‍The Future of Work: 7 HR Trends Shaping 2025

Taking the Leap into Full-Time Consulting

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Three years ago, I stood at a crossroads—one that many professionals face at some point in their careers. I had a fulfilling role in local government, a secure career path, and the unwavering support of an organization that genuinely valued me.

And yet, something inside me kept whispering:
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“There’s more for you to build.”

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For years, I had balanced my passion for HR & immigration consulting with my government role. I loved the work, the people, and the mission—but deep down, I knew I wanted to create something of my own. I wanted to make HR accessible to businesses of all sizes, create smoother immigration pathways for businesses and individuals, and support organizations and people through complex work transitions.

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Leaving the security of a stable job to step into the unknown world of entrepreneurship was terrifying.
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“Would I succeed? Would I find enough clients? Was I truly ready?”

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The Reality of Entrepreneurship

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I wish I could say the journey has been perfect, but the truth is—entrepreneurship is a constant learning experience.

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I’ve had to pivot my business multiple times based on market demand, refining services and adapting to what my clients truly need. Balancing business growth with life outside of work has been another challenge, and I’ll admit—I still sneak into my home office during evenings and weekends when I probably shouldn’t.

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“While I know HR & immigration inside out, running a business has been an entirely different learning curve.”

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Marketing, finance, operations—none of these were my area of expertise when I started. But every challenge has led to growth, and every lesson has shaped Evoke HR & Immigration into what it is today.

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Why It’s Worth It

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Despite the ups and downs, I can say with absolute certainty:

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“It has been worth it.”

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Evoke HR & Immigration has grown year after year, not just in size but in impact. Over the past three years, I have worked with incredible clients, helped businesses and individuals navigate complex HR and immigration processes, and even reconnected with colleagues who have reached out for guidance and support.

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"More than anything, I’ve been able to make a difference across many organizations instead of just one—and that has been the most rewarding part of all."

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If You’re Thinking of Taking the Leap…

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If you’re standing at the edge of a big career change, wondering if you have what it takes, here’s what I want you to know:

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📌 “It’s okay to be scared. Fear means you’re stepping into something meaningful.”

📌 “You don’t have to have it all figured out—business evolves, and so will you.”

📌 “Courage isn’t the absence of fear—it’s taking action despite it.”

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There will be challenges, pivots, and moments of doubt. But if you are driven by passion, purpose, and a willingness to learn, the rewards of building something that is truly your own are immeasurable.

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Gratitude & Looking Ahead

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This blog isn’t just about my journey—it’s about the people who have supported me along the way.

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To my clients, colleagues, and friends who have believed in Evoke HR & Immigration—thank you. Your trust and encouragement have meant everything.

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“As I step into the next chapter, I am excited to continue growing, learning, and making an impact.”

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If you’re considering a career shift or stepping into something new, my advice is simple:

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📌 “Trust yourself. You don’t need all the answers to get started.”

📌 “Be willing to pivot. Your path may change, and that’s okay.”

📌 “Surround yourself with support. Find mentors, colleagues, and a network who believe in your journey.”

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How We Can Support You

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🚀 If your business needs HR or immigration support, check out Evoke HR & Immigration to see how we can help you navigate the complexities of people and work.

📩 If this story resonated with you, connect with me on LinkedIn or reach out via email—I’d love to hear your thoughts!

🙏 To everyone who has been part of my journey—thank you. I look forward to what’s ahead!‍

What Workers, Students, and Employers Need to Know

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Canada’s immigration policies are evolving in 2025, introducing significant updates for temporary residents, work permits, LMIAs, economic immigration programs, and international students. These changes reflect a strategic focus on addressing labour shortages, ensuring compliance, and managing infrastructure demands.

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At Evoke HR, we’ve analyzed these updates to help individuals and employers stay informed and prepared.

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Major Updates to Work Permits for Temporary Residents

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Spousal Open Work Permits

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Eligibility for spousal open work permits has changed, now focusing on specific roles in high-demand sectors. Principal applicants must work in TEER 0, 1, or select TEER 2 and 3 occupations experiencing labour shortages.

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"Applicants must hold a valid work permit with at least 16 months of remaining validity at the time of their spouse’s application."

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Spouses of workers under Free-Trade Agreements or those tied to Permanent Residency programs remain exempt from these new restrictions.

Impact on Dependent Children

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The two-year pilot program for work permits for dependent children of temporary foreign workers has not been renewed. However, dependent children with existing permits tied to their parent’s status can still apply for renewals.

End of Flagpoling

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As of December 24, 2024, flagpoling is no longer an option. Temporary residents can no longer leave and re-enter Canada for same-day immigration processing. Instead, applications must be submitted online through IRCC, which means longer processing times for those seeking extensions or status changes.

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"Applicants should expect delays and plan their renewals accordingly."

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Stricter Compliance Rules for LMIA Applications

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Employers who rely on Labour Market Impact Assessments (LMIAs) must now meet stricter compliance requirements. One of the key changes is the removal of a lawyer or chartered professional attestations – as an alternative; employers may provide direct bank attestations to prove their financial stability and legitimacy.

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"Higher wage thresholds now require employers to pay 20% above the provincial or territorial median wage for high-wage LMIAs."

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For example, in British Columbia, the new threshold for high-wage LMIAs is $34.62 per hour.

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For low-wage LMIA approvals, the employment duration has been reduced to one year instead of two, and LMIAs will no longer be processed for positions in areas with an unemployment rate of 6% or higher. However, agriculture, food manufacturing, and healthcare roles remain exempt.

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Beginning May 1, 2024, LMIAs must be activated within six months of issuance rather than the previous one-year timeframe. Exceptions apply to construction and healthcare roles, where recruitment timelines tend to be longer.

Express Entry Change Coming in Spring 2025

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A major shift is coming to Express Entry, where job offer points will be eliminated to reduce fraud and refocus the program on skills and qualifications rather than employer sponsorship.

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"This change has not yet come into effect but is expected by spring 2025. Until then, job offer points remain valid under Express Entry."

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Priority categories for 2025 Express Entry draws will emphasize applications from individuals in healthcare, skilled trades, and French-speaking professions.

Updates for International Students

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Canada is taking steps to manage study permit intake and align student immigration with labour market needs. The total number of study permits issued in 2025 has been capped at 437,000, a decrease from 509,390 in 2023. To apply, students must now obtain a Provincial Attestation Letter (PAL) from their province of study.

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In addition, Post-Graduate Work Permit (PGWP) eligibility has changed, with new language proficiency requirements now in place:

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• University graduates must demonstrate CLB 7 proficiency.
• College graduates must meet CLB 5 proficiency.

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"PGWPs are now tied to programs in high-demand fields such as agriculture, healthcare, and STEM."

Visitor-to-Work Permit Policy Ends

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As of August 28, 2024, visitors to Canada can no longer apply for employer-supported work permits while inside the country.

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"Work permit applications must now be submitted from outside Canada or at a port of entry where applicable."

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Exceptions remain for certain applicants, including those eligible for Bridging Open Work Permits (BOWP) or open work permits under specific programs. Applications submitted before August 28, 2024, will still be processed under the previous rules.

Reinstatement of Visa Requirements for Mexican Citizens

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Canada has reinstated visa requirements for Mexican citizens, effective February 2024.

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"Exemptions apply to individuals holding valid U.S. non-immigrant visas or those with a prior Canadian visa, provided they enter Canada by air."

DIY Immigration Applications Are Becoming a Thing of the Past

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With immigration policies evolving rapidly, self-managed applications have become significantly more complex and risky. The elimination of flagpoling, new LMIA compliance requirements, and shifting Express Entry priorities mean that small mistakes can lead to costly delays or rejections.

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"Policies are changing fast—ensuring compliance is now more critical than ever."

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For anyone navigating the immigration system, seeking professional support ensures applications remain accurate, timely, and aligned with current regulations.

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What Workers, Students, and Employers Need to Know

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For Workers and Students

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To navigate these changes effectively:

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• Understand the Updates: Familiarize yourself with new eligibility requirements for work permits, Express Entry, and PGWPs.
• Plan Ahead: Budget for increased fees, adjust to new criteria, and prepare for potential processing delays.
• Seek Professional Guidance: Immigration policies are complex, and expert support can ensure compliance and success.

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For Employers

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• Ensure Compliance: Adapt to stricter LMIA rules, including direct bank attestations and increased wage thresholds.
• Strategize Recruitment: Focus on TEER occupations and align hiring practices with provincial and federal priorities.

How Evoke HR Can Help

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At Evoke HR, we specialize in guiding workers and employers through Canada’s evolving immigration policies. Our services include:

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• LMIA Applications: Helping businesses secure talent while meeting compliance standards.
• Work Permits and Economic Immigration: Assisting individuals in navigating the complexities of Canadian immigration programs.
• Customized Solutions: Tailored strategies for adapting to 2025’s changes.

Contact us today to ensure your application meets the latest requirements and compliance standards.

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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.