Businesses & employers
We advise on the immigration issues involved in hiring and moving personnel to Canada.
How we can help
- Assessment of LMIA requirements
- Permits and possible exemptions
- Employer obligations
Does this sound like you?
- Your business wants to hire a foreign national and assess immigration issues before arranging their start.
- You are considering moving personnel from Argentina to Canada and need to examine the role, business structure and possible authorizations.
- You already employ foreign workers and need to consider extensions, changed duties or responsibilities under the program used.
What we review in a consultation
- Cyrus can review the business activity, actual job duties, workplace and proposed employment conditions.
- The consultation can assess whether an LMIA is needed or an exemption merits consideration, based on the facts and relevant category.
- It can distinguish the employer's obligations from the worker's application and help coordinate the documentation needed from each side.
Getting ready for the first step
Have this information to hand. A short summary is enough for your first message; we will explain how to share documents securely.
- Prepare a role and business summary; send commercial or personal information only after receiving secure sharing instructions.
- Have the duties, work location, proposed compensation and general details of the candidate's experience available for discussion.
- Identify previous hiring, existing LMIAs or permits and proposed changes; avoid sharing unrelated employees' personal information.
Questions about this service
Can you assess hiring or transferring staff from Argentina?
Yes. We can assess a Canadian hire or a potential transfer between businesses, depending on the facts. Prepare a summary of the entities, their relationship, the current Argentine role and the proposed Canadian position. A business relationship does not itself create an exemption or authorize work; the immigration pathway and each party’s obligations need assessment.
Does every hire require an LMIA?
Not necessarily. The need for an LMIA or availability of an exemption depends on the hiring arrangements and applicable pathway. It cannot be decided from the job title or nationality alone.
Does an offer or LMIA allow the person to start work?
Not by itself. The worker's authorization and applicable conditions must be considered alongside the employer's steps. Both parties have information and responsibilities that need to be coordinated.
Can you advise the business and the candidate?
You can enquire about both parties' needs. Before representation begins, the client, scope of work and any conflict of interest need to be identified and addressed.
General information about our services. Assessing a case requires individual legal advice.
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It begins with
a conversation.
Tell Martina what you have in mind. She will help organize the first step and coordinate your legal consultation.
Martina coordinates your consultation with Cyrus and explains the scope and fees before you decide to proceed.
In your first message, share only general information and any urgent deadline. Please do not send confidential documents until we confirm we can act.