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 truly valued me. And yet, something inside me kept whispering: there’s more for you to build.
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. Something that made HR accessible to businesses of all sizes and ensured that immigration processes were as smooth as possible for both businesses and individuals.
Yet, leaving the security of a stable job to step into the unknown world of entrepreneurship was terrifying. Would I succeed? Would I find enough clients? Was I truly ready?
The Reality of Entrepreneurship
I wish I could say the journey has been perfect, but the truth is—entrepreneurship is a constant learning experience.
I’ve pivoted my business multiple times based on market demand.
I’m still working on balancing business growth with life outside of work (yes, I still sneak into my home office during the evening and at the weekend!).
While I know HR & immigration inside out, I’ve had to learn the business side of things—marketing, finance, operations, and more.
Every challenge has brought growth, and every lesson has shaped Evoke HR & Immigration into what it is today.
Why It’s Worth It
Despite the ups and downs, I can say with absolute certainty that it has been worth it.
Evoke HR & Immigration has grown year over year. I’ve had the privilege of working with incredible clients, supporting businesses and individuals through complex HR and immigration processes, and reconnecting with colleagues who have reached out for guidance and support.
Most importantly, 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.
If You’re Thinking of Taking the Leap…
If you’re standing at the edge of a big career change, wondering if you have what it takes—I want to tell you this:
✅ It’s okay to be scared. The 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.
There will be challenges, pivots, and moments of doubt. But if you’re driven by passion, purpose, and a willingness to learn, the rewards of building something that is truly your own are immeasurable.
Gratitude & Looking Ahead
This blog isn’t just about my journey—it’s about the people who have supported me along the way. To my clients, colleagues, and friends who have believed in Evoke HR & Immigration—thank you. Your trust and encouragement have meant everything.
As I step into the next chapter, I’m excited to continue growing, learning, and making an impact.
If you’re considering a career shift or taking a leap into something new, here’s my advice:
✔️ 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.
🚀 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!
Published On
February 5, 2025
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Key 2025 Changes to Canadian Immigration Policies:
January 21, 2025
What Workers, Students, and Employers Need to Know
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.
At Evoke HR, we’ve analyzed these updates to help individuals and employers stay informed and prepared.
Major Updates to Work Permits for Temporary Residents
Spousal Open Work Permits
Eligibility for spousal open work permits has been refined to target specific roles. Principal applicants must work in TEER 0, 1, or select TEER 2 and 3 occupations experiencing labour shortages. View the complete list here. Additionally, the principal applicant must hold a valid work permit with at least 16 months of remaining validity at the time of their spouse’s application.
Exemptions remain for spouses of workers under Free-Trade Agreements or those tied to PR programs.
Impact on Dependent Children
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.
🚨 Important Deadline: End of Flagpoling
As of December 24, 2024, flagpoling has been eliminated. Temporary residents must now submit applications online through IRCC instead of leaving and re-entering Canada for same-day processing. Applicants should expect longer processing times when seeking extensions or changes to their status.
LMIA Reforms: Stricter Compliance Rules
Employers relying on the LMIA process must adapt to new requirements. A key change is the removal of attestations by lawyers or chartered professionals—as an alternative; employers may now provide direct bank attestations to prove business legitimacy and financial stability.
Additionally, higher wage thresholds now require employers to pay 20% above the provincial or territorial median wage for high-wage LMIAs; in BC, this is $34.62 per hour to qualify as high-wage.
For low-wage LMIA access, employment duration has been reduced to one year, down from two years. LMIAs for low-wage positions in census metropolitan areas with an unemployment rate of 6% or higher will not be processed. However, agriculture, food manufacturing, and healthcare roles remain exempt.
⚠️ LMIA Activation Rule: Effective May 1, 2024, LMIAs must be activated within six months of issuance (previously one year), except for construction and healthcare professions due to longer recruitment timelines.
📌 Express Entry Change Coming in Spring 2025
The government has announced plans to eliminate job offer points under Express Entry to reduce fraud and shift the focus to skills and qualifications. This change has not yet come into effect but is expected by spring 2025. Until then, job offer points remain valid under Express Entry.
Additionally, priority categories for 2025 will focus on healthcare, trades, and French-speaking applicants.
Updates for International Students
To manage intake and align with labour market priorities, Canada has capped study permits at 437,000 for 2025, down from 509,390 in 2023. Applicants must now obtain a Provincial Attestation Letter (PAL) for approval.
Additionally, PGWP eligibility has changed with new language proficiency requirements:
CLB 7 for university graduates.
CLB 5 for college graduates.
PGWPs are now tied to programs in high-demand fields such as agriculture, healthcare, and STEM.
⚠️ Visitor-to-Work Permit Policy Ends
As of August 28, 2024, visitors to Canada can no longer apply for employer-supported work permits from within the country. Work permit applications must be submitted from outside Canada or at a port of entry (where applicable).
Exceptions: Certain categories of applicants may still be able to apply from within Canada, such as those eligible for Bridging Open Work Permits (BOWP) or open work permits under specific programs. Additionally, applications submitted before August 28, 2024, will continue to be processed.
Reinstatement of Visa Requirements for Mexican Citizens
As of February 2024, Canada reinstated visa requirements for Mexican citizens. Exemptions apply to individuals holding valid U.S. non-immigrant visas or travellers with prior Canadian visas, provided they enter Canada by air.
📣 DIY Immigration Applications Are Becoming a Thing of the Past
With immigration policies changing rapidly and becoming more complex, self-managing applications is riskier than ever. Policies such as the end of flagpoling, new LMIA compliance rules, and Express Entry shifts require careful navigation. Seeking professional guidance ensures applications are accurate, timely, and compliant with the latest regulations.
Practical Advice for Workers, Students, and Employers
For Workers and Students
To navigate these changes effectively:
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.
For Employers
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
At Evoke HR, we specialize in guiding workers and employers through Canada’s evolving immigration policies. Our services include:
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.
With policies changing rapidly, working with an expert is more crucial than ever. Contact ustoday to ensure your application meets the latest requirements and compliance standards.
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The Future of Work: 7 HR Trends Shaping 2025
January 6, 2025
The Workforce is Changing—Is Your Business Ready?
Work is evolving at a rapid pace, and businesses that don’t adapt risk falling behind. From AI-driven automation to evolving leadership expectations, staying ahead in 2025 means embracing agility, technology, and workforce innovation.
The organizations that thrive won’t just keep up with change—they’ll lead it. Here are the seven HR trends shaping 2025 and what businesses must do to stay competitive in an evolving workforce.
1. AI, Automation & Emerging Technologies
Artificial intelligence (AI) is no longer a futuristic concept—it’s a daily reality in HR operations. From AI-driven hiring tools to virtual reality (VR) and augmented reality (AR) training programs, automation is transforming the way businesses attract, onboard, and develop talent.
✅ How AI & Emerging Tech Are Reshaping HR:
AI-powered hiring tools like SkyHive and Kira Talent use predictive analytics and machine learning to screen candidates, reduce bias, and improve hiring speed.
Chatbots and virtual assistants (e.g., Paradox’s Olivia) provide 24/7 real-time support for employee inquiries and onboarding.
VR & AR in corporate training—companies like Walmart and Accenture have adopted immersive VR onboarding and leadership training, significantly improving knowledge retention.
💡 HR Action Step: Assess which HR processes can be automated or enhanced with AI-driven insights. Experiment with VR training pilots for high-impact skills development.
2. People Analytics & Data-Driven HR
In 2025, HR decisions will be increasingly driven by real-time workforce data. People analytics help organizations understand employee behaviour, predict turnover risks, and optimize hiring strategies.
✅ How Data-Driven HR Creates a Competitive Edge:
Predictive analytics can forecast workforce trends, enabling proactive talent planning.
Engagement metrics help HR teams measure employee sentiment and improve workplace culture.
📌 Example:Royal Bank of Canada (RBC) has implemented comprehensive people analytics to align HR initiatives with business goals, improving employee engagement and workforce planning.
· Diversity & inclusion analytics allow companies to assess and improve representation in leadership roles.
⚠️ Ethical Consideration: As people analytics becomes more sophisticated, data privacy and ethical concerns must be addressed. Transparent communication on data collection, AI-driven decisions, and bias mitigation will be crucial.
📈 HR Action Step: Implement people analytics platforms (e.g., Visier, Tableau) to measure key HR metrics. Ensure data privacy policies align with ethical AI practices.
3. Skills Over Degrees & Workforce Agility
The demand for skills is overtaking the need for formal education. Businesses are realizing that hiring based on experience and competencies leads to better outcomes.
At the same time, companies need agile workforce strategies to remain competitive—leveraging full-time employees, gig workers, freelancers, and fractional HR solutions.
✅ Why This Matters in 2025:
Skills-based hiring expands the talent pool, attracting diverse candidates with relevant experience.
Upskilling and reskilling programs help employees stay relevant in fast-changing industries.
Fractional HR and flexible talent models allow companies to scale HR support without the risks of full-time hires.
Plum.io (Waterloo) is redefining hiring by using AI-powered talent assessments to match candidates' natural abilities with job requirements, helping employers prioritize skills over traditional credentials.
🎯 HR Action Step: Consider removing unnecessary degree requirements from job postings. Build on-demand talent pools and invest in micro-learning programs to upskill employees quickly.
4. Longevity & Career Evolution
With life expectancy increasing beyond 100 years, the traditional “work-then-retire” model is disappearing. Instead, employees are shifting between career phases—retiring later, transitioning into consulting roles, or pursuing portfolio careers.
✅ What This Means for Organizations:
Phased retirement programs help companies retain experienced talent in advisory roles.
Intergenerational mentorship fosters knowledge transfer between older and younger employees.
Career path flexibility (including part-time, project-based, and gig work) will be essential.
🔄 HR Action Step: Redesign career trajectories to accommodate longer work lifespans. Offer flexible retirement and mentorship programs to keep experienced talent engaged.
5. Employee Experience as a Competitive Advantage
Today’s workforce expects more than just a paycheck—they seek purpose, flexibility, and well-being. Organizations that prioritize employee experience (EX) will attract and retain top talent in 2025.
✅ What Employees Want:
Meaningful work that aligns with their values.
Growth opportunities through career development, mentorship, and skills-building.
Flexible work arrangements that support work-life balance.
Comprehensive well-being programs, including mental health resources and financial wellness tools.
📢 HR Action Step: Conduct employee experience audits to assess engagement and workplace satisfaction. Develop a culture where employees feel valued, supported, and motivated to stay.
6. The Rise of Human-Centric Leadership
Leadership expectations are evolving. Employees are looking for leaders who are empathetic, adaptable, and transparent.
✅ Real-World Example: Companies like Salesforce and Patagonia have embraced people-first leadership models, prioritizing employee well-being, transparent communication, and workplace flexibility.
🔎 HR Action Step: Train leaders to adopt a coaching mindset. Encourage open dialogue, vulnerability, and people-first policies to strengthen trust within teams.
7. Transparency & Equity in Total Rewards
Employees now demand greater transparency in compensation, benefits, and career advancement opportunities.
🔎 Legislative Reference:
The Pay Transparency Act (Canada) and Federal Pay Equity Legislation are pushing companies to disclose salary ranges and eliminate wage gaps.
Companies operating in multiple jurisdictions must align compensation policies with emerging pay equity regulations.
✅ Key Shifts in Compensation & Benefits:
Pay transparency policies help build trust and reduce pay gaps.
Personalized benefits packages cater to different employee needs.
Equity-based incentives (e.g., profit-sharing, stock options) attract and retain top talent.
💰 HR Action Step: Conduct pay equity audits and offer more customizable reward programs to attract and retain top talent.
The Business Risks of Not Evolving: Why Staying the Same is No Longer an Option
The workplace is evolving, and businesses that fail to adapt risk more than inefficiency—they risk their future success.
📉 The Risks of Not Adapting:
❌ Losing top talent to competitors who offer better flexibility and compensation. 🛑 Wasting time on outdated processes that could be automated. ⚠️ Falling behind compliance & pay transparency regulations.
✅ The businesses that succeed in 2025 will be those that embrace agility, automation, and people-first strategies.
💡 Business leaders must ask themselves:
· Are we attracting and keeping the right people to fuel our growth?
· Are we running as efficiently as possible, or are we stuck in outdated processes?
· Do we have the workforce strategies in place to compete in today’s economy?
How Evoke HR & Immigration Helps Businesses Stay Competitive
🚀 The workplace is changing fast—your workforce strategy should, too. That’s where Evoke HR & Immigration comes in.
We provide on-demand, strategic HR solutions that help businesses scale, adapt, and stay ahead—without the risks of full-time hiring.
✅ Fractional HR Leadership – Senior HR expertise when you need it, without the full-time cost.
✅ HR Team Augmentation – Expand your team’s capabilities with specialized expertise. ✅ Immigration & Global Talent Support – Secure and integrate top international talent.
Why Leading Organizations Choose Consulting Over Full-Time Hiring:
✔️ Specialized Expertise – Access high-level HR knowledge and strategies that go beyond in-house capabilities. ✔️ Scalable & Flexible – Adjust HR support as your business grows, restructures, or faces new challenges. ✔️ Fast Impact, No Long Hiring Cycles – Get the expertise you need without the delays of traditional hiring.
💡 The future of work is here—are you ready? Let’s build an HR strategy that drives results, strengthens your business, and positions you for long-term success.
A Step-by-Step Guide to Hiring Foreign Workers in British Columbia
November 4, 2024
Hiring Process Overview
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.
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.
"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.
Importance of the LMIA and Its Alternative
The LMIA ensures that hiring foreign talent does not negatively impact Canadian job seekers. The process, managed by ESDC, involves proving local recruitment efforts.
"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."
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.
Temporary and Permanent Hiring Pathways
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.
"Supporting foreign workers’ transition to permanent residency can enhance loyalty and workforce stability, offering businesses a reliable talent pipeline for critical roles."
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.
"Did You Know? The BC PNP Tech Pilot offers weekly draws for eligible tech roles, enabling faster processing and quicker job fulfillment."
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.
Ensuring Compliance and Avoiding Penalties
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.
"Did You Know? Employers must frequently review updates to BC and federal regulations to remain compliant and avoid penalties."
Employers must stay proactive to maintain lawful hiring practices and safeguard their rights to recruit international talent.
Supporting Integration and Onboarding
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.
"Key Point: Comprehensive onboarding practices can make a significant difference, ensuring new hires feel welcomed and valued."
Business Advantages of Hiring International Talent
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.
"Did You Know? Multilingual employees can help businesses expand their reach and appeal to broader customer bases, creating new growth opportunities."
Final Checklist for Employers
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.
Key Links
For more detailed information and resources, check out these key links:
Simplify Hiring, Strengthen Your Team, and Achieve Lasting Growth
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.
Contact Evoke HR today to simplify your recruitment and compliance processes—and focus on expanding your business with confidence.
