Construction and Utility Companies: Strategies to Retain Your Foreign Skilled Trades Employees
Published:
22 septembre 2026
Author(s):
- Emily Paul
- Sarah McInnes
The Government of Canada’s Immigration Levels Plan for 2026-2028 projects a significant decrease in new temporary resident arrivals and a reduction in overall planned permanent residence admissions to 380,000 annually. After a steady increase from 465,000 to 500,000 in the previous Plan (2023-2025), permanent resident admissions are projected to remain at 380,000 throughout the upcoming term.
These numbers are especially concerning when considering the documented shortage of skilled trades workers across Canada. As such, many employers rely on foreign workers to ensure steady business operations.
Given the reductions in Canada’s overall permanent residency numbers, and in the provincial allocations for nominees, many employers have already or will face losing valuable skilled employees as their work permits expire. Losing these employees is expensive: employers have invested resources and time into training, and employees have developed skills and knowledge that are hard to replace.
Here are some options for keeping those employees employed:
Temporary Work Permit Options
1. C10 Significant Benefit Work Permit Application
Significant Benefit, or C10, is a category of work permits that are exempt from employers having to obtain a Labour Market Impact assessment, a tedious and administratively burdensome process. It is intended for situations where the work of a foreign national will benefit or provide opportunities for Canadians or permanent residents socially, culturally or economically. It is an under-utilized type of work permit application, and though it is granted on a discretionary basis, the parameters of the application are sufficiently broad that strong advocacy could result in a positive decision.
If it can be argued that an applicant has unique qualifications, expertise and/or experience that would lead to positive effects on the broader community, region or country, beyond impacts on just the applicant and their employer, a C10 work permit application is an opportunity that employers should consider to retain their skilled employees.
Examples of significant benefits that the work of a foreign worker could provide could be positive effects on the economy, such as job creation (or job loss prevention), development in a rural community, advancement of a Canadian industry, and opportunities for improving the skills of Canadians through knowledge transfer or mentorship.
2. Free Trade Agreements
Canada has Free Trade Agreements (FTA) with many countries, which allow for increased labour mobility. Agreements currently in force include partnerships between Canada and nations such as Mexico, Colombia, Chile, Costa Rica, Panama, Peru, Korea, the United States, the European Union, and the United Kingdom.
Most FTAs have a list of professions that offer increased mobility options, often including engineers, electricians, plumbers, and technicians. It is worth noting that each Agreement contains different rules and regulations, so they cannot be treated as universal. Skilled trade employers can fast-track hiring by using FTAs and eliminate the LMIA requirement.
3. Labour Market Impact Assessment
LMIAs are documents that employers can obtain to show there is a need for a foreign worker to fill the job, as no Canadian worker or permanent resident is available. LMIAs, when required, serve as a gateway for employees to obtain work permits.
There are several LMIA streams, including high-wage, low-wage, agricultural and Global Talent Stream applications. Skilled trade employers in fields such as specialized engineering and technology may be eligible for the expedited Global Talent Stream if the role and employer meet the stream’s specific requirements. Though the processing of LMIAs has become increasingly strict and, as a result, are generally more difficult to obtain, they may be the only option for an employer to retain a particular foreign worker. Employers wishing to apply for an LMIA need to consider the specific requirements related to advertising, wages, transition plans where applicable, processing fees and employer compliance obligations.
4. Francophone Mobility Work Permit
Canada’s Francophone Mobility Program, also known as C16, permits employers outside of Québec to hire French-speaking or bilingual foreign workers on a LMIA-exempt basis. For applications made on or after June 15, 2023, applicants generally must be destined to live and work outside Québec, have a qualifying job offer, and prove French speaking and listening skills at an intermediate level, equivalent to NCLC 5 or higher. The government has reduced the language threshold from the previous NCLC 7 level, making this category more accessible to intermediate-level French speakers.
Permanent Options
1. Express Entry Federal Skilled Trades Program
The Federal Skilled Trades Program targets skilled workers who want to become permanent residents based on being qualified in a skilled trade. Applicants must meet program requirements, including eligible skilled trades work experience, language ability, admissibility and either a valid job offer or a certificate of qualification, as applicable. The following categories of employment are eligible under Immigration, Refugees and Citizenship Canada (IRCC) criteria.
Major groups and corresponding NOC Codes:
72 - industrial, electrical and construction trades,
- 73 - maintenance and equipment operation trades
- 82 - supervisors and technical jobs in natural resources, agriculture and related production
- 92 - processing, manufacturing and utilities supervisors and central control operators
Candidates whose employment has been arranged and approved through Express Entry may benefit from a clearer permanent residency pathway at an expedited process which helps stabilize critical labour shortages.
2. Provincial Nominee Programs or Atlantic Immigration Program
The Provincial Nominee Programs (PNP) seek to increase the settlement of economic immigrants outside major Canadian cities and to address the workforce needs of employers, as perceived by the province or territory.
To qualify under many employer-supported PNP streams, employers commonly need to meet criteria such as:
Be in active, continuous operation for the period required by the applicable province or stream
Possess a physical place of business in the province where the employee will work
Demonstrate a genuine labour shortage
Job offers must be genuine, permanent and full-time, with a competitive base wage matching local standards. If mandated by the stream, employers are responsible for assisting with newcomer settlement, housing and transportation.
The Atlantic Immigration Program (AIP) operates across the four Atlantic provinces and is accessed through the provincial government. Employers wishing to qualify for the AIP must first be designated by the province where the candidate will work and have their job offers endorsed by that province. While the criteria are generally similar to the PNP, it is worth noting that an LMIA is not necessary under the Program. Designated employers must also complete required training and work with a settlement service provider to support the candidate’s settlement plan.
Although reduced permanent residency targets may make skilled-worker retention more challenging, employers can draw on several permanent and temporary pathways to retain essential trades employees. Early planning and careful selection of the appropriate program can help minimize workforce disruption and support long-term business continuity.
Please contact your McInnes Cooper lawyer or any member of our Immigration Law Team @ McInnes Cooper to discuss immigration pathways for skilled trades employers.
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