Canada introduced a fresh policy permitting work permits for dependent children of temporary foreign workers (TFWs). This step is geared towards addressing persistent labor scarcities within the nation and creating increased chances for families to remain united while assimilating into Canadian society.
The new policy enables specific family members to attain work permits. These members comprise spouses, common-law partners, and dependent children of work permit holders. These holders can be engaged in jobs falling under any Training, Education, Experience, and Responsibilities (TEER) category or can be principal applicants within the Temporary Foreign Worker Program or International Mobility Program holding an open work permit (OWP). Likewise, family members of economic class permanent resident applicants with work permits are included.
However, eligibility does not extend to family members of workers in TEER 4 or 5 jobs within the low-wage stream of the Seasonal Agricultural Worker Program and the Agricultural Stream of the Temporary Foreign Worker Program (TFWP) at present.
TEER categories
Please be aware that TEER categories (ranging from 1 to 5) correspond to the level and type of training, education, experience, and responsibility needed for various occupations:
- TEER 0: This group involves managerial roles demanding extensive education and work history. Jobs in this category encompass positions such as advertising, marketing, and public relations managers, along with financial managers.
- TEER 1: Occupations in this bracket generally necessitate a university degree. Instances include financial advisors offering financial guidance and software engineers involved in computer software design and development.
- TEER 2: This category includes jobs typically requiring a college diploma, apprenticeship training of 2 or more years, or supervisory roles. Examples consist of computer network and web technicians who set up and maintain networks, as well as medical laboratory technologists performing tests and analyzing samples.
- TEER 3: The TEER 3 occupations here generally demand a college diploma, apprenticeship training of under 2 years, or over 6 months of on-the-job training. Examples encompass bakers, dental assistants, and dental laboratory assistants.
- TEER 4: This category comprises roles that usually require a high school diploma or several weeks of on-the-job training. These are typically entry-level positions not necessitating extensive education or specialized skills. Instances include home childcare providers, retail salespersons, and visual merchandisers assisting customers in retail settings.
- TEER 5: Occupations here typically don’t require formal education or training and rely on short-term work exposure. These jobs often involve manual labor or basic service tasks. Examples include landscaping and grounds maintenance laborers, delivery service drivers, and door-to-door distributors responsible for transporting and delivering goods to customers.
Work Permit extension
work permits were restricted to spouses and family members of main applicants in high-skilled jobs or those enrolled as international students under permit programs. However, Canada’s progressive approach now involves extending work permit eligibility to encompass the partners, dependents, and common-law spouses of TFWs. This strategic step is aimed at fostering financial stability and simplifying the integration of families into local communities. Furthermore, this adjustment harnesses untapped talent that already resides in Canada, supplementing the national workforce.
It is projected that this newly introduced policy will empower the families of more than 200,000 foreign workers to become part of Canada’s employment workspace.
Eligibility
A dependent child is defined as your own, your spouse’s, or your common-law partner’s child. To qualify for the program, your child must meet these conditions:
- Be under 22 years old and unmarried.
- Not have a common-law partner.
If the child is 22 or older, they can still be considered dependent if they relied on their parents for financial support before turning 22 due to a medical or mental condition that persists until the application is reviewed.
Regarding children whose eligibility based on age was established on or before October 23, 2017, a prior definition of dependent children may be relevant. Even if formal agreements or legal orders indicate that the other parent has sole custody, children must still be included in the sponsorship application. Alongside this, these children are subject to mandatory medical, security, and background assessments.
Permanent Residents should take note that by including dependent children in their application, they create the potential to sponsor the child as a family class member in the future, in case custody or living conditions change. Permanent residents who omit certain family members in their application risk jeopardizing their permanent resident status. Consequently, children under the custody of a previous spouse or partner are also deemed as dependent children.
If dependent children of TFWs wish to pursue employment in Canada, they must apply for their work permit either jointly with their family or independently. They might be eligible for an open work permit if sponsored by a Canadian citizen, permanent resident, or if they are foreign workers already in Canada.
However, in cases where an open work permit is not an option, the employer may need to secure a Labor Market Impact Assessment (LMIA) from Employment and Social Development Canada (ESDC) prior to hiring a foreign worker for a specific role.
It is crucial for dependent children aspiring to work in Canada to review the minimum age requirements for their desired job, considering the province or territory of intended employment. Additionally, in specific scenarios, a medical evaluation might be mandatory before dependent children can commence working in Canada.
