At Sultan Lawyers in Toronto, we have a dedicated team of personnel who are intimately familiar with specific strategies that can be implemented to avoid going through the time-consuming and costly process that is often associated with requesting a Labour Market Impact Assessment.
We recognize that our clients are keenly interested in securing foreign talent in a timely fashion and therefore we are committed to using our in-depth knowledge of immigration laws and policies to develop strategies that ensure the successful transfer of employees to Canada with limited interruption to the flow of business. We are intimately familiar with policy-based exemptions to the Labour Market Impact Assessment process, as further outlined below.
Immigration law permits employers/applicants to apply for and obtain work permits for certain personnel without the requirement to first secure a Labour Market Impact Assessment if the presence of the person in Canada will create a significant social and cultural benefit to Canada.
Immigration officers generally hold a great deal of discretion when it comes to authorizing entry under this category and therefore it is imperative to have experienced immigration counsel to guide employers through the process of preparing the work permit application and establishing within it (through drafting and documentary proof) that the person’s presence in Canada is crucial and that their experience and expertise make them uniquely valuable to Canadians and permanent residents.
Immigration law recognizes the contributions that employers in Canada present to Canadians and permanent residents abroad, and in cases where an employer can successfully demonstrate that they provide employment opportunities to Canadians and permanent residents outside of Canada, the issuance of a work permit to a foreign national without the requirement to first obtain a positive/neutral Labour Market Impact Assessment can be justified.
To successfully use this reciprocal employment category it is imperative to satisfy the reviewing officer that authorizing the entry of the foreign national will result in a neutral impact to the labour market given the reciprocal opportunities provided to Canadians and permanent residents abroad.
Under this category, the onus is on the employer and/or applicant to demonstrate that reciprocity exists. Officers generally expect to see certain kinds of evidence of the relevant reciprocal exchanges to justify the entry and therefore it is important to consult with an experienced immigration lawyer about preparing an application under this category.
At Sultan Lawyers we routinely prepare successful applications for work permits relying on various types of reciprocal opportunities offered by employers to Canadians and permanent residents abroad.
The Toronto workplace immigration lawyers at Sultan Lawyers regularly advise Canadian and global employer clients across various sectors on the movement of employees using policy-based Labour Market Impact Assessment exempt categories. We offer flat rate consultations specifically designed to provide our clients with the information and tools they need to manage their issue and keep business moving. Contact us online or at 416-214-5111 for a consultation.
“I want to sincerely thank Sharaf Sultan and his team for their assistance. Right from the beginning, I knew they were extremely knowledgeable and hard working. I also had confidence that Sharaf and his team understood my perspective and that they were prepared to work hard to receive the best result possible. Sharaf and his team were always professional and diligent when providing legal services. He truly went above and beyond my expectations. The whole team provided honest and precise services and they managed to solve any problems that arose during my case. I would definitely work with them again!!”C. Bell
“Kristine Gorman of Sultan Lawyers was terrific in helping me get a Canadian work visa. Responsive, friendly, but mostly incredibly thorough and efficient, she was a life line for when I needed wise counsel and focused expertise.”D. Baum, Ph.D., D.Min. Management Consultant
“Sultan Lawyers provided a great experience during a difficult time with my employer. Kristine was extremely thorough and knowledgeable when reviewing and articulating the risks and details of my severance package. I am thankful for Kristine as her expertise enabled and empowered me to confidently make a decision on my options.”James V.
“I wholeheartedly endorse Sharaf and Alexandra for their employment expertise and their impressive level of client service. Not only was their legal counsel top-notch, but Sharaf helped me navigate the tricky emotional waters related to my matter in a healthy way. He saw the big picture and helped me toward the best possible outcome for me now and into the future. As a lawyer myself, I realised that the smartest thing I could do in my circumstances was to have excellent legal advice, and Sharaf and Alexandra went above my expectations. It was empowering to work with them, and I can't thank Sultan Lawyers enough!”N. Haras
I had an incredible experience working with the Sultan Lawyers team from start to finish. They were friendly and professional, and made me feel at ease with what I was going through. They provided me with some incredible advice, which resulted in a better outcome than I had expected. They also followed up with me to make sure everything was ok, which was a lovely touch, they really care about their clients. I also felt like the service I received was incredibly affordable, and I would definitely recommend Sultan Lawyers to anyone, without hesitation.A. Kelly
Pronouns are a part of our everyday language used to refer to others and ourselves. They are similar to our names, used as personal identifiers. While we may not often…
It is a common misconception that newly hired employees are automatically subject to a probation period upon starting a new position at a company. Further, employees may be unaware of…
Workplace investigations are critical, not only to satisfy statutory and other legal obligations but also to support a healthy workplace. The decision to carry out a workplace investigation is, however,…