Favoriser l’immigration francophone au Canada

Sep 14

Le 9 Septembre 2014, le ministre de la Citoyenneté et de l’Immigration du Canada, Chris Alexander, a exprimé son engagement à lancer, au cours des prochains mois, des consultations dans le but d’augmenter le nombre d’immigrants d’expression française qui s’établissent dans les communautés francophones hors Québec, ainsi que de renforcer la vitalité et le dynamisme de ces communautés.

En tant que francophone cherchant à immigrer au Canada, le premier instinct est, généralement, de se tourner vers le Québec où la langue familière de Molière est d’usage. Cependant, une fois les premières frayeurs liées à l’immersion anglophone passées, il est intéressant de découvrir que le reste du Canada offre de nombreuses opportunités pour ceux qui osent s’y aventurer. Que ce soit pour un séjour de courte durée ou une installation permanente, vivre au Canada en tant que francophone s’avèrera toujours être un atout dans votre vie professionnelle et personnelle.

Que votre choix se porte sur le Québec ou une toute autre province Canadienne, il existe de nombreuses options en termes d’immigration offertes aux francophones :

1. L’initiative Expérience Internationale Canada (qui comprend le permis vacances-travail, le permis jeunes professionnelles, le permis stage, le permis job d’été pour étudiants, etc.);

2. Le permis de travail dispensé de l’étude d’impact sur le marché du travail sous la catégorie C10-avantage important francophone;

3. La résidence permanente; et

4. La citoyenneté Canadienne.

Que ce soit en mode baroudeur ou en « golden boy » dans une grande métropole, le Canada n’a pas fini de vous impressionner, après tout, ce n’est pas pour rien qu’en moyenne 250,000 immigrants y déposent leurs valises chaque année…

Pour de plus amples renseignements sur les services offerts par PricewaterhouseCoopers Immigration Law LLP et pour savoir comment on peut vous aider à faire de votre rêve Canadien une réalité, n’hésitez pas à nous contacter au 1-800-993-9971 ou pwcimmigrationlaw-info@ca.pwc.com.

Posted by Amandine Kagabo » No Comments »

Happy 2014! New Year – New Immigration

Jan 14

Citizenship and Immigration Canada has taken the new year as an opportunity to update, introduce, and amend a variety of Canadian Immigration programs.  The start of 2014 has been very busy in the Immigration world and below I provide a summary of the changes we have seen over the last week.

1.  The reopening of the Parent and Grandparent Family Class sponsorship Programs, which has newly established annual caps on applications to be accepted, higher financing requirements, as well as longer financial support obligations;

2.  Issuance of New Labour Market Opinion forms requiring employer undertakings to review salaries and positions on an annual basis to ensure continuing compliance, and to allow Service Canada to perform onsite spot checks; and

3.  New Ministerial Instructions for the LMO applications to be refused or revoked, as well as the resulting work permits based on unresolvable non-compliance with the LMO conditions.


We were also anticipating that the age of dependent children would also be changed at the beginning of 2014 from 22 (or 24 if continuously a fulltime student), to under 19.  This changes has been temporarily postponed and we currently anticipate that the change will be implemented around May 2014.

Other changes that we can anticipate during 2014 are the following:

1.  Changes to requirements to qualify for citizenship; and

2.  Changes to the requirements for work permits based on Intra-company Transferees.


In addition, when we look back at 2013 we also see changes such as the loss of the Accelerated LMO, the regular closing of a variety of visas posts around the world, the movement toward electronic application filing, the re-introduction of the new Federal Skilled Worker Permanent Residence Program and changes to the Canadian Experience Class Permanent Residence Program.


It feels like Canadian Immigration has completely changed on almost all fronts in the last year and 2014 promised more of the same.  Immigration in Canada is moving quickly and steadily across all Immigration sectors.  When planning relocations and changes of Immigration status in Canada it is becoming increasingly important to seek professional assistance as Canadian Immigration becomes more complex and demanding.

Posted by Sarah Adler » 2 Comments »

Foreign Worker Recruitment and Immigration Services Act

Nov 13

The Government of Saskatchewan has taken an increasingly aggressive stance in combating immigration related abuses by consultants, recruiters, and employers however, it faced difficulties with enforcement due to lack of a statutory framework.

This all change on October 11, 2013, when the Government of Saskatchewan put into effect new legislation to protect immigrants and foreign workers from exploitation and mistreatment during the immigration and recruitment process.

The new legislation provides the most comprehensive protection in Canada for foreign nationals who may be vulnerable due to language ability or lack of knowledge about Canadian laws and culture.

The new legislation will:

  • Require immigration recruiters and immigration consultants to be licensed and sign open and transparent contracts with employers and foreign workers/immigrants
  • Require employers to be registered
  • Prohibit recruitment fees or costs being charged to foreign workers
  • Prohibit unethical conduct against foreign workers/immigrants, such as withholding documents or other property, threatening deportation or providing misleading information
  • Allow foreign workers and immigrants to seek compensation if they incur costs resulting from violations of the Act
  • Allow fines to be levied of up to $50,000 for an individual and $100,000 for a corporation, as well as up to one-year imprisonment for those violating the Act

Although immigrants will benefit the most from this progressive piece of legislation, employers, recruiters and immigration consultants will also benefit from a more transparent and fair business environment.

Posted by Donna Habsha » No Comments »

Citizenship and Immigration Canada’s Plan for an Expression of Interest Model by 2015

Oct 13

On Monday October 28, Citizenship and Immigration Minister Chris Alexander oversaw the tabling of the Annual Report to Parliament on Immigration. The report includes important information on the Canadian Government’s plans for immigration in 2014.

The report outlines target immigrant admissions both overall and per immigration category. It also provides further information about Canada’s gradual transition to an Expression of Interest (EOI) model for immigration in 2015.

Under an EOI program, prospective immigrants first complete an online form which states their interest in becoming a permanent resident of Canada. It is important to note that an EOI is not an application for a permanent resident visa. Rather, it indicates an individual’s request to become a candidate for permanent residency.

The EOI form will include important information about the prospective applicant, such as work experience, assessed educational credentials, and proof of English/French language proficiency. In addition, EOI candidates will be ‘assigned a points score and ranked’. Not all individuals who submit an EOI application will be invited to apply for Canadian permanent residency, and not all those who are invited to apply will necessarily receive a visa.

CIC believes the EOI system will provide immigrants with greater support during the application process and through their landing in Canada. Canadian officials also believe it will allow them to select immigrants that are most likely to succeed in the country’s labour market and society.


Posted by Donna Habsha » No Comments »

If I could save time in a bottle…

Oct 13

This week I wish I could bottle time and use it whenever I needed extra time to process an application through a government office or to help a client with tight timelines on a project.

It seems that Immigration processes are always the last thing people think of when they are trying to achieve a goal, and given long processing timelines with Citizenship and Immigration Canada it really should be the first thing to be addressed.

This week has consisted of stories such as a Labour Market Opinion taking longer to process than the work permit, resulting in a work permit refusal and leaving an individual out of status; an individual realizing that having Canadian citizenship to allow him to travel under the NAFTA for the purposes of his new job would be highly useful and rushing to make an application (which can take well more than a year to process at this time); a company needing to cancel or postpone a high profile seminar because the providers of the seminar won’t be able to obtain their required work permits on time; and a critical client emergency for which the visas / work permits the technicians need to enter Canada and address the situation will take longer to process than the company can afford in order to provide good and responsive customer service.

All these situations cause frustration, headache and expense for the companies and the individuals, and all these situations could all be resolved with more time.  If I could bottle time and use it to resolve situations like these….I’d be the most famous Immigration lawyer in the world!

Posted by Sarah Adler » No Comments »

Canada-EU Free Trade Agreement Allows More Labour Mobility than NAFTA

Oct 13

Canada’s trade with the United States is many times larger than with Europe, however the trade deal drafted with the European Union (Comprehensive Economic Trade Agreement-CETA) covers a broader scope of trade issues. Both NAFTA and the EU agreement reduce tariffs on goods but unlike NAFTA, the EU agreement covers “sub-national procurement,” that is the public contracts of Canadian provinces and cities, so European companies can bid on hydro or subway deals, and Canadians can do the same in Europe.

The EU deal covers extensions of drug patents in Canada and bigger trade quotas for agricultural products. It also appears to cover services more broadly than NAFTA, including financial services, and allows more labour mobility, including efforts to work on recognizing each other’s credentials for professionals like architects and engineers.

Thus far Canada and the EU have an “agreement in principle” as nothing has been officially signed. Even once a deal is signed, it must be passed by the European Parliament, and the parliaments of all 28 countries in the EU –  three countries have signalled they won’t sign off unless Canada lifts requirements that their citizens obtain visas before visiting Canada. While Canadian provinces are not part of signing the trade agreement, the EU has already indicating it will insist on hearing the provinces publicly endorse the agreement. While the agreement has been touted as a ‘historic opportunity for Canada’, it remains to be seen whether it will ever be unveiled.

For more information, please contact us at 1 800 993 9971 or pwcimmigrationlaw-info@ca.pwc.com.


Posted by Donna Habsha » No Comments »

Removing the ‘Canadian Experience’ Barrier to Finding Employment

Oct 13

On July 15, 2013, the Ontario Human Rights Commission released it’s latest policy entitled “Removing the ‘Canadian Experience’ Barrier”. The policy is intended to address one of the barriers identified by immigrant groups to finding jobs in Canada. The policy recommends that employers amend their recruitment and hiring practices to de-emphasize ‘Canadian work experience’ as a qualification for hiring.

As opposed to making it nearly impossible for foreign trained professionals to obtain licensing, due to lack of local experience, some jurisdiction such as Australia, offer provisional licenses for a specific period of time or allow professionals to work only within specific parameters before they are fully licensed.

An August 2012 CIBC study estimates that current employment and wage gaps between new immigrants and native born Canadians cost the economy $20 billion in foregone earnings.

Simply requiring ‘Canadian Experience’ is seen as an excuse on the part of Canadian employers to not evaluate rich international experience, credentials, and expertise. While Ontario Human Rights Commission policy is not considered law or binding on Canadian employers, it is taken into consideration when the Human Rights Tribunal interprets the Ontario Human Rights Code. Thus, employers need to be aware of this policy and document how candidate’s qualifications and experience were assessed objectively without regard to where the experience was garnered.

Posted by Donna Habsha » No Comments »

Pilot Project for Working-Age Dependent Children Expiring Soon!

Jul 13

The Pilot Project where working-age dependent children of skilled workers destined for Ontario or Alberta receive an open work permit is set to expire on July 31, 2013. Thus far there is no indication on whether it will be extended once again.

The requirements of this pilot are that dependent children of foreign nationals must:

  • Be eligible to work in the province of Ontario or Alberta; and
  • Be a dependent child in accordance with the Immigration and Refugee Protection Regulations, section 2; and
  • Be the dependent of a foreign national principal applicant entering Canada to work in Ontario or Alberta with a job-specific work permit (WP) with a minimum duration of 6-months in an occupation found within skill levels 0, A or B of the National Occupation Classification (NOC) system.

As of January 2014 the definition of a dependent child under the Immigration and Refugee Protection Act and Regulations will be reduced from 22 years of age to 18. Based on current information released by Citizenship and Immigration Canada, this will mean that children 18 years of age and older of skilled workers in Ontario and Alberta will have to apply for a visitor, study and/or work permit in the usual manner irrespective of their parents’ temporary status in Canada.

For more information on this or other Canadian or US immigration matters, please contact PricewaterhouseCoopers Immigration Law LLP – Immigration Lawyers at 1-800-993-9971 or pwcimmigrationlaw-info@ca.pwc.com.


Posted by Donna Habsha » No Comments »