Since 2022, many Canadian companies — particularly in the tech sector — have worked to bring Ukrainian employees and recruits to Canada, whether to relocate existing staff from Ukrainian offices or to hire new talent fleeing the conflict. While the emergency measures Canada introduced in the early months of the war are no longer in effect, several standard immigration pathways remain well-suited to employers who want to hire, relocate, or sponsor Ukrainian professionals today.
This guide outlines the current options available to Canadian employers, along with what to expect in terms of eligibility and process.
Immigration Options Available for the Ukrainians and Canadian employers
Each of the following pathways is suited to different situations. The right fit depends on the nature of the role, the worker’s occupation, and whether the employer already has a relationship with the worker.
Ideal for companies bringing foreign talent to Canada in tech and IT roles. Under GTS, a company can hire a maximum of two Category A workers (highly specialized) per year and an unlimited number of Category B workers (occupations on the Global Talent Occupations List, which is heavily weighted toward IT and tech roles). This remains one of the fastest LMIA-based routes for employers hiring tech professionals from Ukraine.
A Canadian company can bring a Ukrainian worker under this category if the individual is being employed in one of the recognized service sectors: business, communications, construction, distribution, environment, financial services, tourism and travel, or transportation. It also applies to specific professional categories, including engineers, agrologists, architects, forestry professionals, geomatics experts, land surveyors, foreign legal consultants, urban planners, and senior computer specialists.
Suited to employers who want to bring in a Ukrainian worker whose employment would create or maintain a significant social, cultural, or economic benefit for Canadians or permanent residents. Applications under this category are LMIA-exempt, which can meaningfully shorten the process compared to standard LMIA routes.
Ukrainian citizens, business owners, and entrepreneurs may apply for a Temporary Resident Visa to enter Canada, generally valid for stays of up to 10 years (multiple-entry), with the length of authorized stay per visit determined at the border. A TRV does not require a job offer or business ownership in Canada, making it a flexible option for individuals who want to explore opportunities once in the country.
The most suitable route for employers who cannot find qualified workers in Canada and need to hire from abroad. This process takes longer than the LMIA-exempt options above, so it’s generally better suited to employers with lead time rather than urgent hiring needs. Employers who already hold an approved LMIA may still be able to expedite the visa application stage by explaining timeline considerations to the relevant visa office.
CUAET was a temporary emergency measure introduced in March 2022 in response to the Russian invasion of Ukraine. It closed to new applications on June 20, 2023, and is no longer available as an entry pathway.
If you or a family member came to Canada under CUAET and are approaching the end of your authorized stay, your options typically involve extending a work or study permit, transitioning to one of the employer-sponsored pathways above, or exploring a permanent residence route. These are individual, fact-specific questions — book a consultation with our team and we’ll walk through what applies to your situation.
Important Questions Answered (regularly updated)
Below are some answers to Frequently Asked Questions.
In many cases, yes — spouses and dependent children of a work permit holder may be eligible for their own permits (an open work permit for a spouse, or a study permit for children), though eligibility depends on the principal applicant’s occupation and permit category. We confirm eligibility on a case-by-case basis.
Generally no. Most of the work permits above are employer-specific, meaning the worker is authorized to work only for the sponsoring company. A spouse who receives their own open work permit is not subject to that restriction and may work for any employer in Canada.
Depending on the pathway and the worker’s occupation, education, and Canadian work experience, a transition to permanent residence is often possible — commonly through Express Entry or a Provincial Nominee Program stream. Timelines vary significantly by program and individual profile.
Standard applications require proof of identity and citizenship (typically a valid Ukrainian passport), along with the supporting documents specific to the work permit category being used. If you’re missing a document, tell us early — some gaps can be addressed, but this is handled case by case rather than assumed.
We are Here to Help the Canadian Companies and People Fleeing the Conflict!
Sobirovs Law Firm was built by immigrants, for immigrants. We specialize in bringing foreign workers, business owners, entrepreneurs, and their families to Canada, and we’ve supported Canadian employers hiring Ukrainian talent since 2022.
Book a consultation with our senior business immigration lawyer to discuss the right pathway for your hiring needs.
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