Immigration Laws and Regulations 16 November 2023

How changes in the PPER and LMIA impact international recruitment in Quebec

Parlement d'Ottawa

The world of international recruitment is constantly evolving, and the recent changes to the Recognized Employer Pilot Project (PPER) and the Labour Market Impact Assessments (LMIA) are no exception. These changes, though intended to simplify the process, bring new challenges, especially for Quebec employers.

The PPER and its implications

The PPER was launched with the intention of facilitating and speeding up the recruitment of temporary foreign workers. In theory, this was supposed to be a significant advancement for employers. However, the practical application of these changes reveals complications, particularly for certain National Occupational Classifications (NOC) not included in phase 2 of the program.

Exclusion of critical NOC and the expiration of posting exemptions

A major concern is the exclusion of key professions such as NOC 85121 – Landscaping and Grounds Maintenance Laborers. This NOC, along with others, is not included in phase 2 of the PPER. As a result, employers associated with these professions, who previously benefited from posting and recruitment exemptions, now face a return to more complex and longer procedures. Worse, the imminent expiration of the “Exemption from posting and recruitment” job list, scheduled for December 2023, raises additional concerns. With only 9 of the 19 exempted jobs included in phase 2 of the PPER, a large number of employers and workers find themselves in a precarious situation.

Proposals to mitigate negative effects

It is crucial that employers, professional associations, and chambers of commerce mobilize to advocate for these changes. Collaboration is essential to ensure that the voices of employers and workers are heard and that practical solutions are put in place.

  • Extension of the posting exemption: at the federal level, it is suggested to extend the expiration date for the list of jobs exempted from posting and recruitment.
  • Inclusion of exempted NOCs in the PPER: this would help reduce administrative burdens for the concerned employers.
  • Adding jobs to the provincial simplified processing: this measure would be particularly beneficial for Quebec employers, allowing them to more easily navigate the international recruitment process.

The changes in the PPER and the LMIA represent a significant challenge for international recruitment in Quebec. However, with concerted action and thoughtful proposals, it is possible to turn these challenges into opportunities to simplify and improve the process for all parties involved.

To obtain more details on PPER, please consult the official government website dedicated to this subject.