Canada, famous for accepting immigration guidelines, is experiencing a prospective shake-up. Recent modifications to the Temporary Foreign Worker Program (TFWP) generate worry and increasing fears of deportation across different industries, particularly agriculture, hospitality, construction, and healthcare.
Reports demonstrate that skilled international employees are experiencing the threat of deportation, and Canadian firms are demanding Ottawa contemplate these new laws. Let us delve into the information about this growing condition.
Table of Contents
Meaning Of The Temporary Foreign Worker (TFW) Scheme
Canada’s Temporary Foreign Worker Program permits employers to employ international citizens for temporary employment when no eligible Canadians are available. It was formed to bridge labor market spaces in agriculture, hospitality, construction, and healthcare.
To participate in the scheme, employers must obtain a Labour Market Impact Assessment (LMIA) to ascertain that employing an international employee will not negatively impact Canadian employment seekers. There are two major streams, high-income and low-income, each with various laws concerning reimbursement and worker limits.
What Modified In The TFW Programs
In November 2024, Canada presented stringent laws for employers using the TFW Scheme to safeguard local jobs and decrease reliance on international employees. Below are the major updates:
1. Higher Incomes For High-Wage Streams
Beginning on 8 November 2024, Canadian employers employing via the high-income stream must pay 20% above the provincial median income. This payment increase, ranging between $5 and $8 hourly, intends to make employing Canadians more enticing than depending on temporary international employees.
2. Limit On Employing International Workers
From 26 September 2024, firms can only use temporary international employees for about 10% of their total labor force in low-income employment. This law coerces employers to rely more on local jobs and restricts access to inexpensive foreign labor.
If you enjoy this article, don't miss out on the valuable insights and information available in our other related posts:
- New Zealand Working Holiday Visa Application: Procedure And Conditions
- Canada Increases Off-Campus Work Cap For Students: New 24-hour Law Explained
- PGWP Modifications: Optional Work Permits For Foreign Graduates In Canada
- Australia Presents 4 Major Updates To Temporary Skill Shortage Visa For International Workers
- Skill Shortage Work Visa Programs For Fresh Graduates Without Job Skill Requirements
3. Employment Adjustments Across Streams
Because of these guideline modifications, nearly 34,000 positions are anticipated to be adjusted from the high-income to the low-income stream. The low-income class has stricter requirements, more assessments, and fewer employment safety advantages for international employees.
Reasons International Workers Are At Risks
With these new laws, several employers experience difficult options:
- Reimburse More Or Let Go
Firms may be unable to afford the elevated incomes, preventing them from renewing international workers’ work permits.
- Permit Expiration Looms
Without duly renewals or employment offers that satisfy the new income laws, several skilled international employees risk deportation whenever their job permits cease.
- Decreased Employment Adjustability
The 10% limit on international employment hugely decreased the number of roles obtainable to foreign employees, toughening an already competitive labor market.
The Effect On Canadian Employers
Canadian enterprises, primarily in industries dependent on foreign employees, are caught between adherence and crisis. Employers must either absorb the increased labor expenses or experience workforce shortages.
For many firms, the concern is financial and the potential loss of valuable and skilled workers who have already become an integral part of the company and society.
Will Canada Stay Attractive To International Workers?
With the increased income requirements and strict limitations, Canada’s reputation as a welcoming destination for skilled migrants could be at risk. The new Temporary Foreign Worker laws might prompt potential candidates to consider other countries with more predictable and stable immigration policies.
In conclusion, while the revised Temporary Foreign Workers Program may help protect Canadian employees, it also creates a sense of uncertainty for many international citizens who contribute to Canada’s economy. As work permits expire and laws become more stringent, the threat of deportation looms, not only for the seven employees at one firm but potentially for many more across the country.
