Canada’s International Mobility Program: A Practical Guide for Workers

(CANADA) Canada’s International Mobility Program is issuing work permits at a remarkable pace in 2025, even as the federal government aims to slow overall temporary admissions. In the first six months of the year, 302,280 work permits were issued under The International Mobility Program, already passing the federal target of 285,750 for all of 2025.

Officials say this reflects strong employer demand for Labour Market Impact Assessment‑exempt hiring and a policy push to keep the economy supplied with needed skills while encouraging more temporary workers already in Canada to move toward permanent status.

What the International Mobility Program (IMP) does

The International Mobility Program, or IMP, lets employers bring in foreign workers without a Labour Market Impact Assessment (LMIA). That LMIA exemption matters: it cuts processing steps and allows quicker hiring, especially when firms need to fill roles tied to Canada’s economic, social, or cultural goals.

• While total IMP issuances are down from over 410,000 in 2024, the program’s momentum this year underscores how central it has become to Canada’s broader immigration plan.
• The LMIA exemption typically reduces end‑to‑end wait times compared with the LMIA‑based Temporary Foreign Worker Program (TFWP), though processing still varies by category, location, and case complexity.

2025–2027 Immigration Levels Plan and strategy

The federal 2025–2027 Immigration Levels Plan, released in October 2024, sets cautious limits for both permanent and temporary residents, aiming for sustainable growth.

• The plan prioritizes economic pathways and moving people already working in Canada into permanent residence.
• According to analysis by VisaVerge.com, the strategy is designed to stabilize population growth while keeping employers competitive, notably in healthcare, skilled trades, and tech.

Officials stress the IMP works in tandem with the TFWP:

• TFWP requires an LMIA and addresses immediate, employer‑specific shortages backed by labour market testing.
• IMP offers faster, more flexible hiring for roles aligned with broader policy objectives (e.g., sector growth, trade commitments).

Policy changes overview

Recent departmental plans point to updates affecting who can qualify for IMP work permits and how families plan life in Canada.

Key announced changes and initiatives:
– The Economic Mobility Pathways Pilot will become permanent by the end of 2025, creating a stable route to permanent residence for refugees with in‑demand skills.
– A new foreign labour stream and a distinct work permit type for agriculture and fish processing are planned to address chronic shortages.
– IRCC will revise Post‑Graduation Work Permit rules and tighten eligibility for spousal open work permits.

Important: Spousal open work permit changes
– Starting January 21, 2025, open work permits are limited to:
– spouses of international students in specific study programs, and
– spouses of foreign workers in TEER 0 or 1 jobs, plus some TEER 2 or 3 roles with clear shortages.
– Families must plan carefully: a spouse who cannot work may face financial strain or need to seek their own employer‑specific permit under the IMP or TFWP.

Trade and targeted exemptions
– New free trade agreements with Indonesia and Ecuador add LMIA‑exempt options for covered professionals and intra‑company transferees.
– Ongoing talks with other partners could open more IMP‑eligible categories.
– Targeted exemptions support social and cultural goals:
– French‑speaking workers outside Quebec can access LMIA‑exempt permits with moderate French ability.
– IRCC supports the Welcoming Francophone Communities Initiative to help settlement in minority Francophone regions.
– The Global Hypergrowth Project (GHP) Innovation Stream aids high‑growth firms hiring for TEER 0–3 occupations.
– Seasonal roles like overnight camp counsellors may qualify for LMIA exemption and fee relief.

Impact on applicants and employers

For employers:
– The biggest draw of the IMP is speed. Without an LMIA, hiring timelines shorten, helping hospitals, manufacturers, and tech firms fill urgent roles.
– Speed comes with responsibility: employers must comply with IMP conditions and can face inspections and penalties for non‑compliance.
– Choosing IMP vs TFWP depends on the job, sector, and whether an IMP exemption applies. Documenting wages, duties, and compliance steps is essential.

For workers and families:
– The IMP can offer a clearer path to a job in Canada and sometimes allow family accompaniment.
– Due to spousal open work permit limits, families should:
– check the principal worker’s TEER level,
– review the local job market, and
– plan finances in case the spouse cannot work immediately.
– A spouse who cannot obtain an open permit may still:
– secure an employer‑specific permit through an LMIA‑exempt IMP category, or
– pursue an LMIA‑based TFWP route.

Application logistics
– From outside Canada: a successful IMP applicant typically receives a letter of introduction and exchanges it for a work permit at the port of entry.
– From inside Canada or at the border: the permit is usually received by mail after approval.
– Applicants must hold the correct entry document—eTA or a visitor visa—and may need a medical exam depending on origin.

Common forms:
– Applicants outside Canada generally submit the IMM 1295: Application for Work Permit Made Outside Canada:
Application for Work Permit Outside Canada (IMM 1295)
– Those inside Canada usually file the IMM 5710 to extend stay or change conditions:
Apply for a work permit inside Canada (IMM 5710)

Tip: Confirm which form fits your situation to avoid delays.

Processing, digital changes, and outlook

Processing variability and improvements
– Processing times depend on category, location, and case complexity.
– The absence of an LMIA often reduces wait times versus the TFWP.
– IRCC plans a new online client account to simplify filing and tracking for IMP applications. If implemented well, it could:
– cut errors,
– reduce back‑and‑forth, and
– provide clearer status updates.

Balancing labour needs and public services
– The 2025 plan aims to slow overall growth of temporary residents while not undermining sectors that rely on foreign talent.
– Because the IMP is targeted (by skill, sector, trade deal, or policy goal), it helps balance labour requirements with pressures on housing, healthcare, and community capacity.

Practical impacts on households
– Example: a family where the principal has a TEER 1 engineering job may rely on that income to cover rent. If the spouse loses eligibility for an open permit, the household might face a single‑income period or need the spouse to study or secure an employer‑specific permit.
– Early planning and good advice can prevent missed paycheques or rushed decisions after arrival.

Common mistakes and compliance risks

Watch for these frequent issues:
– Job titles that don’t match actual duties.
– Wages set below local standards.
– Missing proof of qualifications or credentials.
– Assuming a principal applicant’s permit automatically allows the spouse to work (since January 21, 2025, this is no longer true for many couples).

Also note:
– Some camp roles and youth programs have fee relief or exemptions, but these are narrow categories and must be verified against current IRCC policy.

For official guidance and employer obligations, review IRCC’s LMIA‑exempt work permit page:
IRCC: LMIA‑exempt work permits under the International Mobility Program

What to watch next

Key developments to monitor:
1. Updates to the spousal open work permit policy and how they affect family decisions.
2. The rollout of the new digital client account and whether it shortens IMP processing times.
3. Progress in trade talks that could create more LMIA‑exempt pathways for treaty‑backed professionals.

Bottom line: the International Mobility Program remains the fastest route for many employers to bring in talent without an LMIA. It also serves as a bridge for many workers who may later pursue permanent residence. With 2025 targets already met by mid‑year and policy adjustments still arriving, employers and applicants should keep documents tight, choose the right category, and follow IRCC updates closely.