An employment offer is crucial for Canadian immigration applications. Know IRCC’s process of evaluating your employment offer through this brief blog. Individuals seeking eligibility in any immigration pathway must note that most of these require employment offers and sufficient work experience acquired in Canada. In addition, possessing an employment offer can enable individuals to obtain a work permit. Further, these work permits help individuals live and work in the country before they attain their Canadian permanent residence.
However, it has been observed often that these employment offers can be subject to scams and fraud. Moreover, new immigrants can be specifically targeted as they are vulnerable to such activities.
Therefore, to determine the validity of an employment offer, IRCC has created an enhanced framework.
Know IRCC’s process of evaluating your employment offer
While assessing an employment offer in favor of a work permit application, the immigration department evaluates the following:
- The employer providing the employment offer is involved in an active business.
- Whether there is consistency concerning the employer’s requirements.
- The employment offer consists of only those terms and conditions the employer can fulfill.
- The job offer comes from an employer or authorized recruiter who has a track record of adhering to both federal and provincial employment regulations in the province/territory where the applicant will work.
IRCC also observes that an employer’s contact details must be visible on the employment offer.
The employer’s active involvement in the business
This condition implies that IRCC verifies whether the organization providing the employment offer has legal existence in Canada. The department also checks whether the employer has the potential to provide stability to the candidate. Hence, IRCC considers the following factors to assess the above conditions:
- The organization operates an active business.
- The firm must provide a good or service.
- The firm must be located in Canada, where the applicant will be working.
After examining the three things, the department further evaluates the employer’s engagement in the business by perceiving said employers:
- The starting date of business
- The type of business
- Number of employees
- Total Income
- The main activity
In addition, the officers might proceed with a detailed review in the case of the following scenarios:
- Business details produce concerns about active involvement. For instance, if the business is at least a year old.
- If hardly any information exists about the organization on the Internet.
Checking consistency in the employer’s requirements
Candidates must understand that IRCC officers must be convinced that the employment offer aligns with the requirements of the business employer. Furthermore, if an applicant is hired for a job that is in perfect sync with the requirements of the organization or industry.
In addition, an employer must be able to justify the job they are being hired for and how the recruitment supports a reasonable employment requirement concerning occupation and operation. Overall, they must be able to justify the following:
- Why is this kind of professional for the business?
- What will the employment offer include in fulfilling the employer’s requirements?
The employer’s ability to meet the conditions of the employment offer
Employers must demonstrate that they can practically meet the terms mentioned in the employment offer. This includes working hours, wages, and additional benefits. Moreover, they must provide working conditions as given in the offer letter, which must be up to the mark per provincial or territorial standards.
However, if a reviewing officer demands more details, they might ask the employer to provide certain legal and tax documents. These might include:
- Employer T4 Slips
- A worker’s compensation clearance letter
- Business Contracts
The employer’s ability to adhere to employment and recruitment laws
IRCC must be able to evaluate whether an employer adheres to the employment and recruitment guidelines within the federal, provincial, or territorial framework in which the organization operates.
At this stage, a former or existing violation of federal and provincial laws will not be overlooked. Further, IRCC will evaluate whether a recruiter assisted in the hiring of a foreign national. The department will check whether the recruiters had proper licensing when issuing the employment offer to the candidate.
Moreover, those employers not complying with the department’s request to provide the required details might experience an application refusal.
If you have questions related to the Canadian immigration process, you can access all relevant details through Make Home Canada’s immigration consultants. Write to us at [email protected].
