R: Costs related to the recruiting and immigration process of a foreign worker (FW) vary according to different factors (immigration process type, FW arrival time to Canada, type of requested candidate, salary, number of workers that the company needs, etc.).

Here at Nexus, we make a custom-made contract according to the demands of the employer, our fees are competitive, the amount is invoiced by stages, and the payments are progressive. Our fees include recruitment and selection process, legal support to represent both the company and the worker throughout the whole process, as well as payments that must be paid to provincial and federal government to perform the immigration processes. The total amount of the contract according to the entrusted task.

R: The estimated time for the treatment of visa applications in the temporary foreign workers process (TFWP) varies according to the number of demands received by the Canadian immigration authorities. Nowadays, treatment times can be established between 4 and 6 months. 

Now, treatment times can be significantly reduced if other immigration programs to bring your candidate to Canada are used. Among them we have the International Mobility Program (IMP) for workers from countries such as Chile, Colombia, Peru, Mexico, and the United States.

Moreover, in the case of the pilot program that allows you to request a work permit to a person that is in Canada as a visitor, the estimated time for the treatment of the work permit is lower to that of the regular program and in some cases your candidate can get authorization to start working (temporary work permit) before obtaining their work permit.

R: Your foreign worker will come to Canada with a closed work permit. This work permit will be issued to the worker under the condition of being able to work only for your company. For your worker to be able to work for another company, the latter must request the authorization to immigration authorities such as a new EIMT, before being able to work for another company.

R: Yes, since by knowing the number of foreign workers that will be working for your company you will have a better planning of your company’s activities in the middle and long term; moreover, in most of the cases the labor contract is for a minimum of 24 months which allows to establish the same salary for that period.

R: The government of Quebec has announced that, in certain cases, payments done by your company for the recruitment service and fees for legal advice received may be eligible for reimbursement by the government of Quebec, likewise a lot of this expenses are tax-deductible or grant the right to deductions in the tax declaration of your company. For more details we recommend you to check with your accountant.

R: As an employer, you must:

• Pay the agreed salary to the FW for their job.
• Make sure the work environment is safe.
• Agree rest periods and days off with your FW.
• Respect the conditions of the written labor contract.
• In some cases and according to the salary the employer must pay all the transport expenses for the FW to work to Canada and to return to their country.
• Supply the FW with private health insurance until the FW can be subscribed in the health insurance plan of the province or territory where they’re working.
• Make sure the FW has a place to stay.

R : While it is true trat a foreign worker  that obtains a closed work permit in order to work for the Canadian company that hired him can request for an open work permit for their spouse and study permits for their dependent underaged children, It is not less true that the company has no obligation in the immigration process of the foreign worker’s family.

R : Yes, the FW can change employers. Nevertheless, before accepting a new job, the new employer will have to get all the authorizations from the government of Canada in order to be able to hire the temporary foreign. Moreover, the FW will have to present a request to obtain a new work permit before being able to change jobs.

R:  Yes, the temporary foreign worker is subject to the same laws and obligations of a Canadian worker. Indeed, in Canada, labor is ruled by provincial and territory laws, and they apply to all workers no matter their background. Each province and territory has an office which handles maters related to laws regarding work and labor.