In 2017, the government of Canada launched the Global Talent Stream (GTS) program to address evident skill shortages and provide a special stream for specific occupations that would be processed within 3 weeks. This page will teach you about the GTS work permit for hiring foreign workers, its categories, requirements, processing time, and much more.
Global Talent Stream (GTS) is an expedited stream of the Labour Market Impact Assessment (LMIA) program.
It allows you to bring skilled and specialized global talent into any part of Canada considerably faster. Similarly, it can be used to retain current employees who are not Canadian citizens or permanent residents.
Unlike the traditional LMIA application, GTS exempts you from actively advertising for the desired position. It allows you to apply directly to Employment and Social Development Canada (ESDC) for processing.
GTS processing time varies between 2 and 3 weeks. If ESDC is satisfied with the submitted LMIA application and documents, they will issue a positive decision letter stating that the foreign worker will need it for their work permit application.
The work permit application can take anywhere from 2 – 8 weeks, sometimes more, depending on the foreign worker’s country of citizenship and residence.
The worker’s family (spouse and children) will benefit from the same processing time as the GTS applicant.
There are only 2 categories within GTS:
Category A: suitable for innovative companies in Canada that can show willingness and capability of growth and scaling up.
Canadian companies must obtain a referral support letter from a designated referral partner. This category is generally suitable for innovative STEM or research-based companies, start-ups, or companies with niche products or services.
Category B: suitable for any companies in Canada that are looking to maintain employment of foreign workers in these specific occupations. This category suits any company that employs positions per the approved list.
Positions include engineers from different industries, web designers, IT specialists, and many more. Obtaining support from a designated referral partner is not required for Category B, meaning you can directly apply for the GTS once you identify the foreign worker and collect the necessary documents.
The program requirements for GTS are mostly similar except for several distinct features.
Wage requirements are slightly different when considering the two main categories of GTS:
For Category A, the first 2 positions must be paid the highest annual salary between $80,000 or the prevailing wage, whichever is higher. For subsequent positions, the annual salary must be either $150,000 or the prevailing wage, whichever is higher.
For Category B, the annual salary must be at the prevailing wage bracket for most occupations. Some occupations will specify the highest between $80,000 or the prevailing wage.
To check the prevailing wage per occupation depending on the location, you can check this information on Canada’s official Job Bank website.
You must also note that the foreign worker must be offered competitive wages compared to Canadian citizens and permanent residents currently working in the same occupation at the same location, holding similar skills and years of experience.
For example, if you have 10 developers working in the same location and their annual salaries range from $100,000 to $150,000, then the foreign worker must be offered a wage that fits within those ranges, even if it is above the prevailing wage.
Learn about Canada’s High-Wage LMIA Program
In terms of benefits, this tends to be subjective based on every company policy – some ask for 3-month probation to be completed before the employee is enrolled in the company’s extended health benefits program, and some provide access on the first day of employment.
Either way, it is important to note that the Canadian employer must obtain and pay for private health insurance that covers emergency medical care for any period during which the foreign worker isn’t covered by the applicable provincial/territorial health insurance system.
The coverage must correspond with the foreign worker’s first day of work in Canada, and the costs cannot be recovered from the foreign worker. ESDC will accept a basic plan as long as it ensures that foreign workers won’t have to pay for medical care if they become sick or have an accident while working in Canada.
From this perspective, it makes sense to enrol the foreign worker in the company’s benefits policy on the first day of their employment.
Not sure if Global Talent Stream is right for you? Learn about Intra-Company Transfer Canada.
The Labour Market Benefits Plan (LMBP) is a mandatory component of the GTS application. It requires employers to outline specific activities they will undertake to create positive outcomes for the Canadian labour market as a result of hiring a foreign worker.
The LMBP consists of 1 mandatory activity and at least 2 supplementary activities that demonstrate how hiring foreign workers will lead to skills transfer, job creation, or enhanced workforce development for Canadians.
Under Category A, the mandatory activity is to create jobs for Canadian citizens and permanent residents.
Under Category B, the mandatory activity is to invest in the training and improving skills of Canadian citizens and permanent residents.
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A progress review is a mandatory process that ESDC conducts to check the progress of LMBP activities. It gets conducted annually, and it allows employers to report on the progress of creating lasting, positive impacts on the Canadian labour market.
As such, it is highly important to maintain all records associated with the LMBP commitments in a separate and organized journal so that the required information can be easily accessible during the progress review.
The journal can redact the names and contact information of Canadian employees for privacy and include the following information:
If some commitments become very difficult to meet, the ESDC officer who approved the initial GTS application must be contacted to re-negotiate the LMBP.
The success of progress reviews will dictate the business’ continued eligibility for any subsequent GTS applications.
If LMBP commitments have not been met, it may result in penalties or affect future participation in the GTS program.
As such, it is very important that the LMBP is maintained and completed for the committed period, even if the foreign national becomes a permanent resident of Canada.
As an employer of foreign workers, you must ensure that:
GTS is a very popular program for hiring foreign workers, and many Canadian companies regularly use this program to expand their international recruitment capabilities and bolster their staff.
GTS can also be used by Canadian companies to retain current employees who are not Canadian citizens or permanent residents.
Below are some crucial tips on how to succeed in GTS based on our experience:
GTS application is submitted online using a digital platform that was created by ESDC. For that, you must have a valid employer Job Bank account. The employer Job Bank account requires an individual to register for an account, as such, it is prudent for this individual to be the one that is the most involved in this application process. It is very important to create a separate folder or a database document saving the login credentials, including the password and all security questions and answers – this will allow a seamless process if you anticipate using the GTS program more than once. Once the Job Bank account is set up and registered, you will then be able to initiate a GTS application using a dedicated ESDC platform and can anticipate the following questions:
In terms of supporting documents, ESDC must be satisfied against the following criteria for the Canadian company:
In order to satisfy ESDC that the Canadian company provides a good or service, the following documents are accepted but the requirement is to submit at least 1:
To prove the ability to fulfill the terms of the job offer, the following documents are accepted but the requirement is to submit at least 1:
You must also make a mandatory application processing fee payment of $1,000 per position.
When it comes to creating a successful LMBP, there are a couple of things to keep in mind: First, you must select activities and commitments that align with the business and its roadmap for the next 3 years. While for some businesses it makes sense to select the growth of revenue or investment in the firm, for others – this may be unattainable depending on the stage at which the business finds itself. Perhaps, increasing the participation of underrepresented groups might make more sense to them because of their ongoing relationships and partnerships with similar organizations. Keeping realistic goals is the first key to a successful LMBP. The second key is to use numbers with each activity. For example: Under Category A, the mandatory activity is to create jobs for Canadian citizens and permanent residents. The LMBP must articulate how many jobs the company will create per each year of the foreign worker’s employment. If you request a 3-year work permit for the foreign worker, then the LMBP commitment must be broken down into each year such as:
The number of employees is randomly selected to serve as an example, there’s no minimum or maximum requirement to follow – only what will be the most realistic in alignment with the business activities for the committed period. Under Category B, the mandatory activity is to invest in the training and improvement of skills of Canadian citizens and permanent residents. For the 3-year period of foreign worker’s employment, the LMBP commitment can look something like this:
The dollar amount once again is randomly selected to serve as an example, there’s no minimum or maximum amount – only what will be the most realistic in alignment with the budget of the business. Lastly – repeat the same structure of using quantitative/measurable goals for the 2 supplementary activities and keep a journal that can be used to track documentary evidence of LMBP activities completion for when ESDC comes for a progress review in 12 months. It is worth noting that LMBP can be prepared with the ESDC officer during the interview call. However, if you want to save some time, it is recommended to prepare the LMBP in advance to be submitted for processing at the same time as the GTS application.
The primary benefit of the GTS program is to provide Canadian businesses access to the global talent pool and bring them over to Canada to fill evident labour shortages.
Canadian employers can benefit from the GTS program in the following ways:
The GTS program benefits the employees by allowing them to live and work in Canada and bringing their spouses and children with them.
After 1 year of continuous work experience, foreign workers generally become eligible for permanent residence, which can be a win for both parties.
“The Global Talent Stream is Canada’s strategic answer to the fast-paced demands of the global innovation economy. It’s not just about filling a position; it’s about rapidly acquiring the world’s top talent to scale your business and enhance Canada’s workforce. We help innovative companies leverage this powerful tool, ensuring a streamlined process for bringing in the specialized skills needed to compete and win on a global scale.” – Rakhmad Sobirov, Managing Lawyer
Below, you will find answers to the most commonly asked questions about the GTS program.
There are only 2 categories under GTS:
There is no limit to the GTS program – Canadian employers are free to bring as many foreign workers as they need without any limitations on the citizenship of the foreign workers. However, it is worth mentioning that Category A has a standard limit of 2 candidates per year. In the event the business will require more, then the requirement for additional candidates mandates that:
The employer must be a Canadian-registered business providing a good or a service to the general public. The employer must not have any previous compliance issues or be on the list of ineligible employers. The employer must be in good financial standing to pay the foreign worker’s salary and provide a safe working environment free of abuse. For Category A, the employer must be a business with a strong focus on innovation and the capability to grow or scale up.
First and foremost, the Canadian employer must meet the employer requirements and identify a foreign worker that meets the job requirements. Once completed, the GTS application can be prepared which consists of:
The government filing fee of $1,000 per position
GTS applications get processed within approximately 3 weeks for companies that didn’t have a recently approved GTS. For companies that do, the processing time will be approximately 2 weeks.
Traditionally, before GTS came into effect, the most popular and widely used program to bring foreign workers was LMIA (Labour Market Impact Assessment). LMIA applications require the Canadian employer to advertise for the position for 4 weeks and then the application itself would take anywhere between 2 to 3 months to process. GTS processing time is 2 to 3 weeks, and it exempts the Canadian employer from the advertisement requirement.
In order to qualify for Category A of GTS, the position needs to be highly specialized and unique. To qualify for Category B of GTS, the position needs to fall within one of the accepted occupations.
The general requirements for foreign workers are:
GTS was initially created to provide temporary relief to Canadian employers that are facing challenges in hiring and retaining highly skilled workers. The work permit under GTS can be requested for 3 years with a possibility of renewal by way of submitting another GTS to support another 3-year work permit. However, after 1 year of employment, the foreign worker could be eligible for permanent residence, hence GTS can be used as a solution for a permanent position.
That depends on how far you are in the GTS application process: Scenario 1: GTS application was not submitted yet and can be abandoned. Scenario 2: GTS application was submitted but not issued a final decision letter – you must contact ESDC and request that the application is withdrawn. Scenario 3: GTS application was approved, and a positive decision letter was issued – you must contact ESDC to confirm the changes and ask to re-use the same GTS approval letter on another foreign worker. A positive GTS decision letter will be valid for 18 months, leaving plenty of time to find a substitute in the event the initial candidate doesn’t want to proceed.
While we generally don’t see GTS applications refused, the following factors could be a reason behind a GTS application refusal:
Yes, you can – in the event the foreign worker is failing to meet the responsibilities and duties associated with their job, you can let them go following internal proceedings and ensuring they meet the employment standards of the region or province. As an employer, you are not responsible to maintain the employment of the foreign worker for the entire duration.
No – the foreign worker will have an employer and occupation-specific work permit that will authorize employment with the same company that obtained a GTS for them. However, if the foreign worker obtains a GTS from another company, they would be eligible to apply for a new work permit and work for another company.
The signed job offer letter must include:
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