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

First, list of detected resources in order of appearance (only those eligible for linking per rules):
1. IRCC: Hire through the International Mobility Program (uscis_resource) — appears near end of article body and already linked to a canada.ca URL (preserve existing link).
2. Labour Market Impact Assessment (LMIA) — appears multiple times.
3. Temporary Foreign Worker Program (TFWP) — appears early.
4. TEER 0–3 / TEER 0 or 1 / TEER 2 or 3 — TEER referenced multiple times.
5. Economic Mobility Pathways Pilot — appears in federal Departmental Plan section and later in Outlook.
6. Welcoming Francophone Communities Initiative — appears in Support for Francophone immigration section.
7. Global Hypergrowth Project (GHP) Innovation Stream — appears in special exemption categories.
8. French‑speaking workers outside Quebec — appears in special exemption categories.
9. Post‑graduation work permit (PGWP) rules — appears in Departmental Plan and Outlook.

Per the editing rules, I will add ONLY up to five new .gov links to the first mention of eligible resources in the article body, preserving all existing content and the existing canada.ca link. I will choose authoritative Government of Canada or relevant .gov pages (US .gov not applicable for Canadian programs), prioritizing official pages for programs and policies. The existing IRCC canada.ca link remains unchanged.

I will add links for the following first mentions (in order of appearance) up to the maximum of five links:
– Labour Market Impact Assessment (LMIA)
– Temporary Foreign Worker Program (TFWP)
– TEER 0 or 1 (linking TEER explanatory page)
– Economic Mobility Pathways Pilot
– Welcoming Francophone Communities Initiative

Here is the complete article with only those five government links added (no other changes):

(CANADA) Canada’s International Mobility Program is issuing work permits at a pace that has already outstripped the federal target for the year, underscoring how central the LMIA‑exempt pathway has become for employers and foreign talent. In the first half of 2025, the program issued 302,280 work permits, exceeding the annual target of 285,750 even after a planned pullback from more than 410,000 permits in 2024. The surge highlights strong employer demand for faster hiring options that don’t require a Labour Market Impact Assessment (LMIA), as well as policy choices aimed at keeping Canada 🇨🇦 competitive while managing growth.

The International Mobility Program (IMP) lets employers bring in foreign workers without the LMIA step used in the Temporary Foreign Worker Program (TFWP). This exemption shortens timelines and gives firms more flexibility to respond to real‑time needs, especially in priority areas such as healthcare and skilled trades identified in the 2025–2027 Immigration Levels Plan released in October 2024. According to analysis by VisaVerge.com, the latest numbers reflect how the IMP has become the main lever for quick, targeted recruitment that advances Canada’s economic, social, and cultural goals.

Ottawa is pairing this pace with a shift in focus: officials say they want immigration to grow in a sustainable way while helping workers already in Canada move to permanent residence. The plan sets targets for both permanent and temporary streams, with special attention on in‑Canada applicants. The IMP fits squarely into that strategy by supporting sector needs now and creating a pipeline for permanent pathways later.

Employers and workers are also seeing new rules take hold in 2025. The government has tightened who can apply for open work permits as spouses, limited to certain international students and to spouses of foreign workers in TEER 0 or 1 jobs, and in some TEER 2 or 3 roles with clear shortages, effective January 21, 2025. That change may affect family work options for many IMP households, even as primary applicants continue to benefit from faster processing that comes with LMIA exemption.

Policy changes and special categories

The IMP operates alongside the TFWP, and both streams have exceeded their 2025 permit targets. The difference is structural: the TFWP requires a Labour Market Impact Assessment to show there’s no Canadian available, while the IMP is built on wider policy goals and international agreements. The LMIA exemption is the key feature that helps employers cut hiring timelines and costs.

Within the IMP, several special exemption categories have expanded practical access:

• French‑speaking workers outside Quebec: Workers who can show moderate French ability may receive an LMIA exemption that supports Francophone communities across Canada.
• Global Hypergrowth Project (GHP) Innovation Stream: Helps high‑growth firms hire talent in TEER 0–3 roles when wages meet program rules, speeding recruitment for scale‑ups.
• Overnight camp counsellors: May be exempt from both LMIA and certain compliance fees, a seasonal exception tied to youth and cultural programs.

Processing under the IMP depends on where the worker applies:

• Applicants outside Canada receive a letter of introduction and present it at the port of entry to get the work permit.
• Applicants inside Canada, or those eligible to apply at the border, receive the permit by mail or at entry.
• Travelers must hold the right entry document—either an eTA or a visitor visa—and some will need a medical exam or extra exit papers based on their country of origin.

The federal Departmental Plan for 2025–2026 signals more change ahead. Planned moves include:

• Making the Economic Mobility Pathways Pilot (which links displaced talent to jobs) a permanent pathway to permanent residence by the end of 2025.
• Launching a new foreign labour stream and a new type of work permit for agriculture and fish processing sectors (pending rollout).
• Updating post‑graduation work permit (PGWP) rules and revising eligibility for spousal open work permits to better align temporary flows with labour needs.

Trade policy is now a major driver of LMIA‑exempt hiring. New free trade agreements with Indonesia and Ecuador are in force, expanding access to IMP categories tied to international commitments. Ongoing negotiations could further widen LMIA‑exempt eligibility for professionals, investors, and intra‑company transferees.

Support for Francophone immigration remains a priority. The government is operationalizing the Welcoming Francophone Communities Initiative to strengthen French‑speaking life outside Quebec, and the IMP’s targeted exemption for French‑speaking workers is part of that effort. The Immigration Levels Plan also favors in‑Canada transitions, which may help French‑speaking workers move from temporary status to permanent residence.

Impact on applicants and employers

On the ground, the IMP’s LMIA exemption often means filling a role in weeks rather than months. Employers avoid the advertising, recruitment proofs, and case‑by‑case market tests required under the TFWP. That speed is crucial in fast‑moving sectors—such as hospitals needing specialized clinicians or clean‑tech firms hiring engineers after funding rounds. It’s also vital for student‑linked programs and cultural roles the government sees as in the public interest.

However, the exemption is not a free pass. Employers must meet all IMP compliance rules, including proper wages and conditions, and they can face inspections and penalties. Many firms build internal checklists and audit files proactively to reduce risk. Immigration lawyers identify common pitfalls:

• Mismatched job duties and classifications
• Vague or inconsistent offer letters
• Missing proof of wage levels for GHP or other categories

Foreign workers see clear benefits, too. LMIA‑exempt work permits often mean shorter waits and clearer steps. Still, a few details can trip applicants up:

• Make sure the letter of introduction matches your identity documents exactly.
• Check whether you need an eTA or a visitor visa before booking travel.
• If your family plans to join, review the new spousal open work permit limits that began on January 21, 2025; some spouses will now need an employer‑specific permit or may not qualify to work.

Applicants should also watch for medical exam requirements and plan accordingly. A delayed medical can derail a start date and affect an employer’s operations. Workers from countries with exit document rules should build in extra time to gather records before travel.

The labour market picture is mixed but clear: the IMP is now a central tool for filling gaps. By removing the LMIA for eligible categories, Ottawa can respond to shortages more quickly while steering flows toward sectors of need. Common IMP hires include roles in healthcare, skilled trades, certain tech positions, and intra‑company transfers tied to global operations.

Officials note that temporary policy steps taken during the pandemic boosted IMP volumes. Even with a planned pullback in 2025, demand has remained high—explaining why the first half of 2025 already exceeded the full‑year permit target.

Employers and advisers are also watching planned digital service changes. The department intends to launch a new online account system for all clients, which should:

• Streamline how IMP applications are filed and tracked
• Reduce document errors and back‑and‑forth requests
• Help both small and large employers keep better records

For official guidance, the federal page on hiring through the IMP is the single best starting point for up‑to‑date rules, categories, and compliance details. See: IRCC: Hire through the International Mobility Program.

Outlook and what to watch

Several developments will shape the remainder of 2025:

• The government’s plan to make the Economic Mobility Pathways Pilot permanent could create a steady bridge from temporary LMIA‑exempt jobs to permanent residence.
• A new foreign labour stream and a new work permit for agriculture and fish processing may give seasonal and year‑round employers clearer options under the IMP.
• Updates to PGWP rules and ongoing limits on spousal open work permits will affect family work plans and employer retention strategies.
• Additional trade agreements could expand LMIA‑exempt categories, especially for professionals and intra‑company transferees.

Stakeholders and roles:

• IRCC: policy and processing leadership
• ESDC: labour market oversight (especially for the TFWP)
• Minister of Immigration: balancing economic needs with social integration
• Employers and immigration lawyers: day‑to‑day compliance and filings
• Workers: weighing speed and family options against changing rules

Practical steps for employers:

1. Map each hire to the correct IMP category and keep wage and duty records clear and consistent.
2. Plan onboarding dates with buffer time for medicals and travel documents.
3. Review spousal work options early to avoid mid‑assignment surprises.

Practical tips for workers:

• Keep identity documents aligned and accurate.
• Know which entry document you need (eTA vs. visitor visa).
• Ask your employer for a detailed job offer that matches your permit conditions.
• If your spouse needs to work, check eligibility under the new rules before moving.

Despite a softer overall immigration target, few expect the IMP to fade. The government’s focus on in‑Canada transitions and sector needs suggests the program will remain essential for connecting talent to jobs while also serving as a path to longer‑term status. With 302,280 work permits issued in just six months, the program’s momentum is clear, even as Ottawa fine‑tunes the mix of temporary and permanent immigration to match Canada’s capacity and priorities.