Essential Steps for Complying With the International Mobility Program Regulations
Compliance with the International Mobility Program is essential for Canadian employers that hire foreign workers through LMIA-exempt work permit categories. The process isn’t limited to submitting an offer and waiting for approval. Employers are required to confirm the correct exemption category, submit accurate information, follow the terms of the offer, keep records, and prepare for possible government review.
At Golden & Associates, we provide experienced support for employers and foreign workers regarding work permits, employer obligations, and International Mobility Program matters. Located in Burnaby, British Columbia, our firm serves clients in the surrounding areas, including Surrey, Coquitlam, and Vancouver. Contact us today to schedule a consultation.
Because IMP compliance involves eligibility, documentation, employment terms, worker protections, recordkeeping, and possible inspections, every stage of the hiring process needs careful review before and after the worker starts the role. Here, we outline the essential steps you will need to take to properly comply with the International Mobility Program.
1. Confirm the Correct IMP Category
The International Mobility Program applies to certain foreign workers who don’t need a Labour Market Impact Assessment. However, employers are still required to identify the correct LMIA exemption category before moving ahead.
Because the offer, work permit application, and employment conditions all depend on the basis for the exemption, using the wrong category can create unnecessary problems. To select the right category, examine the job, the worker’s background, their position, and the purpose of the work in Canada.
Some categories relate to international agreements, significant benefit, reciprocal employment, intra-company transfers, or other policy grounds. Once the category is identified, you can prepare employment offer materials with more confidence.
The offer of employment is a key part of many IMP hires. Accuracy matters because you, as the employer, are generally expected to follow the information you submit. The offer needs to match the real position rather than a rough description or outdated internal template. The primary details you should review before submitting an offer include the following:
Job title and duties: The title and duties need to describe the position the worker will actually perform in Canada.
Wages and benefits: The pay, benefits, and other compensation need to match the employment arrangement and supporting documents.
Work location: The listed location needs to reflect where the worker will carry out the role, including expected remote or multi-site work.
Start and end dates: The proposed employment period needs to align with the work permit request and the employer’s operational needs.
Working conditions: Hours, supervision, job requirements, and workplace expectations need to be consistent with the role being offered.
A clear offer gives you, your business, and your prospective employee a reliable reference point. If the scope of the work changes in the future, you will need to review whether the change is permitted under the existing work permit and submitted offer.
2. Maintain Records for Review
Record keeping is one of the most important parts of IMP compliance. Your company will need to retain organized records that show the relationship between the offer, the work permit, and the employment that actually occurred. Useful compliance records often include:
Offer materials: Copies of the submitted offer, employment agreement, job description, and related correspondence help show the original arrangement.
Payroll records: Wage statements, pay history, benefit records, and deductions help confirm that compensation matched the offer.
Time and attendance records: Schedules, hours worked, leave records, and overtime documentation help show the worker’s actual employment conditions.
Work location records: Site assignments, remote work records, travel details, or transfer documents help explain where the worker performed the job.
Policy and safety records: Workplace policies, training materials, and complaint procedures help show how the employer managed the employment relationship.
Organized records make compliance easier to prove if the government decides to conduct a review. Store your files in a way that allows your company to respond clearly instead of searching for missing documents under pressure.
3. Draft Worker Protections and Maintain Inspection Readiness
Employers hiring through the IMP are required to treat foreign workers according to the terms of employment and applicable workplace laws. Immigration compliance connects closely with employment standards, workplace safety, pay practices, and protection from abuse. A worker’s status doesn’t reduce the employer’s responsibilities.
Your company will be required to avoid conduct that could be viewed as pressure, retaliation, or control beyond lawful employment management. Workers should have access to the documents, pay, protections, and conditions connected to their role. A respectful workplace helps reduce both employment and immigration risks.
Inspection readiness also matters because any IMP employer may be randomly selected for review. An inspection involves document requests, questions about the worker’s duties, payroll review, workplace conditions, or the accuracy of the offer. Therefore, it's important to understand who handles your immigration records, who responds to government correspondence, and where you store your key employment documents.
Common Compliance Mistakes to Avoid
Many IMP problems come from preventable errors. Employers sometimes focus on getting the worker into Canada and overlook the obligations that continue after the work permit is issued. A practical compliance plan should examine any potential avoidable gaps between the submitted offer and the real employment arrangement. The common mistakes you should avoid when hiring through the IMP include:
Using the wrong exemption category: An incorrect category may affect the work permit application and the employer’s later compliance position.
Changing duties without review: A role that drifts away from the submitted offer may create concern during inspection.
Paying inconsistent wages: Wage changes or payroll errors may raise questions about whether the employer followed the offer terms.
Losing key records: Missing documents make it harder to show that the employer met its obligations.
Ignoring government correspondence: Delayed responses increase the risk of findings, penalties, or program restrictions.
A compliance plan helps employers avoid these problems before they occur. Training, record keeping, review procedures, and legal support all help keep the employment arrangement aligned with the International Mobility Program.
Contact Our Experienced Immigration Lawyers in British Columbia Today
Complying with the International Mobility Program requires strict attention to the eligibility, offer accuracy, portal submissions, worker treatment, recordkeeping, and inspection readiness requirements. At Golden & Associates, our lawyers are dedicated to helping employers and foreign workers with IMP compliance and Canadian immigration matters connected to employment and work permits.
Located in Burnaby, British Columbia, our firm serves clients in the surrounding areas, including Surrey, Coquitlam, and Vancouver. Contact our firm today to discuss your next steps for IMP compliance.