British Columbia’s Gateway: Navigating Immigration Pathways

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Hiring Process Overview

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Employers must first register under the Temporary Foreign Worker Protection Act to hire foreign workers in British Columbia. Learn more about the registration process. This registration is essential for participating in programs like the Temporary Foreign Worker Program (TFWP) and must be renewed every three years to maintain compliance.

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The next step is obtaining a Labour Market Impact Assessment (LMIA), which verifies the need for a foreign worker when no qualified Canadian candidate is available. Visit Employment and Social Development Canada (ESDC) page for detailed information on LMIA requirements. This includes advertising the job locally as part of the requirement.
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"Did You Know? The Global Talent Stream (GTS) expedites the LMIA process, reducing the waiting period to around two weeks—perfect for businesses needing urgent access to specialized talent."

Once an LMIA is approved, employers can extend a formal job offer. This enables the foreign worker to apply for an employer-specific work permit, paving the way for them to join the company.

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Importance of the LMIA and Its Alternative

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The LMIA ensures that hiring foreign talent does not negatively impact Canadian job seekers. The process, managed by ESDC, involves proving local recruitment efforts.
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"The GTS is a specialized LMIA pathway that allows faster processing, which is ideal for businesses needing to secure highly skilled professionals quickly. However, some roles may be LMIA-exempt under the International Mobility Program (IMP), which benefits positions that contribute cultural or economic value. Learn more about the IMP."

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Success Story: Supporting PBF Pita Bread Factory Ltd.

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Evoke HR has supported PBF Pita Bread Factory Ltd. in recruiting nearly a dozen Maintenance Millwrights through multiple LMIA applications and work permit processes. This support provided PBF with the operational stability needed to maintain production and meet business demands. With a stable workforce in place, PBF was able to shift focus toward training and development initiatives, aiming to reduce future reliance on the TFWP. Evoke HR’s assistance also facilitated the workers’ transition to permanent residency and helped some bring their families to Canada, reinforcing PBF’s long-term growth and sustainability.

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Temporary and Permanent Hiring Pathways

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Employers can choose between temporary and permanent hiring options. The TFWP typically requires an LMIA, while the IMP may exempt certain roles from this requirement when they fulfill specific criteria, such as providing cultural or economic benefits.

For businesses looking to retain talent long-term, the BC Provincial Nominee Program (BC PNP) is a valuable option that helps foreign workers transition to permanent residency, enhancing workforce stability.  Find more information about the BC PNP.

In addition to the BC PNP, many temporary foreign workers find the Canadian Experience Class (CEC) an advantageous pathway for gaining permanent residency. Under the Express Entry system, this federal program allows foreign workers who have gained skilled work experience in Canada to apply for permanent residency. It recognizes the value of Canadian work experience and often prioritizes candidates who have successfully integrated into the Canadian workforce.

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"Supporting foreign workers’ transition to permanent residency can enhance loyalty and workforce stability, offering businesses a reliable talent pipeline for critical roles."

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For specialized industries in BC, such as tech, the BC PNP Tech Pilot offers expedited processing for eligible tech occupations, allowing employers to address skill shortages swiftly.

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"Did You Know? The BC PNP Tech Pilot offers weekly draws for eligible tech roles, enabling faster processing and quicker job fulfillment."

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Additionally, sectors such as agriculture can leverage the Agri-Food Immigration Pilot to help workers in food production and related fields transition to permanent residency, securing stable staffing solutions for long-term growth.

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Ensuring Compliance and Avoiding Penalties

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Compliance with BC’s Temporary Foreign Worker Protection Act ensures fair treatment and clear employment terms and prohibits practices such as withholding documents or charging recruitment fees. Check current BC employment standards. Non-compliance can lead to fines, suspension of hiring rights, or legal repercussions.

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"Did You Know? Employers must frequently review updates to BC and federal regulations to remain compliant and avoid penalties."

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Employers must stay proactive to maintain lawful hiring practices and safeguard their rights to recruit international talent.

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Supporting Integration and Onboarding

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Helping foreign workers settle in BC requires a strategic approach to relocation and onboarding. Employers should offer guidance on housing and use resources like WelcomeBC to facilitate smooth transitions. Effective onboarding programs that include mentorship and language assistance can enhance job satisfaction and productivity.

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"Key Point: Comprehensive onboarding practices can make a significant difference, ensuring new hires feel welcomed and valued."

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Business Advantages of Hiring International Talent

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Hiring foreign workers expands a company’s talent pool, giving access to specialized skills not always available locally. Additionally, employees with international backgrounds can offer diverse perspectives that drive innovation and connect businesses with global markets.

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"Did You Know? Multilingual employees can help businesses expand their reach and appeal to broader customer bases, creating new growth opportunities."

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Final Checklist for Employers

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Employers can use this checklist to navigate the process:

        ✓ Register under BC’s Temporary Foreign Worker Protection Act.
        ✓ Apply for an LMIA (if required) and meet local job advertising standards.
        ✓ Extend a job offer after LMIA approval.
        ✓ Ensure compliance with BC employment laws to avoid penalties.
        ✓ Support new hires with relocation resources and structured onboarding.

Staying proactive and thorough at every step helps businesses maximize the benefits of hiring international talent while maintaining compliance.

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Key Links

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For more detailed information and resources, check out these key links:

• BC Temporary Foreign Worker Protection Act: Registration and guidelines.
• Employment and Social Development Canada (ESDC): LMIA requirements and application process.
• International Mobility Program (IMP): Details about IMP and LMIA exemptions.
• BC Provincial Nominee Program (BC PNP): Information on BC PNP pathways.
• Canadian Experience Class (CEC): Eligibility and application process under Express Entry.
• WelcomeBC: Resources for settling and integrating in BC.
• Agri-Food Immigration Pilot: Overview of the pilot program.

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Simplify Hiring, Strengthen Your Team, and Achieve Lasting Growth

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Looking to enhance your recruitment strategy and streamline the complex process of hiring foreign workers? Don’t let recruitment challenges slow your business growth. Evoke HR is here to support you every step of the way. From securing LMIAs and recruiting skilled international talent to providing seamless onboarding, ensuring compliance, and maintaining workforce stability, we handle it all. Partner with us to build a diverse, effective team and drive sustainable growth.

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Contact Evoke HR today to simplify your recruitment and compliance processes—and focus on expanding your business with confidence.

Employment and Social Development Canada (ESDC) recently announced several updates to the Temporary Foreign Worker Program (TFWP), designed to improve worker protections and increase compliance standards for employers. These changes are especially important for businesses in British Columbia that rely on LMIAs to hire foreign workers or for individuals holding or seeking LMIA-based work permits.

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"It’s also worth noting that applications submitted before the changes take effect will follow the rules in place at the time of submission."

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Higher Wage Thresholds for High-Wage Stream

Starting November 8, 2024, the minimum wage for high-wage stream positions will increase to 20% above the provincial median wage. This adjustment means that many roles previously classified under the high-wage stream may now fall into the low-wage stream, which operates under different compliance requirements.

"Expect a significant increase in jobs being reclassified as low-wage positions due to the new wage thresholds."

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Low-Wage Stream: Reclassification and Requirements

With the new wage thresholds, many roles that previously met high-wage criteria will now fall under the low-wage stream. This shift means these roles will be subject to the existing low-wage requirements, including housing and transportation provisions, but will no longer need to meet the new, elevated high-wage thresholds. For businesses, this change requires a close look at workforce planning and compliance to adapt to the reclassification.

"More jobs moving into the low-wage stream may reduce compliance requirements around housing and transportation."

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New Compliance Measures and Business Legitimacy

Enhanced compliance checks will include random audits and more rigorous business legitimacy assessments. ESDC now relies on data-sharing agreements to validate employers’ eligibility, reducing the role of attestations from external accountants or lawyers. For businesses, this shift requires careful attention to documentation and compliance to avoid penalties.

"New compliance audits mean BC businesses must closely adhere to TFWP regulations to avoid penalties."

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Enhanced Worker Protections

The updated TFWP regulations emphasize worker protection, ensuring that foreign employees can report unsafe working conditions or unfair treatment without fear of retaliation. Employers are now held to higher standards for workplace safety and fair wages, emphasizing the need for a safe and equitable environment for foreign workers.

"Stronger worker protections mean businesses must ensure compliance with fair treatment and safety regulations."

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What This Means for BC Employers and Workers

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For industries such as construction, hospitality, and manufacturing in BC, these changes mean reassessing hiring strategies, wage planning, and compliance needs. Employers will need to plan around potential reclassification into the low-wage stream, which may bring about different workforce planning and management strategies.

For workers on or seeking an LMIA-based work permit. The maximum employment duration for low-wage roles has been reduced to one year, so individuals in these roles will need to plan for future extensions or new employment sooner than expected.

"More jobs falling under the low-wage stream mean tighter hiring conditions for businesses and workers alike."

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Final Thoughts

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The 2024 TFWP reforms signal a significant shift for BC businesses and workers. Staying updated on these changes will help employers remain compliant and support workers in navigating new conditions.

Need Help Navigating the Changes?

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We’re here to assist businesses and workers in understanding how these new regulations affect their LMIA applications and work permits. Contact us for guidance and support in navigating the TFWP updates.

If you’re finding it hard to hire locally, the Labour Market Impact Assessment (LMIA) is a great tool for bringing in foreign talent. It’s the Canadian government’s way of making sure that hiring internationally is only necessary when there aren’t qualified locals. But how does the LMIA process work, and how can it benefit your business in the long term?

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How to Get an LMIA: A Simple Breakdown
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Step 1: Post the Job Locally

The first thing you need to do is post your job on platforms like the Government Job Bank for a minimum of four weeks. You also need to advertise in other channels like industry-specific job boards or local newspapers. This step shows that you’ve made a genuine effort to hire locally.

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"Struggling to find local talent? The LMIA can open doors to hiring top foreign workers."

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Step 2: Keep Track of Your Recruitment Efforts

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You’ll need to document everything—from where you posted the job to the interviews you conducted. It’s important to show that you did your best to hire Canadian citizens or permanent residents and explain why those candidates weren’t a fit.

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Step 3: Submit the LMIA Application

Once your recruitment period is over, it’s time to submit your LMIA application to Service Canada. You’ll include all your documentation, and yes, it can feel like a lot! But here’s the good news: after approval, you’ll be able to hire a foreign worker. This part of the process can take around 8 to 16 weeks, so plan accordingly.

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The Benefits of an LMIA for Your Business

Here’s where it gets interesting. Hiring through the LMIA process doesn’t just fill your open roles—it offers some unique benefits that can have a lasting impact on your company.

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"Boost retention with closed work permits—foreign workers hired under an LMIA are more likely to stay long-term."

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"Knowledge transfer is a powerful benefit of hiring globally—bring fresh skills and perspectives to your team."

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1. Employee Retention Through Closed Work Permits
   When you hire a foreign worker with an LMIA, they receive a closed work permit, meaning they can only work for your company. This provides stability because your new hire is committed to working with you for the duration of their permit, typically one to two years. It’s a great way to reduce turnover and increase retention, especially for roles that are hard to fill.
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2. Knowledge Transfer
   When you bring in global talent, you’re not just filling a job—you’re enriching your team. Foreign workers often bring unique skills and perspectives that can lead to knowledge transfer within your company. Whether it’s new ideas, methods, or technical expertise, your local team can benefit from the fresh perspective your new hire brings.
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3. Bridging Skills Gaps
   Some industries in Canada face chronic skills shortages, like tech or construction. By using the LMIA to hire internationally, you can bridge these gaps and keep your business running smoothly. It’s a strategic way to bring in specialized talent that might not be available locally.
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4. Long-term Planning
   Many foreign workers aim to become permanent residents, which means that while you’re filling an immediate need, you’re also potentially gaining a long-term employee. This offers stability for your team and helps you avoid constantly filling the same positions over and over.

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Timelines to Expect

The LMIA process can take a bit of time, so it’s important to plan ahead. Here’s a rough timeline:

• Job Posting: 4 weeks minimum.
• Recruitment Documentation: 1 to 2 weeks to organize all your records.
• Service Canada Processing: 8 to 16 weeks, depending on the role and region.
• Work Permit Processing: After LMIA approval, it can take another 1 to 2 months, depending on the worker’s country of origin.

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"Plan ahead: the LMIA process takes around 3 to 4 months from start to finish."

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All in all, you’re looking at a total timeline of about 3 to 4 months from start to finish. While it takes time, the long-term benefits—like retention and access to specialized talent—can make it well worth the effort.

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"The LMIA isn’t just about filling vacancies, it’s a strategic solution for long-term growth."

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Need Help Navigating the LMIA Process?

If you’re ready to hire globally but need help navigating the LMIA process, contact us today. We can streamline the process and ensure you’re set up for success.

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