Canada’s International Mobility Program: 2025 Work Permit Eligibility

(CANADA) Canada’s International Mobility Program is entering a new phase, pairing broader pathways for work in the country with tighter rules for some family applicants. As of September 21, 2025, Immigration, Refugees and Citizenship Canada (IRCC) continues to run the program as the main channel for hiring foreign workers without a Labour Market Impact Assessment (LMIA exemption).

The model is meant to help the economy and cultural life by letting employers fill roles quickly and by letting certain workers hold open work permits that aren’t tied to a single employer. But new limits on family open work permits and tougher compliance checks show a clear shift toward higher‑skilled roles and program integrity.

Core permit types under the IMP

The International Mobility Program (IMP) centers on three kinds of permits:

• Open work permits — allow a person to work for most employers in Canada without a job offer or LMIA.
• Open‑restricted permits — may limit the job type or location but do not name a specific employer.
• Employer‑specific (closed) permits — name the employer and job and require the employer to file the job offer through the Employer Portal and pay a compliance fee.

IRCC set the compliance fee at CAN$230 per position. Employers pay this when submitting job details and wage information. This fee sits alongside broader compliance duties and the possibility of audits, which IRCC can conduct without a warrant.

Who the IMP covers (main LMIA exemption categories)

The program includes a broad set of exemption categories, such as:

• Free trade agreements: CUSMA and CETA
• Intra‑company transferees within multinational firms
• International Experience Canada youth exchanges
• Post‑Graduation Work Permits (time‑limited for recent graduates)
• Open work permits for spouses/common‑law partners in specific cases
• Bridging Open Work Permits for people awaiting permanent residence decisions
• Francophone Mobility Program for French‑speaking workers outside Quebec
• A catch‑all for “significant benefit” cases where a worker’s presence offers broad benefits to Canada

January 2025: major family policy changes

On January 21, 2025, IRCC introduced new limits on which spouses and common‑law partners can obtain family open work permits:

• For international students:
  • Only partners of master’s students in programs 16 months or longer, doctoral students, and select eligible programs qualify.
• For foreign workers:
  • Only partners of principal workers in TEER 0, TEER 1, and certain TEER 2 or TEER 3 jobs qualify.
  • Example sectors: natural sciences, construction, healthcare, education, sports, and the military.
• Dependent children of foreign workers no longer qualify for family open permits.
• A key eligibility requirement: the principal worker must have at least 16 months left on their own work permit when the spouse applies.

IRCC’s stated aim: align family eligibility with labour market needs and preserve program integrity after years of growth in temporary resident numbers.

Important: These changes reflect a shift toward prioritizing higher‑skilled roles and longer academic programs for family open work permit access.

Why employers rely on the IMP

For many companies, the IMP is the fastest way to bring in global talent because an LMIA exemption removes the labour market test and formal advertising requirements. That saves weeks or months, which matters for:

• Startups hiring specialists
• Hospitals filling shift shortages
• Universities onboarding researchers

However, IRCC and Canada Border Services Agency (CBSA) officers retain final discretion:

• A border officer reviews admissibility at the port of entry and can approve or refuse entry based on health, security, or failure to meet program terms.
• The International Mobility Workers Unit (IMWU) can advise on eligibility for LMIA exemptions, but its opinion does not guarantee a permit or entry.

Practical examples of the family changes

• A licensed practical nurse in a listed TEER 2 occupation with a two‑year employer‑specific permit may enable a spouse to qualify if the principal worker has at least 16 months left at filing.
• A food service supervisor in a TEER not listed for 2025 family eligibility would no longer confer that spouse benefit, even if the job is stable.
• For students: a partner of a 20‑month master’s student can qualify, while partners of short diploma students generally cannot.

Limits and conditions on open work permits

Open work permits are valuable for flexibility but are not unconditional:

• Certain industries remain off‑limits (e.g., businesses offering striptease or escort services).
• Health and public safety rules apply; medical exams may be required depending on job or travel history.
• All permits hinge on passport validity and the ability to prove the intention to leave Canada at the end of authorized stay.

Application process and employer obligations

Steps for employer‑specific permits:

1. Employer sets up an Employer Portal profile.
2. File the job offer with all details (title, duties, wages, benefits).
3. Pay the CAN$230 compliance fee.
4. Employer receives a 7‑digit Offer of Employment number and shares it with the foreign worker.
5. Worker files the work permit application online, including that number.

• Applicants outside Canada who are approved receive a letter of introduction exchanged for the physical permit upon arrival.
• Applicants inside Canada or extending a permit receive a mailed permit once approved.
• Travel documents (visitor visa or Electronic Travel Authorization) may still be necessary depending on nationality; biometrics and medicals may also be required.

Compliance and inspections

IRCC can inspect an employer at any time, without a warrant, to confirm the Employer Portal filing matches reality. Inspections may include checks of:

• Wages
• Job duties
• Working conditions

Consequences for non‑compliance include warnings, monetary penalties, and bans from the program. For employers, this creates a strong incentive to:

• Post accurate salaries
• Respect provincial and federal labour laws
• Keep thorough records

For workers, inspections offer protection if a job differs from what was promised.

Quebec’s pathway: IMP+

Quebec operates a special stream, IMP+:

• Up to 7,000 skilled workers per year can receive open work permits up to three years.
• This stream helps Quebec respond quicker to labour market needs.
• Policymakers may revise the cap based on workforce needs and the province’s population plan.

Reciprocity and trade pathways

The IMP’s logic—LMIA exemption when there are economic, cultural, competitive, or reciprocal benefits—remains central:

• Reciprocal programs like International Experience Canada let young people travel both ways.
• Free trade agreements (CUSMA, CETA) enable professionals and transferees to move under reduced red tape.
• These arrangements deepen business ties and help Canadian firms access new markets.

Market reaction and analysis

VisaVerge.com reports:

• Employers view the IMP as more predictable than LMIA‑based hiring.
• Predictability matters in sectors where timing is critical (construction seasons, tech product launches).
• VisaVerge.com’s analysis suggests the 2025 family policy changes will reduce the number of accompanying spouses holding open permits in mid‑skill jobs, while preserving access for those tied to higher‑skilled roles and longer academic programs.

Role of the International Mobility Workers Unit (IMWU)

• IMWU advises employers and foreign nationals on whether a job qualifies for an LMIA exemption.
• It helps interpret categories (e.g., intra‑company transfer, free trade agreement).
• IMWU cannot approve permits; final decisions rest with IRCC processing officers and border officers.
• For official guidance, see IRCC’s IMWU page: https://www.canada.ca/en/immigration-refugees-citizenship/services/work-canada/hire-temporary-foreign/international-mobility-workers-unit.html

Note: The IMWU email remains available for eligibility questions, but applicants should not expect case‑specific decisions via email.

Benefits for different applicants

• New graduates (PGWP): flexibility to try roles, move cities, build Canadian experience for permanent residence.
• Francophone professionals: Francophone Mobility Program helps bilingual talent work outside Quebec.
• Qualifying spouses: can work while partner studies a long master’s or holds a TEER 0/1 role.

The 2025 rules, however, mean some families must adjust plans where jobs fall outside listed TEER levels or study programs are short.

Employer responsibilities and risks

• Employer Portal filings are a legal promise: submitted details form the baseline for compliance.
• If key terms change, a new filing and permit may be required.
• Employers who misstate wages or skip steps risk penalties and loss of access to international hires.
• Inspections can be unannounced — maintain accurate records and honest postings.

Admissibility and travel considerations

An LMIA exemption does not remove standard travel or admissibility tests:

• Must be admissible to Canada, hold a valid passport.
• May need biometrics and a medical exam.
• Port of entry officers may ask for proof of intent to leave when the permit expires (ties to home country, funds, plan).
• For extensions inside Canada: keep status valid, file on time, and follow permit conditions.

Program strengths and categories

The IMP’s breadth supports different needs:

• Free trade pathways for engineers, analysts, managers.
• Intra‑company transfers to share know‑how.
• International Experience Canada for youth mobility and skill building.
• Significant benefit category for one‑off specialist roles (e.g., a specialist in a new technology).

Community and labour‑market effects

• Partners who can work from day one help households and build local resumes.
• The January 2025 limits are felt strongly in sectors with modest wages or jobs outside listed TEER levels, potentially making recruitment harder and affecting retention.
• Some families adapt by using study permits, part‑time schooling, or exploring provincial programs.

What to do next: practical tips

1. Match permit strategy to the goal:
   • For flexibility, consider PGWP, qualifying spousal open work permit, or Bridging Open Work Permit.
   • If an employer is ready, an employer‑specific IMP permit may be faster than an LMIA.
2. Watch timing:
   • If spouse eligibility depends on 16 months remaining, plan renewals or extensions early.
3. Keep documents current:
   • A near‑expiry passport shortens the work permit term.
4. Prepare for compliance:
   • Employers: set realistic wages, document benefits, post accurate duties.
   • Workers: gather proof of qualifications, arrange biometrics/medicals, monitor passport validity.
5. When unsure:
   • Consider a pre‑submission review with counsel or a targeted question to the IMWU, remembering only processing and border officers make final decisions.

Outlook and policy direction

IRCC will continue reviewing IMP streams against labour needs and trade commitments. Ongoing updates may include:

• More clarity on which TEER 2 and TEER 3 jobs remain on family eligibility lists (initial list published January 21, 2025).
• Potential changes to Quebec’s IMP+ cap of 7,000 permits per year.
• Upgrades to the Employer Portal and online filing to reduce errors and flag risks earlier.

Key takeaways

The IMP balances speed and scope with tightened oversight:
– It helps employers hire quickly under LMIA exemptions.
– It preserves open‑work flexibility for many workers.
– January 2025 family changes prioritize longer academic programs and higher‑skilled occupations, reducing access for some mid‑skill roles.
– IRCC’s stronger compliance tools (including warrantless inspections) aim to protect workers and deter misuse.

Applicants and employers who plan carefully can still find clear routes. Choose the right stream, follow the rules closely, and be ready to show how the job or study brings broad benefits to Canada.