Canada has long been known as a country that is welcoming to immigrants, including temporary foreign workers. In fact, there are many rules designed to make sure temporary foreign workers have a positive experience in Canada. As a temporary foreign worker in Canada, it is important to understand your rights and responsibilities. Knowing what you are entitled to and what is expected of you will help make your time in Canada a success!


Please note: Immigration regulations are subject to change, and we cannot guarantee that this information is up-to-date. For up-to-date information, please visit the Government of Canada's website or speak with a Regulated Canadian Immigration Consultant.

 

Rights of Temporary Foreign Workers in Canada


Temporary foreign workers are covered by Canadian law, which safeguards the rights of all workers. You have the same protections as Canadians and permanent residents, regardless of your immigration status.

 

As a temporary foreign worker in Canada, you have the right to:

 

Be paid


Your employer must pay you for your work as stated in your employment agreement. This includes overtime work if it is included as part of your agreement. They must comply with provincial and federal laws regarding hours of work and overtime pay.

 

A Safe and Healthy Workplace


Your employer can not give you tasks that are not safe. Your employer is not allowed to fire you or stop paying you for saying no to an unsafe job. You are allowed to refuse the work until you and the employer agree that there is no more safety problem.

Your employer needs to follow safety laws. They must pay for the training and safety equipment you need to be safe. This is very important, especially if you work with chemicals.


For more information on reporting unsafe work, click here.

 

Not be discriminated against and a workplace free of abuse


You deserve to be treated fairly and with respect at work, no matter what your race, gender, religion, or any other factor. Employers should make sure your workplace is safe and free from any kind of harm, including physical, sexual, mental, or financial harm. Your employer or anyone who works for them should never hurt or punish you for telling them about something that's wrong. If you ever feel afraid, controlled, or alone because of something happening at work, it might be considered abuse.


For more information on harassment and violence, click here.

 

Be informed of your employment conditions


Employers are required to provide you with a written employment contract that outlines the terms and conditions of your employment on or before the first day of work. It must be in English or French (your chosen official language while in Canada). Both you and your employer must sign this agreement.

 

Rest periods and breaks


Taking breaks and resting during work is important to have a healthy and effective workplace. It is the employer's job to give enough breaks and rest time as the law requires. These breaks and rest periods serve to ensure that employees are not overworked and can maintain their physical and mental well-being, leading to increased productivity and job satisfaction.


For more information about rest periods and breaks, click here.

 

If you lose your job


Employers must provide reasonable notice before laying off employees. If they fail to do so, they must pay termination pay based on the length of employment and location. Those who lose their job through no fault of their own or due to abuse may qualify for Employment Insurance benefits.


For information about Employment Insurance visit the EI regular benefits page.

 

Access to healthcare


You have the right to access healthcare services in Canada, including medical treatment and emergency services. In the majority of cases, you are not required to pay for medical appointments or hospital treatment in Canada.


For more information on Canada’s healthcare, click here.

 

Changing Employers


You can change jobs, but your work permit may only let you work for your current employer. If you want to work for a new employer, you may need to apply for a new work permit, and your new employer would need to apply for a new Labour Market Impact Assessment from the Canadian government. This could mean going through the approval process again.


For more information on changing jobs or employers, click here.

 

Housing Rights


Workers in the Low-Wage and Primary Agriculture streams: If your job is in the Low-Wage LMIA category or in agriculture, your employer should give you a good and affordable place to live. Your employer can require you to pay rent, electricity, and water, but rules typically make this much cheaper than normal rent in Canada.


Workers in the Seasonal Agricultural Worker Program: If you're employed through the Seasonal Agricultural Worker Program, your employer must provide you with appropriate housing without charge (except in British Columbia, where they can deduct housing costs from your pay). Your employment agreement should detail all allowable deductions, which vary depending on the province. For individuals from the Caribbean or  Mexico, housing and utility expenses should be included in their contracts.


For more information on housing rights, click here.

 

Responsibilities as a Temporary Foreign Worker in Canada


As a temporary foreign worker in Canada, you also have certain responsibilities. These include:


  • Complying with Canadian laws: You must comply with all Canadian laws, including those related to employment, immigration, and taxation.
  • Reporting to work on time: You are expected to report to work on time and be reliable.
  • Following workplace policies and procedures: You must follow the policies and procedures established by your employer, including those related to safety, attendance, and performance.
  • Respecting Canadian culture and values: You are expected to respect Canadian culture and values, including the rights of others and the laws of the land.
  • Paying taxes: You are required to pay taxes on your income earned in Canada.
  • Leaving Canada at the end of your work permit: You are required to leave Canada when your work permit expires, unless you apply for an extension or apply for permanent residence.
  • If you have a work permit that’s about to expire or that you need to change, you must apply to extend it or change the conditions on it.


You should apply to extend your work permit at least 30 days before your current permit expires.

If your work permit expires while your application is being processed, find out if you can keep working or consult with a Regulated Canadian Immigration Consultant.

 

As a temporary foreign worker in Canada, it is important to understand your rights and responsibilities. By knowing what is expected of you and what you are entitled to, you can ensure that your experience in Canada is a positive one. If you have any concerns or questions about your rights or responsibilities, there are resources available to help you, including government agencies, community organizations, and legal services. Ready to ensure your experience as a temporary foreign worker in Canada is a positive one? Contact us now to speak with an experienced immigration consultant who can help you navigate your rights and responsibilities.

FillaRole Unveils Healthcare-Focused Hiring Platform to Address Canada’s Staffing Challenges

By Keli Propp • August 28, 2025
Canada’s Staffing Challenges Saskatchewan-built platform aims to reduce agency nurse reliance and fill critical roles with permanent hires. Saskatchewan, Canada – August 20, 2025 – FillaRole has officially launched FillaRole Health, a Saskatchewan-built, AI hiring and onboarding platform, designed for Canada’s healthcare sector. It gives busy HR teams one centralized tool to post jobs, track applicants, manage interviews and onboard hires, without the spreadsheet chaos. The platform arrives at a crucial moment: Saskatchewan alone spent over $70 million on contract nurses in 2024, nearly triple the cost just two years ago. In Nova Scotia, the 2024 bill hit $141.7 million despite policy changes, while BC and Quebec are each spending over $1.5 billion annually on agency staffing. The physician shortage is just as troubling. Manitoba recently contracted a consultant $5.25 million to recruit 150 physicians and only two were hired. Across Canada, billions are being diverted to temporary and stop-gap staffing initiatives. “We’re watching the healthcare system drown in contract costs,” said Keli Propp, CEO of FillaRole. “FillaRole Health offers a long-term solution: permanent hires, both local and international, without the 40% premium in wage costs that health authorities are paying right now. You can curb it now or let the bill keep climbing.” To strengthen their presence in the Canadian healthcare space, FillaRole has joined the Coordinated Accessible National (CAN) Health Network, which is dedicated to accelerating the adoption of Canadian technology in healthcare. Through this collaboration, FillaRole gains access to new tools, strategic insights, and opportunities that drive meaningful change with this solution for patients, providers, and communities across Canada. All-in-One Platform Purpose-Built for Healthcare FillaRole Health combines essential hiring systems into one streamlined pl atform: Applicant Tracking Systems (ATS) : AI-powered job descriptions, resume scraping and one-click interview invites. Immigration & Compliance Software : Built-in LMIA-exempt tracking, international recruitment support and permit workflows. T alent Pool Building : Advertise positions worldwide, funnelling applicants into one centralized pool. Track their engagement to spot the most promising candidates. Additional features include automated posting to 19+ job boards, intelligent applicant ranking, customizable document templates, real human support and performance reports within 48 hours. All of which are securely hosted on Canadian servers. Designed for the Frontlines of Care FillaRole Health is especially suited for: Long-term care homes Private clinics and pharmacies Mental health and allied health practices Regional health authorities Medical recruiters supporting multiple locations The platform prioritizes local hires first, automatically filtering candidates by licensing and credentials, while tracking documentation and renewal dates. All but eliminating those dreaded back-and-forth email chains. The Time to Fix Healthcare Hiring Is Now FillaRole’s core platform already supports 100,000+ users and nearly 40,000 applicants across Canada and was selected earlier this year for VentureLAB’s Accelerated Growth Program. With the launch of FillaRole Health by a Canadian team with decades of experience in HR technology and immigration workflows, the company brings its proven hiring engine directly to Canada’s most urgent frontline staffing crisis. “You shouldn’t need six tools and an immigration lawyer to fill one role,” added Propp. “FillaRole Health makes hiring healthcare workers fast and finally affordable again.” To learn more about FillaRole Health or the CAN Health Membership Program, visit: www.fillarole.ca/healthcare About FillaRole FillaRole is an AI-powered hiring platform developed to simplify employment for Canadian businesses. By automating job postings and applicant sorting, FillaRole enables employers to save time, improve efficiency, and focus on hiring the right talent. Proudly Canadian, FillaRole supports local and international hiring with expert guidance every step of the way. Media Contact: Keli Propp CEO, FillaRole Email: kpropp@fillarole.ca Phone: 306-805-0113

Learn French. Stay in Canada

By Kyle Senger • July 22, 2025
Can’t Find Local Talent? Canada’s Francophone Mobility Work Permit Can Fill Your Role Beyond Immigration By Natasha Antionette Cooke Global Talent Acquisition Leader | Connect with me on LinkedIn 🌍 The Canadian Talent Crunch and a Francophone Solution Canada’s labour market is under immense pressure, with talent shortages affecting nearly every sector. Employers across the country, from Quebec to British Columbia, are struggling to find local candidates who meet the needs of skilled roles outlined in the National Occupational Classification (NOC) . As recruitment timelines drag and key roles go unfilled, Fill a Role steps in with cutting-edge talent-matching tools and strategies that ensure organizations don’t just hire faster—they hire smarter. One often-overlooked but highly effective solution to this crisis is the F rancophone Mobility Work Permit . Designed to facilitate the hiring of French-speaking foreign nationals outside of Quebec, this immigration program supports employers looking to recruit skilled talent without going through a Labour Market Impact Assessment (LMIA) . 🙌 What Is the Francophone Mobility Work Permit? T he Francophone Mobility Program is part of Canada’s International Mobility Program , offering an LMIA exemption under exemption code C16 . It allows Canadian employers to hire foreign worker s who have French language proficiency , even if the job doesn't require French. This closed work permit offers flexible employment options for eligible foreign nationals and provides a faster, smoother work permit application process for both the employer and employee. It’s especially advantageous for employers outside Quebec, helping them tap into international Francophone communities with strong skills and a desire to contribute to Canada’s economic growth. 💼 Why It Matters for Employers For organizations using platforms like Fill a Role to streamline hiring and fill urgent roles, the Francophone Mobility Work Permit offers an additional advantage. By leveraging this pathway, Canadian employer s can bypass the often-lengthy LMIA process, reduce processing times , and still maintain compliance through the Employer Porta l. Employers simply submit an offer of employment , pay the employer compliance fee , and ensure the candidate meets eligibility requirements , including demonstrating French language ability via TCF , TEF , or other approved tests aligning with NCLC (Niveaux de Compétence Linguistique Canadiens) scores. 🔍 Eligibility Requirements and Application Process To qualify for the Francophone Mobility Program: The job offer must be for a skilled worker position (TEER 0, 1, 2, or 3 according to the NOC). The foreign national must plan to work in a province or territory outside Quebec . The applicant must demonstrate French language proficiency (CLB/NCLC level 5 or higher). The role must support the worker's path to permanent residence under federal or PNP immigration programs. Once eligibility is confirmed, the work permit application can be submitted online through IRCC’s portal. The processing fee and application fee are paid, and if approved, the worker can start employment relatively quickly compared to traditional LMIA -based pathways. ✈️ A Gateway to Permanent Residency The Francophone Mobility Work Permit is more than just a quick fix for staffing shortages. It’s a stepping stone to permanent residence . Workers employed under this program often become eligible to apply for Express Entry, Provincial Nominee Programs (PNP) , or other pathways that recognize their work experience and language abilities. This is particularly beneficial for employers using Fill a Role to build a long-term talent strategy. By recruiting French speakers under Mobilité Francophone, you’re investing in team members who are more likely to stay, integrate, and grow with your organization. 🎓 Family and Partner Inclusion Another bonus? The Francophone Mobility Program allows applicants to include dependent children and a common-law partner or spouse in their application. Spouses may be eligible for an open work permit , while children can receive study perm its to access Canadian education. This family-friendly aspect enhances job satisfaction and strengthens worker retention. 🤖 How FillaRole Helps You Recruit Francophone Talent Navigating Canada immigration rules can be complex. That’s why Fill a Role offers tools and resources tailored to help Canadian employers identify candidates who meet both skill-level and language test criteria. With access to a growing international database, FillaRole filters applicants based on language skills , work experience , and NOC code compatibility. Additionally, the platform connects you with certified Registered Canadian Immigration consultant (RCIC) who can advise on work permit processing, application process support, and post-hire integration strategies. 🏢 Going Beyond Quebec: Serving Francophone Communities Nationwide Contrary to popular belief, Francophone talent isn’t limited to Quebec. Canada has vibrant Francophone communities in Ontario, Manitoba, New Brunswick, and Alberta. Mobilité Francophone is designed to spread French language influence across the nation. Whether your company is based in tech-friendly Toronto or in a rural town with limited access to skilled labour, this program offers an underutilized solution. With FillaRole, you can reach this diverse talent pool and match with candidates who are both qualified and ready to relocate. ⚡ The Fill a Role Advantage: From Search to Success Here’s how F ill a Role enhances your hiring journey: Real-time matching with pre-vetted Francophone candidates Smart filtering based on NOC, CLB/NCLC scores, and TEER Employer compliance tracking for IRCC guidelines Access to immigration support via certified partners End-to-end support for job offer documentation and work permit application steps From sourcing to onboarding, FillaRole simplifies the process—so you can focus on growing your team, not navigating bureaucracy. 🔹 Final Thoughts: Don’t Wait for Talent to Come to You Canada’s skilled workers shortage isn’t going away anytime soon. But thanks to innovative immigration programs like the Francophone Mobility Work Permit and platforms like Fill a Role , employers have access to high-potential international talent who are ready to contribute, integrate, and thrive. So if you can’t find local talent, don’t wait. Go global. Think Francophone. And let FillaRole help you fill your role—faster, smarter, and beyond borders. 👤 About the Author Natasha Antionette Cooke is a global Talent Acquisition Leader with a passion for helping businesses solve hiring challenges through strategic innovation and human-centered design. With a background in international recruitment and digital transformation, Natasha empowers employers to navigate complex talent markets using tools like Fill a Role and sustainable immigration strategies.