Public Pressure Triggers Labour Ministry's Work Permit Audits

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Key Takeaways

• Canadian authorities increased audits to cover 25% of employers under IMP and TFWP starting early 2025.
• Audits check wages, working conditions, job duties, and compliance with LMIA and record-keeping rules.
• Penalties for non-compliance include fines, information sharing, and bans on hiring foreign workers.

Canadian Immigration Authorities Step Up Employer Audits in Foreign Worker Programs

Canadian immigration authorities have sharply increased their audits of employers who hire foreign workers, marking a major change in how the country checks for compliance with immigration rules. This move, which began in early 2025, directly affects businesses using the International Mobility Program (IMP) and the Temporary Foreign Worker Program (TFWP). The new approach aims to make sure employers follow the rules, treat foreign workers fairly, and protect job opportunities for Canadian citizens and permanent residents.

Public Pressure Triggers Labour Ministry’s Work Permit Audits

This article explains what’s happening, why it matters, and what employers, workers, and other stakeholders need to know about the new audit process.

Why Are Audits Increasing Now?

The Canadian government started these tougher audits after making several changes to its foreign worker programs last year. In February 2025, new rules were introduced that focus on checking employers who hire foreign workers without needing a Labour Market Impact Assessment (LMIA). An LMIA is a document that shows hiring a foreign worker will not hurt Canadian job seekers. Some jobs are exempt from needing an LMIA, and these are mostly covered under the International Mobility Program.

The government’s goal is to audit one in four employers who use these programs. This is a big jump from previous years and shows a clear intent to make sure employers are following the rules. Audits are carried out in different ways, including:

Phone audits: Authorities call employers to ask questions and check details.
Mail correspondence: Employers may be asked to send documents by mail.
On-site inspections: Investigators may visit the workplace to review records and talk to staff.

The length of these audits can vary a lot. Some are finished in about three weeks, while others can take over a year, especially if problems are found.

What Are Auditors Looking For?

Canadian immigration authorities are checking that employers follow all the promises they made when hiring foreign workers. The main areas they focus on include:

Wages and Working Conditions

Wages: Employers must pay foreign workers at least the wage they promised in the job offer. If wages have gone up, the increase should match the current rate of inflation, and employers must explain why the raise was given.
Working conditions: The job duties, hours, and other conditions must match what was promised in the job offer.

Job Duties and Employment Terms

Job match: The foreign worker must be doing the job described in the employment offer.
No hidden changes: Employers can’t quietly change the worker’s job or conditions without proper approval.

Documentation and Record-Keeping

Employers must keep detailed records and be ready to show them during an audit. These include:

Payroll statements: Proof of wages paid.
Timesheets: Records of hours worked.
Employment contracts: Signed agreements between employer and worker.
Proof of non-monetary benefits: Evidence of any extra benefits, like housing or meals.
Job duty evidence: Documents showing what the worker actually does.
Business activity proof: Evidence that the business is active and operating.
Compliance with local laws: Proof that the employer follows provincial or territorial employment laws.
Workplace abuse prevention: Company policies and training materials that show efforts to prevent abuse or mistreatment.

Additional Compliance Checks

Inspectors also check that employers:

Stay in the same business: The employer must still be running the same business as when they made the job offer.
Prevent workplace abuse: Employers must show they are trying to keep the workplace safe and free from abuse.
Meet LMIA promises: If the job required an LMIA, the employer must show they are creating or protecting jobs for Canadians and permanent residents as promised.
Try to hire Canadians: If required, employers must show they tried to hire and train Canadians or permanent residents before turning to foreign workers.
Give correct information: All information provided in LMIA applications or job offers must be true and accurate.

Who Oversees the Audits?

Two main government departments are involved in managing and checking job offers for foreign workers:

Employment and Social Development Canada (ESDC): This department issues LMIAs to employers who want to hire foreign workers. ESDC checks that the job offer meets all rules about wages and working conditions.
Immigration, Refugees and Citizenship Canada (IRCC): This department issues work permits. For jobs that don’t need an LMIA, employers must submit their job offers through the IRCC’s online employer portal before hiring a foreign worker.

Both departments have special teams that check up on employers to make sure they are honest and follow the rules from the start of the worker’s job.

For more details on employer compliance, you can visit the official IRCC Employer Compliance page.

Recent Policy Changes Affecting Foreign Workers

The new audit program is just one part of a bigger shift in Canadian immigration policy. Several other changes have been made recently that affect both employers and foreign workers.

Lower Immigration Targets

The Immigration Levels Plan for 2025-2027 has reduced the number of new permanent residents to 395,000 in 2025. This is 105,000 fewer than earlier plans.
The government, now led by Prime Minister Mark Carney, wants to keep permanent admissions below 1% of Canada’s population each year after 2027.

Stricter Rules for Family Open Work Permits

Starting January 21, 2025, only certain family members can get open work permits. These include:

Spouses or common-law partners of students in master’s (16+ months), doctoral, or select professional programs.
Spouses or common-law partners of foreign workers in top-level jobs (TEER 0 and 1), and some jobs in TEER 2 or 3 in specific sectors.

This means fewer family members of foreign workers can work in Canada while their spouse or partner is working or studying.

Fewer Temporary Residents

The government plans to reduce the number of temporary residents (including foreign workers and students) to below 5% of the total population by the end of 2027. This will happen as temporary residents either become permanent residents or leave Canada when their permits expire.

What Happens If Employers Fail an Audit?

Employers who don’t follow the rules can face serious consequences. These include:

Legal penalties: Fines or other legal action for breaking program rules.
Information sharing: Audit results are shared with provincial or territorial governments, which may take their own action under local laws.
Loss of ability to hire foreign workers: Employers found non-compliant may be banned from hiring foreign workers in the future.

Record-Keeping Rules

Employers must keep all records related to foreign workers for six years starting from the first day of the worker’s job. This includes all documents listed earlier, such as payroll, contracts, and proof of business activity.

Employers must also be ready to provide these documents at any time if selected for an audit.

Compliance with All Program Conditions

Employers must meet all the conditions set out in:

The original job offer
The LMIA decision letter (if applicable)
Any annexes or extra documents
The Immigration and Refugee Protection Regulations (IRPR)

For more information on the IRPR, you can visit the official government page.

How Do Work Permit Applications Work?

For people who want to work in Canada, the process usually involves several steps:

Figure out the type of work permit needed: There are two main types—employer-specific (tied to one employer) and open (can work for almost any employer).
Get a job offer: Most people need a job offer before applying.
Gather documents: This includes a job offer letter, LMIA (if needed), proof of qualifications, and other supporting documents.
Apply online: Applications are submitted through the IRCC portal.
Pay fees: Fees vary depending on the type of permit.
Biometrics appointment: Some applicants must provide fingerprints and a photo.
Wait for processing: As of early 2025, most applications take 60-120 days to process, but some priority jobs may be processed faster.

If you need to submit an LMIA, you can find the official form and instructions on the ESDC website.

What Is the International Mobility Program?

The International Mobility Program (IMP) allows employers to hire foreign workers without an LMIA in certain cases. These jobs are usually covered by international agreements, such as free trade deals, or are considered to bring significant benefits to Canada 🇨🇦. Examples include intra-company transfers, some academic positions, and jobs under youth exchange programs.

Employers using the IMP must still submit job offers through the IRCC employer portal and follow all compliance rules. They are just as likely to be audited as those using the TFWP.

What Is the Temporary Foreign Worker Program?

The Temporary Foreign Worker Program (TFWP) requires employers to get an LMIA before hiring a foreign worker. The LMIA process checks that no Canadian citizen or permanent resident is available to do the job. The TFWP is often used for jobs in agriculture, caregiving, and other sectors with labor shortages.

Employers in the TFWP must follow strict rules about wages, working conditions, and efforts to hire Canadians first. They are also subject to audits and must keep detailed records.

Why Is This Important for Employers and Workers?

The new audit program means employers must be more careful than ever when hiring foreign workers. They need to:

Follow all rules: Make sure job offers, wages, and working conditions match what was promised.
Keep good records: Store all required documents for at least six years.
Be ready for audits: Respond quickly and honestly if contacted by Canadian immigration authorities.

For foreign workers, these changes mean:

Better protection: Audits help ensure fair treatment and proper pay.
More certainty: Workers can be more confident that their job matches what was promised.

However, stricter rules may also mean fewer job opportunities if employers find the process too difficult or risky.

What Does the Future Hold?

The Canadian government has made it clear that these tougher audits and stricter immigration controls are here to stay, at least for the next few years. Prime Minister Mark Carney’s government has said that immigration caps will remain until Canada 🇨🇦 has more housing and can better support new arrivals.

Employers who want to keep hiring foreign workers must adapt to these new requirements. This means investing in better record-keeping, training staff on compliance, and staying up to date with changing rules.

As reported by VisaVerge.com, these changes reflect a broader trend in Canadian immigration policy: balancing the country’s economic needs with concerns about housing, job opportunities, and social services.

Practical Steps for Employers

If you hire or plan to hire foreign workers in Canada 🇨🇦, here’s what you should do now:

Review your current practices: Make sure all job offers, wages, and working conditions are in line with what you promised.
Organize your records: Keep payroll, contracts, and other documents in a safe and easy-to-access place.
Train your staff: Make sure everyone involved in hiring and managing foreign workers understands the rules.
Prepare for audits: Have a plan for responding to audit requests, including who will handle communication with authorities.
Stay informed: Check official government websites regularly for updates on rules and procedures.

Where to Find More Information

For the latest updates and official guidance, visit the Government of Canada’s Employer Compliance page.

Employers and workers can also find helpful resources on the VisaVerge.com website, which provides analysis and news on Canadian immigration policies.

Conclusion

Canadian immigration authorities have made it clear that compliance is now a top priority. With more audits, stricter rules, and tougher penalties, employers must take their responsibilities seriously when hiring foreign workers under the International Mobility Program or the Temporary Foreign Worker Program. By staying informed and prepared, employers can avoid problems and help ensure that Canada 🇨🇦 remains a fair and welcoming place for workers from around the world.

Learn Today

International Mobility Program (IMP) → Allows employers to hire foreign workers without needing an LMIA in specific exempt cases.
Temporary Foreign Worker Program (TFWP) → Requires employers to obtain an LMIA before hiring foreign workers to protect Canadian jobs.
Labour Market Impact Assessment (LMIA) → A document proving that hiring a foreign worker will not negatively affect Canadian workers.
Employment and Social Development Canada (ESDC) → Government department issuing LMIAs and enforcing employer compliance with foreign worker rules.
Immigration, Refugees and Citizenship Canada (IRCC) → Government agency responsible for issuing work permits and managing employer compliance.

This Article in a Nutshell

In 2025, Canada sharply increased employer audits in foreign worker programs. These ensure fair wages, proper job conditions, and compliance with immigration laws to protect workers and prioritize Canadians’ job opportunities.
— By VisaVerge.com