An offer of employment can significantly bolster a Canadian immigration application, playing a crucial role in many economic immigration pathways.
Besides facilitating eligibility for
these pathways, a genuine job offer can also help secure a work permit,
allowing individuals to live and work in Canada before obtaining permanent
residence (PR) status. However, offers of employment can sometimes be exploited
for fraud and scams, particularly targeting newcomers.
To combat this, Immigration Refugees and
Citizenship Canada (IRCC) have developed a robust framework to evaluate the
validity of employment offers. Here’s a closer look at how IRCC determines
whether a job offer is genuine:
Criteria for a Genuine Offer of
Employment
Is the Employer Actively Engaged in
the Business?
IRCC first verifies whether the employer
offering the job is actively engaged in their business. This involves
confirming that the organization legally exists and can provide stable
employment. Key factors assessed include:
A deeper review is conducted if there
are concerns about the business’s active engagement, such as if the business is
newly established or lacks publicly available information.
Is the Employment Offer Consistent
with the Employer’s Needs?
The employment offer must align with the
reasonable needs of the employer’s business. IRCC officers ensure that the job
offered is plausible within the context of the employer’s industry and sector.
Employers must convincingly explain the necessity of the role, detailing:
Can the Employer Reasonably Fulfill
the Terms of the Employment Offer?
The employer must demonstrate the
capability to honor the terms of the employment offer, including wages, hours
of work, and benefits. These terms must meet provincial and territorial
standards. If needed, IRCC may request additional documentation from the
employer, such as:
Does the Employer Comply with
Employment and Recruitment Laws?
Compliance with federal and provincial
regulations regarding employment and recruitment is crucial. IRCC reviews the
employer’s history with these laws and assesses the legitimacy of any
recruitment professionals involved in the hiring process. Key points include:
Failure to provide the requested
information can lead to the refusal of the application.