IRCC Expands Policy for Foreign Workers to Switch Employers

Summary of Key Points on Canada’s Temporary Work Permit Policy for Foreign Nationals

Foreign nationals holding closed work permits in Canada will continue to benefit from a temporary public policy established during the COVID-19 pandemic, which allows them to change employers or occupations before obtaining a new work permit. This policy remains in effect as of May 27, 2025, and comes with specific guidelines and conditions.

Policy Overview:

• Eligibility: To qualify, applicants must have valid temporary resident status in Canada, have submitted a work permit application (or extension), have been authorized to work when applying, and intend to work for a new employer or in a new role as specified in a job offer.

• Application Process: Interested foreign workers must apply for an exemption under this public policy and await confirmation from Immigration, Refugees and Citizenship Canada (IRCC) before starting their new job. This confirmation is typically expected within 10-15 days.

• Changes to Policy: The updated policy replaces the original from May 2020, with the primary change being the removal of the exemption for biometrics submission in new work permit applications.

• Temporary Nature: As with all temporary public policies, this policy can be revoked at any time without prior notice.

Insights and Analysis:

The continuation of this public policy reflects Canada’s ongoing commitment to supporting foreign workers during a time of economic recovery. By allowing workers the flexibility to change employers or job roles, the Canadian government acknowledges the dynamic nature of the labor market and the challenges faced by many during the pandemic.

This policy is particularly significant for sectors experiencing labor shortages, as it enables employers to access a broader talent pool. It also provides workers with more agency in a competitive job market, empowering them to seek out roles that better match their skills and career aspirations.

However, the policy’s temporary nature and the potential for sudden revocation pose challenges for both employers and employees. Foreign nationals may find themselves in a precarious situation if the rules change unexpectedly, emphasizing the need for continuous communication and support from IRCC.

Conclusion:

For foreign nationals in Canada, this policy presents a valuable opportunity to navigate the complexities of work permits more effectively. As the workforce landscape evolves, understanding and leveraging such policies will be crucial for both workers and employers seeking to adapt to changing economic conditions. The Canadian government’s approach signals a recognition of the importance of flexibility and responsiveness in immigration policies, a trend likely to continue as the nation moves forward in its post-pandemic recovery journey.