The goal of the advisory service team led by Marie-Josée Houle, a lawyer specializing in Canadian immigration law and a member in good standing of the Quebec Bar, is to facilitate the often arduous process of employer-employee matching in Canada. the practical framework for the immigration of temporary employees for a given job following an offer of employment issued by a Canadian employer.
As soon as a mandate is entrusted to Me Marie-Josée Houle to represent you with the Canadian and Quebec immigration authorities, the latter then sees first, with the employer and subsequently with the candidate, to prepare the application and to collect all the documents necessary to obtain authorizations.
The federal jurisdiction of Canada and Quebec immigration, including the specificity of Quebec in the pan-Canadian context are sometimes difficult to grasp. Since we are primarily targeting jobs in Quebec, we will focus more on the temporary immigration protocol for Quebec. However, we can help you no matter where the job is in Canada. The admission to Canada of every worker is a case in point, and our job is to make things as simple as possible. Here is a brief description of the admission process.
a) Determining if the position offered is exempt from an LMIA (Labor Market Impact Assessment)
b) If obtaining an LMIA from Human Resources and Skills Development Canada – Service Canada is necessary and positive, then the employer will be allowed to hire a foreign worker in the said position. (This authorization is usually given in the case of labor shortage)
a) Obtaining a Certificate of Acceptance from Quebec (CAQ) following the filing of the CAQ application accompanied by supporting documents and the payment of fees.
Please note that applications for CAQs and LMIAs must be filed simultaneously with the authorities concerned and that the Quebec and Canadian services render a joint decision on the confirmation of the offer of employment. If the decision is positive, a positive opinion is issued by Service Canada and a CAQ is issued by the Quebec Ministry of Immigration.
b) Obtaining a work permit issued by Citizenship and Immigration Canada (CIC) and a temporary resident visa if necessary (French citizens do not need a visa).
At this stage, CIC verifies the worker’s admissibility to Canada (criminal, security and medical, as applicable). It is also at this stage that the worker is responsible for demonstrating that he / she has the knowledge, skills and qualifications necessary to take up the job and that he / she can meet the specific conditions of the job offer ( knowledge of French or English, relevant professional experience, diplomas, etc.).
In addition, some professions or trades are regulated in Quebec and Canada and may require special authorizations or licenses to practice the profession. For example, nurses must obtain a permit from the Quebec Order of Nurses. Truckers are also subject to special rules. However, under certain conditions, candidates can benefit from the France-Québec agreement, thus facilitating the recognition of their diplomas. If this is not the case, candidates can proceed to the equivalence of their diplomas.
(c) Obtaining, where appropriate, a work permit for the spouse and a study permit for the dependent children of the worker.
Once the LMIA is obtained by the employer, the candidate must obtain a work permit and a temporary resident visa (if necessary).
See steps B and C above.
Contact us to receive the necessary documents.
1263 rue Volta
Boucherville (QC)J4B 7M7
1 Rue Gustave Eiffel (ZI Abbaye)
Tel.02 28 54 35 70
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