Language Exam Support

Achieve Your Canadian Immigration Goals with Expert Language Preparation

Our program includes dedicated preparation for:

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Comprehensive lessons for every language skill
Practice exercises and mock tests
Progress tracking
Interactive learning activities
Mobile and desktop access
Regular content updates

Skilled workers planning to immigrate to Canada
Francophone Mobility work permit holders
Temporary foreign workers
International candidates preparing for Express Entry
Individuals seeking to improve both French and English language scores

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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.

Employer Guide – Francophone Mobility Program (LMIA-Exempt)

1. Determine Eligibility for the Francophone Mobility Program

The Francophone Mobility Program allows eligible Canadian employers outside Quebec to hire qualified French-speaking foreign workers without obtaining a Labour Market Impact Assessment (LMIA).

To qualify, the position and worker must meet the requirements established by Immigration, Refugees and Citizenship Canada (IRCC).

1. The position must be located outside Quebec.
2. The worker must demonstrate intermediate French proficiency (minimum NCLC 5 in speaking and listening).
3. The position must qualify under the Francophone Mobility Program requirements.
4. The employer must comply with all employer obligations under the International Mobility Program (IMP).

2. Submit an Offer of Employment

Employers must submit an Offer of Employment through the IRCC Employer Portal before the worker applies for a work permit.

Pay the required Employer Compliance Fee (currently CAD $230) when submitting the Offer of Employment.

**After submission, the Employer Portal will issue an Offer of Employment Number, which the worker must include in their work permit application.

3. Work Permit Application

The foreign worker applies for a work permit through IRCC.

The application must include:

1. Offer of Employment Number
2. Canadian Job offer letter / Canadian Employment Contract
3. Passport
4. Supporting documents
5. French language evidence
6. Biometrics and medical examination

**IRCC will review the application and determine eligibility for the work permit.

4. After Hiring

Once the worker begins employment, employers must comply with the Immigration and Refugee Protection Regulations (IRPR).

Employers should:

1. Provide wages, duties, and working conditions that are the same as or better than those listed in the Offer of Employment.
2. Ensure the worker performs the authorized occupation.
3. Maintain accurate payroll and employment records.
4. Notify the appropriate authorities if significant employment changes occur.
5. Cooperate with any compliance inspections conducted by Employment and Social Development Canada (ESDC) or IRCC.

**Employer Compliance and Legal Responsibilities

As an employer participating in the International Mobility Program (IMP), you must:

1. Comply with all conditions submitted through the Employer Portal.
2. Provide wages and benefits consistent with the Offer of Employment.
3. Maintain working conditions that meet or exceed Canadian employment standards.
4. Keep all employment records for 6 years.
5. Cooperate with employer compliance inspections.
6. Inform IRCC or the appropriate government authority of significant changes that may affect the worker’s employment.
7. Ensure the foreign worker is employed only in the authorized occupation, location, and period of employment.

**Record Keeping

Employers must retain documents for 6 years, including:

1. Offer of Employment submission
2. Employment contract
3. Payroll records
4. Time sheets
5. Records of wages and deductions
6. Proof that employment conditions were maintained
7. Any correspondence related to the worker’s employment

**Employer Compliance Inspections

Employers may be inspected by IRCC or ESDC to verify compliance.

During an inspection, employers may be asked to provide:

1. Payroll records
2. Employment contracts
3. Work schedules
4. Proof of wages paid
5. Business records
6. Interviews with management or employees

**Failure to comply may result in administrative penalties, employer bans, or other enforcement actions under the Immigration and Refugee Protection Act (IRPA).

**Contact Information

Employer Contact Centre

Telephone: 1-800-367-5693

Immigration & Legal Information

**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:

LMIA Requirement: Most streams require a positive LMIA.
Employer Responsibilities: Employers must comply with federal and provincial/territorial laws, provide accurate information, and maintain records for six years. Canada.ca
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:

Exemptions: Certain categories, such as intra-company transferees, international agreements, and significant benefit to Canada, are exempt from the LMIA requirement.
Employer Obligations: Employers must submit an offer of employment through the Employer Portal and pay the compliance fee.
Employer Responsibilities: Employers must comply with federal and provincial/territorial laws, provide accurate information, and maintain records for six years. Canada.ca
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:

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

Employer and Employee Obligations

Employer Obligations:

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

Employee Rights:

Fair Treatment: Entitled to the same rights as Canadian workers, including fair wages and safe working conditions.
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:

How much do Employers pay for Recruitment?

1. Direct Recruitment Costs

Recruitment agency fees – Paid exclusively by the employer, as Canadian law prohibits charging workers any recruitment fees.
Fee model – In 2026, we are charging only $2,000 plus GST.

2. Government Fees

LMIA application fee – $1,000 per position (mandatory and non-refundable).
(LMIA-exempt) Employer Compliance Fee – $230 per worker (applies to LMIA-exempt work permits, such as Francophone Mobility).

How much do Employees pay for the Work Permit?

1. Work Permit Application Representation (Mandatory)

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

Under Canadian law, anyone who provides immigration advice or representation for a fee must be a licensed professional. To protect you and to support a successful application, we require that your work permit application be professionally handled by one of the following:

1. A Regulated Canadian Immigration Consultant (RCIC) in good standing with the College of Immigration and Citizenship Consultants (CICC); or
2. A Canadian lawyer or licensed paralegal in good standing with a provincial or territorial law society.

2. Your Options for Representation

You have two 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 choice. If you select this option, you must provide us with:

1. A copy of your signed service/retainer agreement with your chosen representative; and
2. Your representative’s direct contact information.

You must also confirm with your representative that they will promptly share the following documents with us upon receipt:

1. A copy of the final work permit application submitted to IRCC;
2. The IRCC official submission confirmation (showing your application/file number);
3. Any biometrics or passport request letters; and
4. The final decision letter issued by IRCC.

Option B – Retain Our Company (Work Permit Application – $3,000 CAD & Government Fees – $240 CAD)

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. Professional Fee: $3,000 CAD
3. Government Fees Payable by You: Work Permit Fee ($155) + Biometrics Fee ($85) = $240 CAD per person

Disclaimer: This is a completely optional immigration service, separate from our recruiting activities. The choice to retain us for this service is entirely yours and will not affect your eligibility for our recruiting services.

3. Required Government Application Fees

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

1. Work Permit Application Fee: $155 CAD (per person)
2. Biometrics Fee: $85 CAD (per person)

Note: If your country has foreign currency controls and you are unable to pay these fees directly to IRCC, our company may pay these government fees on your behalf. In that case, you will reimburse us for these amounts after your work permit is approved and you have arrived in Canada.

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 or agents.
If an unlicensed third party becomes involved in your immigration file, our services will be halted immediately, and we will no longer be able to assist you with your recruitment or immigration process.

Can workers bring their family?

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.

What rights do temporary workers have in Alberta?

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

Employment Standards: Same as Canadian workers—minimum wage, hours of work, overtime, holidays, etc.
Workplace Safety: Covered under Alberta’s Occupational Health and Safety (OHS) laws.
No Recruitment Fees: Workers will never be charged recruitment fees, as this is prohibited by law in Canada
Right to Change Employers: With proper authorization (e.g., new LMIA and work permit), workers can change employers.
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.

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Achieve Your Canadian Immigration Goals with Expert Language Preparation

Our program includes dedicated preparation for:

What's Included?

French

English

Increase Your Express Entry CRS Score

By achieving:

Designed for Future Canadian Permanent Residents

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