IRCC updates rules for LMIA-exempt work permits
Immigration, Refugees and Citizenship Canada (IRCC) has introduced new guidance for officers assessing Labour Market Impact Assessment (LMIA)-exempt work permits issued under reciprocal employment provisions of the International Mobility Program (IMP).
The updated framework, released on February 20, 2026, specifies how reciprocity is to be evaluated and clarifies administrative procedures for officers processing these applications. The changes affect Canadian employers and foreign nationals working under reciprocal employment arrangements.
- Updated instructions apply to reciprocal employment permits under section R205(b) – C20.
- Clarifies that reciprocity applies to both Canadian citizens and permanent residents.
- Specifies that reciprocity must exist in the applicant’s country of origin.
- Introduces new requirements for data entry in the Global Case Management System (GCMS).
- Confirms that work permits for some nationals can extend beyond passport expiry dates.
- Excludes International Experience Canada from these changes.
Overview of the updated instructions
The newly titled document, Reciprocal employment general guidelines [R205(b) – C20] – Canadian interests – International Mobility Program, replaces the previous version of the same name. The revision outlines more precise criteria for determining whether reciprocal employment opportunities exist between Canada and the foreign worker’s home country.
Under the new guidance, officers must consider whether comparable opportunities are available to Canadian citizens or permanent residents in the applicant’s country of origin. This update broadens the scope of reciprocity to include permanent residents and narrows the geographic basis of reciprocity to the specific country involved, rather than any foreign jurisdiction.
Clarifications on reciprocity and employment roles
The updated instructions emphasize that reciprocal employment can include both the creation and maintenance of existing positions abroad. This means that maintaining ongoing employment relationships between Canada and partner countries can be recognized as valid reciprocity when assessing applications.
Formal bilateral agreements are not required for an employer to hire under this category. However, the employer must demonstrate that reciprocal opportunities exist and that the foreign worker meets admissibility and entry requirements under Canadian law.
Administrative and data requirements
IRCC has also detailed new procedures for officers entering application data into the Global Case Management System (GCMS). The destination province and city recorded must match the employment location listed in the job offer, and the National Occupational Classification (NOC) code must be accurately entered.
In cases involving foreign nationals exempt from travel document requirements, such as citizens of the United States, officers are instructed to issue work permits for the full duration of the job offer, even when the individual’s passport expires earlier.
Scope and exclusions
The revised guidelines do not apply to the International Experience Canada (IEC) program. Nonetheless, they remain relevant for cultural exchange agreements involving Belgium, Brazil, Germany, Italy, Japan, Mexico, France, and China, which fall under the same regulatory provision.
Organizations with well-established reciprocal arrangements may be eligible for a higher number of work permits and broader flexibility in confirming reciprocity, including over multi-year periods such as five years. Newer organizations without a history of such exchanges may initially be granted fewer permits as reciprocity is established.
Options following application refusals
The document reiterates that if an application under the reciprocal employment category is refused, officers may advise employers to obtain a Labour Market Impact Assessment (LMIA) and reapply through the Temporary Foreign Worker Program. This ensures that employers still have an alternative pathway to fill positions when reciprocity cannot be demonstrated.
Policy background
Reciprocal employment provisions under section R205(b) – C20 of the Immigration and Refugee Protection Regulations are designed to promote international exchange while supporting Canadian labour interests. The International Mobility Program provides LMIA exemptions for certain categories of workers where the employment brings broader cultural, economic, or bilateral benefits.
These exemptions are commonly used by educational institutions, research organizations, and employers participating in exchange programs, including those that complement regional initiatives such as the Manitoba Provincial Nominee Program.
Public and institutional relevance
The revised guidelines are expected to standardize officer assessments and provide clearer criteria for employers seeking LMIA-exempt work permits under reciprocal employment. The addition of GCMS data-entry requirements also aims to improve consistency and traceability in work permit processing.
IRCC’s update reflects ongoing efforts to enhance transparency and procedural clarity in Canada’s temporary work authorization system, ensuring that reciprocal employment arrangements continue to align with Canadian economic and labour objectives.
Further updates on the International Mobility Program and related work permit categories are expected to continue as IRCC refines its policies to meet evolving labour and international cooperation priorities.
Readers can explore additional coverage of Canada’s immigration programs, policy adjustments, and provincial initiatives through related categories on this site.