Temporary Foreign Worker Program - Grant Analysis ### 📋 Eligible Entities - Canadian employers across all industry sectors - Private sector companies (for-profit businesses) - Public sector employers (government agencies, Crown corporations) - Non-profit organizations and charitable institutions - Self-employed individuals (in limited circumstances) - Businesses must be registered and operating in Canada - Employers must have a valid business number with the Canada Revenue Agency ### 💰 Funding Details - Not a grant or financial contribution – this is a labor access program, not direct funding - No matching requirements – employer pays full wages/salaries for foreign workers - Not repayable – workers are employed at standard market rates - Employer costs include: - Labour Market Impact Assessment (LMIA) processing fees (~$1,000 CAD) - Prevailing wage rates for foreign workers (set by province/region) - Recruitment and advertising expenses - Administrative processing fees for work permits - No government subsidy of wages – full employment costs borne by employer ### 🛠️ Approved Expenses - Recruitment and advertising costs to demonstrate Canadian labor market outreach - Wage and salary payments at prevailing rates for the position and region - Benefits and statutory deductions required by law - Training and onboarding for temporary foreign workers - Work permit application processing and related administrative fees - Labour Market Impact Assessment (LMIA) application and review fees - Occupational health and safety compliance for foreign workers ### ⚠️ Conditions & Milestones - Labour Market Impact Assessment (LMIA) is mandatory before hiring foreign workers - Employer must demonstrate that no qualified Canadian/permanent resident workers are available - Recruitment requirement: Documented good-faith effort to hire Canadian workers first - Prevailing wage compliance: Foreign workers must earn at least the prevailing wage for the role and region - Maximum work duration: Typically 2 years (can be extended or renewed with new LMIA) - Employer obligations: