFWs have not been identified
yet, leave the Template blank. If you need more room than provided below, please attach additional sheets to identify additional workers.

Note:
After the positive LMIA letter and annexes have been issued, six months will be allocated to the:
• Employer to provide ESDC/Service Canada with the names of the TFWs; and
• TFWs to submit an application for a work permit to Immigration, Refugees and Citizenship Canada (IRCC).

WORKER #1
Last Name (as shown on the individual's passport): First Name(s) (as shown on the individual's passport):

Date of birth (YYYY-MM-DD) Citizenship(s):

Location of primary residence outside Canada: Location of residence if TFW is currently in Canada:
City: City:
Country: Country:
If the TFW is currently in Canada, please indicate their immigration status:
Temporary Foreign Worker Visitor

Student Refugee Claimant

WORKER #2
Last Name (as shown on the individual's passport): First Name(s) (as shown on the individual's passport):

Date of birth (YYYY-MM-DD) Citizenship(s):

Location of primary residence outside Canada: Location of residence if TFW is currently in Canada:
City: City:
Country: Country:
If the TFW is currently in Canada, please indicate their immigration status:
Temporary Foreign Worker Visitor

Student Refugee Claimant

WORKER #3
Last Name (as shown on the individual's passport): First Name(s) (as shown on the individual's passport):

Date of birth (YYYY-MM-DD) Citizenship(s):

Location of primary residence outside Canada: Location of residence if TFW is currently in Canada:
City: City:
Country: Country:
If the TFW is currently in Canada, please indicate their immigration status:

Temporary Foreign Worker Visitor

Student Refugee Claimant

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WORKER #4
Last Name (as shown on the individual's passport): First Name(s) (as shown on the individual's passport):

Date of birth (YYYY-MM-DD) Citizenship(s):

Location of primary residence outside Canada: Location of residence if TFW is currently in Canada:
City: City:
Country: Country:
If the TFW is currently in Canada, please indicate their immigration status:

Temporary Foreign Worker Visitor

Student Refugee Claimant

WORKER #5
Last Name (as shown on the individual's passport): First Name(s) (as shown on the individual's passport):

Date of birth (YYYY-MM-DD) Citizenship(s):

Location of primary residence outside Canada: Location of residence if TFW is currently in Canada:
City: City:
Country: Country:
If the TFW is currently in Canada, please indicate their immigration status:

Temporary Foreign Worker Visitor

Student Refugee Claimant

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Annex – IRPR Conditions for the Temporary Foreign Worker (TFW) Program - Quick Reference
Employment and Social Development Canada may inspect employers based on a reason to suspect non-compliance, if there is a history of
non-compliance, and/or by random selection. Employers who are found to have violated one or more of the program conditions may be subject
to administrative monetary penalties and temporary or permanent periods of program ineligibility.

Following is a list of all Immigration and Refugee Protection Regulations (IRPR) conditions that employers must comply with at all time. For
additional details visit, IRPR sections 209.3(1) for TFW Program.

New Conditions for All Employers – Effective as of September 26, 2022.

Item Provision Short-form Description - All employers must:

Provide to the foreign national in their preferred official language of Canada, the most recent version of the “Temporary
Foreign Workers: Your rights are protected”, provided by the Government of Canada. Make this information available to
1 s. 209.3(1)(a)(ii)(ii.1)
the temporary foreign worker throughout their period of employment. This information will be supplied by the Government
of Canada.
Obtain and pay for private health insurance for any part of the period of employment for which the TFW is not covered by
2 s.209.3(1)(a)(xiii)
the applicable provincial/territorial health insurance system.

3 s.209.3(1)(a)(xiv) Make reasonable efforts to provide access to health care services when a TFW is injured or becomes ill at the workplace.

Not directly or indirectly, charge or recover from the foreign national any fees related to the recruitment of the foreign
4 s.209.3(1)(a)(xv)
national.
Ensure that any person who recruited the foreign national for the employer does not, directly or indirectly, charge or
5 s.209.3(1)(a)(xvi)
recover from the foreign national.

Conditions to comply with LMIA Commitments

Item Provision Short-form Description - All employers must:

Ensure that the employment of the foreign national will result in direct job creation or retention for Canadian citizens or
6 s..209.3(1)(b)(i)
permanent residents, if that was a factor that led to the issuance of the work permit.
Ensure that the employment of the foreign national will result in the development or transfer of skills and knowledge for the
7 s.209.3(1)(b)(ii)
benefit of Canadian citizens or permanent residents, if that was a factor that led to the issuance of the work permit.
8 s.209.3(1)(b)(iii) Hire or train Canadian citizens or permanent residents, if that was a factor that led to the issuance of the work permit.
Make reasonable efforts to hire or train Canadian citizens or permanent residents, if that was a factor that led to the
9 s.209.3(1)(b)(iv)
issuance of the work permit.

When the worker arrives

Item Provision Short-form Description - All employers must:

Be actively engaged in the business in which the offer of employment was made, unless the offer was made for
10 s.209.3(1)(a)(i)
employment as a live-in caregiver
Comply with the federal and provincial laws that regulate employment and the recruiting of employees in the province in
11 s.209.3(1)(a)(ii)
which the foreign national works
Provide the foreign national with employment in the same occupation and substantially the same, but not less favourable,
12 s.209.3(1)(a)(iv)
wages and working conditions as outlined in the foreign national’s offer of employment
13 s.209.3(1)(a)(v) Make reasonable efforts to provide a workplace that is free of abuse
Provide adequate accommodations to a foreign national employed to perform work under an international agreement
14 s.209.3(1)(a)(vi)
between Canada and one or more countries concerning seasonal agricultural workers
Be able to demonstrate that any information provided for the assessment was accurate during a period of six years,
15 s. 209.3(1)(c)(i)
beginning on the first day of the foreign national’s employment
Retain any document that relates to compliance with cited conditions during a period of six years, beginning on the first
16 s. 209.3(1)(c)(ii)
day of the foreign national’s employment

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Supplemental Conditions for All Employers during a Health Emergency (COVID-19)

Item Provision Short-form Description - All employers must:

Not do anything that prevents the foreign national from complying with an order or regulation made under the
17 s.209.3(1)(a)(vii)
Emergencies Act or the Quarantine Act.
Not do anything that prevents the foreign national from complying with a provincial law that governs public health in
18 s.209.3(1)(a)(viii)
response to COVID-19.

Provide the foreign national with accommodations that are separate from those provided to persons who are not in
19 s.209.3(1)(a)(ix)
quarantine and that permit the foreign worker to remain at least two metres away from any other person.

Provide the foreign national with cleaning products for the purposes of cleaning and disinfecting the accommodations
20 s.209.3(1)(a)(x)
regularly.

Provide a foreign national who develops any signs or symptoms of COVID-19, with accommodations that have a bedroom
21 s.209.3(1)(a)(xi)
and a bathroom that are solely for the use of the foreign national while they isolate themselves.

Provide, during the period the foreign national must isolate or quarantine themselves on entry into Canada, wages to the
22 s.209.3(1)(a)(xii)
foreign national that are substantially the same as those set out in the offer of employment.

Additional Conditions for Employers of Live-In Caregivers

Item Provision Short-form Description - For employers of a live-in caregiver, the employer must:

Ensure that foreign national resides in a private household in Canada and provides child care, senior home support care
23 s.209.3(1)(a)(iii)(A)
or care of a disabled person in that household without supervision.

24 s.209.3(1)(a)(iii)(B) Provide the foreign national with adequate furnished private accommodation in the household.

25 s.209.3(1)(a)(iii)(C) Have sufficient financial resources to pay wages that were offered.

Responsibilities during an Inspection

Item Provision Short-form Description - All employers must:

26 s.209.4(1)(a) Report at any time and place specified to answer questions and provide documents.

27 s.209.4(1)(b) Provide required documents.

Attend any inspection, unless the employer was not notified, give all reasonable assistance to the person conducting the
28 s.209.4(1)(c)
inspection and provide that person with any required document or information.

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