May 22nd, 2024 at 08:41 am

IRCC New Process for Work Permit to Canada PR | Canada New Updates 2024

It can be difficult to navigate the complexities of immigration procedures, especially when attempting to confirm the legitimacy of a job offer in Canada. Tight precautions are taken by Immigration, Refugees and Citizenship Canada (IRCC) to guarantee that job offers made to foreign workers are legitimate.

Companies and potential immigrants alike must comprehend how the IRCC carries out these checks if they hope to handle the immigration process skillfully and seamlessly.

Offer of Employment

A work offer may provide a strong basis for a Canadian immigration application. Receiving job offers and accumulating work experience in Canada are frequently requirements for being eligible for several economic immigration pathways. Furthermore, obtaining a work visa through the help of a Canadian job offer might enable people to live and work in Canada before being granted permanent residence status.

Offers of work, however, can also be used as a cover for fraud, with newcomers being especially susceptible to these tricks. Immigration, Refugees and Citizenship Canada (IRCC) has established a framework to better comprehend document validity to help determine the authenticity of job offers.

The IRCC determines if, in reviewing an employment offer in support of the work permit application,

1. The employer that is making the employment offer is involved in the company.
2. The job offer aligns with the employer’s reasonable needs.
3. The parameters of the employment offer are ones that the employer can fairly accept.
4. The employment offer is from a company or authorized recruiter who has demonstrated previous adherence to federal and provincial laws governing employment in the territory or province where the candidate will be employed. The IRCC further states that the employment offer must include the employer’s contact information.

Is the employer actively engaged in the business?

In this case, the IRCC considers the applicant’s ability to obtain stable employment as well as the legality of the company offering employment. To ascertain this, the IRCC evaluates whether the company is in operation, offers goods or services, and has a physical workplace in Canada where the candidate will be employed.

Following this, IRCC officials evaluate the employer’s involvement in the business by examining the employer’s established business start date, business type, employee count, gross income, and primary activity. Officers will carry out a more thorough investigation if facts about the company, such as its one-year-old status and/or the dearth of information about it that is readily available to the public via the Internet, raise questions about active involvement.

Is the employment offer consistent with the employer’s needs?

Officers of the IRCC must be persuaded that the job offer is reasonable given the employer’s line of business. The position for which the candidate is being considered for employment should be one that the organization, sector, or industry may fairly expect.

Furthermore, employers who are contacted by the IRCC are required to explain the position they are hiring for, including how it meets a reasonable employment need in terms of both occupation and business, why this type of professional is needed at this business and operation, and what the job offer will entail to meet the employer’s needs.

Can the employer reasonably fulfill the terms of the employment offer?

Employers need to demonstrate that they can fairly carry out the conditions stated in their employment offer letter, such as the required number of hours worked, the pay scale, and any perks offered. They must also be able to offer the working conditions specified in the offer, which must also meet all applicable provincial and territorial requirements.

The reviewing officer may ask the employer for access to different legal and tax records if they need further information. Business contracts, worker’s compensation clearance letters, employer D4 forms, and more may be examples of this.

Does the employer comply with laws around employment and recruitment?

The IRCC is also required to evaluate whether the company conforms with local, provincial, and federal laws about hiring and recruiting practices. At this point, any past or present infractions of Canadian federal and provincial laws will be taken into consideration.

The IRCC will also evaluate if a recruiter was utilized to hire a foreign national and whether the recruiting process’s recruitment specialists had a license at the time the job offer was made. Any employers that fail to comply with the IRCC’s request for information may also have their application denied.