Quebec Immigration Minister Calls Ottawa Insensitive to Temporary Workers’ Distress

Quebec City employers and temporary foreign workers face a sharper squeeze after Ottawa re‑imposed a 10% cap on low‑wage temporary foreign workers per company workforce and refused Quebec’s request to “grandfather” workers already here.

If you run a business in Quebec City—or you’re working here on a temporary permit—your next move often comes down to two strategies: keep the worker temporary under tighter federal rules, or push for a permanent pathway through Quebec’s planning choices and selection tools.

This matters because the federal cuts reduce the number of low‑wage positions from 20% to 10% of a company’s workforce, narrow eligible occupations, and add tougher language requirements. Quebec’s Immigration Minister Jean‑François Roberge called Ottawa “insensitive” and said the federal approach is “creating an emergency,” especially outside Montréal and Laval—conditions that apply directly to many Quebec City–area employers.

Two practical paths in Quebec City: temporary under federal caps, or move toward Quebec permanent selection

When your staffing plan depends on a worker who is already trained and integrated, the risk isn’t theoretical. Employers told Quebec hearings that some firms already lost workers who couldn’t renew permits, and the minister warned about business closures and worker departures.

You usually end up choosing between two clear options:

• Option A (Temporary-first): Keep the worker in temporary status and try to fit within federal Temporary Foreign Worker Program (TFWP) limits, renewals, and eligibility rules.
• Option B (Permanent-first): Build a plan to transition the worker to permanent residence through Quebec’s permanent immigration targets and selection approach, when possible.

Comparison: Option A vs Option B for Quebec City employers and workers

Option A: Keeping the worker temporary under Ottawa’s tighter rules

If your priority is “keep operations running this season,” Option A is often the default—and the pressure point—because the late‑2024 restrictions hit employers who rely on lower‑wage roles to keep production lines, food processing, hospitality, and other essential services staffed.

What changed that makes Option A harder

Three federal shifts create most of the friction:

• The low‑wage share dropped from 20% to 10% of a company’s workforce.
• Eligible occupations were narrowed, which blocks some roles that previously qualified.
• Language requirements became tougher, adding another screen that can slow hiring and renewals.

Roberge’s response captured how this feels operationally:

“Ottawa is creating an emergency… I don’t understand what they’re thinking,” and
“Ottawa is lighting a fire. I have to grab a fire extinguisher.”

For HR teams and workers with expiring permits, that “fire” can look like missed renewal windows, failed eligibility checks, or a position no longer fitting program rules.

When Option A still works

Option A can still fit in Quebec City if you meet several conditions:

• You can track headcount carefully against the 10% rule.
• The role remains eligible and fits the program structure.
• You can meet higher screening standards, including language requirements where they apply.
• Your business can tolerate repeat renewals and potential interruptions.

What to do now if you choose Option A

Keep it operational with a short checklist:

1. Confirm your headcount math under the 10% cap. Count positions the way the program does, not the way your org chart does.
2. Check whether the role still qualifies. If the occupation was narrowed out, you need a different plan fast.
3. Build a renewal calendar with hard internal deadlines. Treat it like payroll—no late submissions.
4. Document the worker’s continuity and performance. If you later shift to a permanent path, clean records help.

If your staffing model relied on the old 20% share, the change to 10% can force immediate restructuring. Treat this as business continuity, not just HR.

The main downside of Option A in Quebec City

The biggest risk is doing everything “right” and still losing the worker because rules shift again or eligibility tightens. That’s why Roberge used “insensitive” about Ottawa’s stance toward worker distress. For workers, the downside is direct: if renewal fails, you can lose your job and be forced to leave even after building a life in the region.

Option B: Planning a transition to permanent status through Quebec’s direction

Option B is about stability. Quebec signaled that it wants to prevent trained workers from being pushed out when they are filling real labor shortages—especially outside Montréal and Laval.

Roberge laid out a Quebec immigration plan that includes:

• Permanent resident targets of 45,000 annually from 2026–2029
• A goal of a 13% reduction in temporary foreign workers and international students by 2029 (compared to 2024 levels, focused on Montréal/Laval)
• A willingness to convert some temporary workers to permanent status to prevent business closures and worker deportations

The government also draws a sharper line between asylum seekers (a federal responsibility) and workers filling essential labor gaps.

Why Option B can be stronger for Quebec City

Policy shifts can hit Quebec City employers differently than large Montréal employers. A medium-sized manufacturer or food producer can lose a critical worker and have no replacement pipeline. Industry groups warned about “catastrophic consequences,” and Quebec’s plan to convert some temporary workers recognizes that risk.

Option B can pay off if:

• The worker is integrated, trained, and hard to replace.
• The role is long-term rather than seasonal.
• You want to reduce permit churn and the risk of sudden ineligibility.

How to think about eligibility without getting lost in program names

Quebec permanent immigration routes have their own selection rules and criteria, and you must qualify. Start with the worker’s profile and the job reality:

• Language: Federal changes included tougher language requirements for some temporary streams. For Quebec permanent selection, language often plays a major role too. If French is a weakness, make it the first problem you solve.
• Job continuity: A stable, ongoing job in Quebec City is a stronger story than a series of short stops.
• Employer support: Many workers need letters, proof of employment, and clean payroll records.

The main tradeoff in Option B

Option B takes planning time, and you must keep the worker authorized to work while you build the permanent case. In practice, that often means temporary renewals in the short term.

It also sits inside Quebec’s broader population plan. Quebec expects 61,000 permanent residents this year, considered a low of 25,000 at one point, and then set the 45,000 annual target for 2026–2029. Those targets shape the pace and volume of selections. The practical question is: can you keep the worker legally working long enough to reach the permanent stage?

Which option is right for you in Quebec City?

Your best choice depends on what you’re trying to protect: short-term staffing, or long-term retention.

Choose Option A (Temporary-first) if…

• Your immediate need is keeping shifts filled in the next renewal cycle.
• Your role still fits the narrower eligible occupations.
• Your company can stay under the 10% low‑wage cap without breaking your business model.
• The worker’s long-term plan is uncertain, or the job is not intended to be permanent.

Choose Option B (Permanent-first) if…

• You’re trying to prevent a trained worker from being forced out after years of contribution.
• Your business will be damaged by a single departure (common in specialized regional operations).
• The worker can realistically build a qualifying profile, including stronger French if needed.
• You want to reduce the recurring risk that comes with Ottawa policy swings that Quebec has publicly called insensitive.

A realistic hybrid plan many Quebec City employers use

Many employers use both options in sequence:

• Short term: Keep the worker authorized under temporary rules where possible.
• Medium term: Prepare a permanent case with employer documentation and a language plan.
• Decision point: If renewals become impossible under the federal cap, you already have the permanent track moving.

This aligns with the scale Quebec is dealing with: Statistics Canada reported about 562,000 temporary immigrants in Quebec, with two‑thirds under federal responsibility including asylum seekers. That scale is why policy changes can ripple quickly into the Quebec City labor market.

What you should do this week (employers and workers)

If you’re an employer in Quebec City:

• Audit your workforce against the 10% cap and identify roles at risk.
• List your “non‑replaceable” workers and prioritize them for a permanent‑first plan.
• Write a retention file for each priority worker: job title, wage, start date, training investment, and operational impact if lost.
• Set a 90‑day compliance calendar for renewals and internal approvals.

If you’re a worker:

• Ask your employer for a written plan: temporary renewal steps plus a permanent track if the job is ongoing.
• Start a French improvement plan if language will be evaluated in any step of your pathway.
• Organize your personal timeline (permit expiry, job continuity, and any family changes) so you can respond fast if rules tighten again.

If you want more immigration guides written in plain language, you can also visit VisaVerge.com.