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Settlement Services

Harvest Hills Recruiting > Settlement Services

Settlement Services (Optional)

Have you recently landed your first job in Canada?


Take advantage of our Settlement Services

  • Choosing Settlement Services is entirely optional.
  • However, without sufficient local knowledge upon arriving in Canada, accessing even basic services can require significant time and effort. Our Settlement Manager helps minimize this unnecessary burden by guiding and assisting you through the process.

What is included in the Settlement Services?

  • 1. In line with the work permit processing, we arrange airport pickup, temporary accommodation, and room rental viewings for applicants.
  • 2. Upon arrival at the airport, a Settlement Services manager will pick up the applicant and accompany them to the designated short-term (or long-term) accommodation.”
  • 3. To help secure long-term rental housing near the workplace, we identify available options and accompany the applicant to viewings (up to three times) and lease signing. Until a long-term rental is finalized, a short-term rental must be arranged, coordinated with the Settlement Manager. Both short-term and long-term rental agreements must be signed by the client and the landlord, and all rental costs are the client’s responsibility.
  • 4. We schedule and assist with obtaining a Social Insurance Number, opening a bank account, setting up a mobile phone, and registering for provincial health care.
Ready to Purchase

How much we charge:

  • Choosing Settlement Services is entirely optional, and you are under no obligation to use it.
  • If the client wishes, a service agreement can be signed and the settlement fee paid before arrival, after which all arrangements will begin
  • We charge $1,000 for the Settlement Services. Since most of the services are already carried out after the applicant’s arrival, cancellations at that stage are eligible for only about a 20% refund.
  • This service is available for purchase only after the work permit has been approved, and choosing not to use it will in no way affect employment. It is an additional service intended only for those who truly need it.
Ready to Purchase
Harvest Hills Immigration & Citizenship Ltd

Our Divisions

We have two main divisions to cover all possible positions, industries, and hiring needs. We also provide confidential hires for any position should you need it.

  • IT / Engineering
  • Accounting / Finance
  • Administration
  • Business Analyst
  • Clerical
  • Communications
  • Reception
  • Trades Workers
  • Field Technicians
  • Farm Workers
  • Construction Labourers
  • General Labourers
  • Drivers
  • Hotels
  • Hairdresser / Barber
  • Restaurants
  • Home Care Worker
  • Disability Care Worker

Employer Information / Hire Workers

1. Determine the Need for a Labour Market Impact Assessment (LMIA)

Most employers require an LMIA to hire a temporary foreign worker. An LMIA confirms that there is a need for a temporary foreign worker and that no Canadians or permanent residents are available to do the job.

Check LMIA Exemptions: Some workers may be exempt from needing an LMIA. Review the LMIA exemption codes to see if your situation qualifies. 

2. Apply for an LMIA (If Required)

  1. Eligibility: Ensure your business meets the eligibility criteria for the LMIA application.
  2. Application Process: Submit your LMIA application through the LMIA Online portal. You’ll need a Job Bank for employers account to use this portal. 
  3. Required Documents: Gather necessary documents such as business license, tax documents, recruitment efforts, and job offer details.

3. Offer of Employment

  1. Create a Job Offer: Once you receive a positive LMIA, create a job offer for the foreign worker. 
  2. Submit Offer: For LMIA-exempt positions, submit the offer of employment through the Employer Portal. 

4. Work Permit Application

  1. Worker Applies: The foreign worker applies for a work permit, providing the LMIA or offer of employment number. 
  2. Processing: The worker’s application is processed by Immigration, Refugees and Citizenship Canada (IRCC).

5. After Hiring

  1. Compliance: Ensure compliance with all terms and conditions outlined in the LMIA decision letter and the Immigration and Refugee Protection Regulations (IRPR). 
  2. Record Keeping: Maintain all relevant records for 6 years, including documents related to the LMIA, work permit, and employment conditions. 

Employer Compliance and Legal Responsibilities

As an employer, you must:

  1. Adhere to LMIA Conditions: Follow the terms outlined in the LMIA decision letter and annexes.
  2. Maintain Records: Keep all relevant records for 6 years, including documents related to the LMIA and employment conditions. 
  3. Report Changes: Inform the Employer Contact Centre of any changes or errors with an approved LMIA or changes in temporary foreign worker (TFW) working conditions. 
  4. Provide Working Conditions: Ensure that working conditions are the same or better than those specified in the job offer. 
  5. Pay Wages: Pay wages that are at least the same as those offered to Canadians in similar positions.
  6. Provide Housing: Provide or ensure that suitable and affordable housing is available for the TFW you’ll employ. Canada.ca
  7. Transportation Support: Employers are obligated to provide support for transportation for low-wage workers. Canada.ca
  8. Facilitate Inspections: Cooperate with inspections by providing requested documents and allowing interviews with workers. Canada.ca
 

📞 Contact Information for Employers

For inquiries or assistance:

Employer Contact Centre: 1-800-367-5693 Canada.ca

🔗 Official Canadian Government Resources

  1. Hire a Temporary Foreign Worker
  2. LMIA Online Portal Resources
  3. Employer Compliance Information

Immigration & Legal Information

Labour Market Impact Assessment (LMIA) is a key component for employers hiring foreign workers under the Temporary Foreign Worker Program (TFWP). The LMIA process involves:

  1. Employer Application: Employers must apply to Employment and Social Development Canada (ESDC) for an LMIA, demonstrating the need for a foreign worker.

  2. Processing Time (As of September 2025):
    The processing time for an LMIA varies depending on the stream (e.g., High-Wage, Low-Wage, Agricultural, Global Talent Stream).

        1. Global Talent Stream: 9 business days
        2. Agricultural Stream: 14 business days
        3. Seasonal Agricultural Worker Program: 7 business days
        4. High-wage and Low-wage Streams: 37 / 41 business days
        5. Permanent Residence Stream: 254 business days

    Read More

    • Note: Times can vary due to application volume and completeness

Employer Obligations:

Employers must meet specific requirements, such as providing accurate information and adhering to employment standards .

👥 Temporary Foreign Worker Program (TFWP)

The TFWP allows employers to hire foreign workers when qualified Canadians or permanent residents are unavailable. Key aspects include:

  1. LMIA Requirement: Most streams require a positive LMIA.
  2. Employer Responsibilities: Employers must comply with federal and provincial/territorial laws, provide accurate information, and maintain records for six years. Canada.ca
  3. Worker Rights: Workers are entitled to the same rights and protections as Canadian workers, including fair wages, safe working conditions, and protection from abuse .

🌐 International Mobility Program (IMP)

The IMP facilitates the entry of foreign workers without the need for an LMIA. This program includes:

  1. Exemptions: Certain categories, such as intra-company transferees, international agreements, and significant benefit to Canada, are exempt from the LMIA requirement.
  2. Employer Obligations: Employers must submit an offer of employment through the Employer Portal and pay the compliance fee.
  3. Employer Responsibilities: Employers must comply with federal and provincial/territorial laws, provide accurate information, and maintain records for six years. Canada.ca
  4. Worker Rights: Workers under the IMP have similar rights to those under the TFWP, including protection from exploitation and access to workplace safety .

🛂 Work Permit Types

Canada offers various work permits, categorized as:

  1. Employer-Specific Work Permits: Tied to a specific employer and job.
  2. Open Work Permits: Allow workers to work for any employer, with some restrictions.
  3. Post-Graduation Work Permits: For international students who have completed a program at a designated learning institution.

📋 Employer and Employee Obligations

Employer Obligations:

  1. Compliance with LMIA Conditions: Adhere to the terms outlined in the LMIA decision letter.
  2. Record Keeping: Maintain records related to employment for six years.
  3. Reporting Changes: Inform authorities of any significant changes in employment conditions .

Employee Rights:

  1. Fair Treatment: Entitled to the same rights as Canadian workers, including fair wages and safe working conditions.
  2. Protection from Abuse: Employers cannot confiscate passports or work permits, and workers must not be subject to threats or coercion .

🔗 Official Canadian Government Resources

For detailed and official information, refer to the following resources:

  1. Labour Market Impact Assessment Application Processing Times
  2. Temporary Foreign Workers: Your Rights Are Protected
  3. Employer Compliance Information
  4. International Mobility Program
How long does the LMIA process take?

Processing Time (As of September 2025):
The processing time for an LMIA varies depending on the stream (e.g., High-Wage, Low-Wage, Agricultural, Global Talent Stream).

      1. Global Talent Stream: 9 business days
      2. Agricultural Stream: 14 business days
      3. Seasonal Agricultural Worker Program: 7 business days
      4. High-wage and Low-wage Streams: 37 / 41 business days
      5. Permanent Residence Stream: 254 business days

Read More

  • Note: Times can vary due to application volume and completeness

Employers incur several costs in the LMIA process:

  1. LMIA Application Fee: CAD $1,000 per position (exemptions apply for some agricultural jobs).
  2. Recruitment Costs: Job advertisements and related activities prior to application.
  3. Transportation: Employers must cover round-trip airfare for low-wage workers and seasonal agricultural workers.
  4. Accommodation: May need to provide or arrange affordable housing (especially for agriculture).
  5. Health Insurance: Must provide private health insurance until the worker is eligible for provincial health care.

Wages and Benefits: Must meet prevailing wage standards set by Employment and Social Development Canada (ESDC).

Processing Time (as of September 2025):
Work permit processing times vary depending on the stream—such as LMIA-based or LMIA-exempt applications—and the applicant’s country of residence. On average, applications processed outside Canada take approximately 7 to 9 weeks.

 

Read More

  • Note: Times can vary due to application volume and completeness

1. Direct Recruitment Costs

  1. Recruitment agency fees – Paid exclusively by the employer, as Canadian law prohibits charging workers any recruitment fees.

  2. Fee model – Typically calculated as a percentage of the first-year salary (e.g., 10%).

2. Government Fees

  1. LMIA application fee – $1,000 per position (mandatory and non-refundable).

  2. Employer Compliance Fee – $230 per worker (applies to LMIA-exempt work permits, such as Francophone Mobility).

3. Settlement / Onboarding Support (if provided)

       – Some employers may also cover:
       a) Transportation to Canada – (round-trip airfare is mandatory if the work permit is LMIA-based)

       b) Initial housing or housing allowance
       c) Settlement support services

1. Work Permit Application Representation (Mandatory)

Please note that our Recruiting Services (connecting you with an employer) are separate from Immigration Representation (preparing your work permit application).

Under Canadian law, anyone who provides paid immigration advice or representation must be a licensed professional. To ensure the quality and success of the application, our company requires that your work permit application be professionally handled by:

  1. A Regulated Canadian Immigration Consultant (RCIC) in good standing.

  2. A Canadian lawyer or paralegal in good standing with a provincial or territorial law society.

2. Your Options for Representation

You have two clear options for handling your work permit application:

  • Option A: Hire an Independent Representative You are free to hire any licensed Canadian lawyer or RCIC of your choosing. If you select this option, you must provide us with:

    1. A copy of your signed service agreement (retainer agreement) with your chosen representative.

    2. The representative’s direct contact information. This information is necessary for us to coordinate with them effectively and ensure a smooth process for your file. (You must confirm with your representative that they will share the following documents with us promptly upon receipt: a copy of the final work permit application, the IRCC official submission confirmation (with file number), any passport request, and the final decision letter.)

  •  

Option B: Retain Our Company for Immigration Services (Optional) You may also choose to retain our company, Harvest Hills Immigration & Citizenship Ltd., to professionally prepare and submit your work permit application. We are Regulated Canadian Immigration Consultants (RCICs) licensed to provide this service.

  1. Service: Work Permit Application Preparation & Submission

  2. Fee: $1,500 CAD

Disclaimer: This is a completely optional service, separate from our recruitment activities. The choice to retain us for this service is entirely yours.

3. Required Government Application Fees

 

These fees are paid directly to the Government of Canada (IRCC) and are separate from any professional representation fees.

  • Work Permit Application Fee: $155 CAD (per person)

  • Biometrics Fee: $85 CAD (per person)

4. Important Notice: Unauthorized Representatives

 

To protect your application and ensure full compliance with Canadian law, we cannot work with unlicensed or unauthorized third-party “ghost” consultants. Our services will be halted immediately if an unlicensed third party becomes involved in your immigration file.

Yes, but with conditions.

    1. Spouses: Can often apply for an open work permit if the principal worker has a high-skilled job (NOC TEER 0, 1 & selected 2, 3) https://www.canada.ca/en/immigration-refugees-citizenship/services/work-canada/special-instructions/spouses-dependent-children/eligibility.html#high-skilled-teer-2
    2. Children: Can apply for study permits or visitor visas. They may also be eligible for public education.

Dependent family members must apply separately and approval is not guaranteed.

Temporary Foreign Workers (TFWs) in Alberta have several important rights:

  1. Employment Standards: Same as Canadian workers—minimum wage, hours of work, overtime, holidays, etc.
  2. Workplace Safety: Covered under Alberta’s Occupational Health and Safety (OHS) laws.
  3. No Recruitment Fees: Workers will never be charged recruitment fees, as this is prohibited by law in Canada
  4. Right to Change Employers: With proper authorization (e.g., new LMIA and work permit), workers can change employers.
  5. Access to Healthcare: Eligible for Alberta Health Care Insurance Plan (AHCIP) shortly after arriving and beginning work.

Protection from Abuse: Workers are protected from employer mistreatment, unsafe work, or coercion.

Contact us today

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