Canada’s Immigration, Refugees, and Citizenship Canada (IRCC) has officially ended the Express Entry pause to help fill employment slots in key sectors, including the construction field. The Canadian government has an urgent need for workers in specific sectors to help the country grow and succeed. With a shortage of skilled labour in Canada, there is opportunity for companies to hire foreign workers to spur economic growth, and to provide immigrants with quality jobs to improve their lives and personal economic outlook.

The construction field is a job market that is in demand throughout most provinces in Canada including Ontario, British Columbia, Quebec, Alberta, and Manitoba and will continue to grow. According to BuildForce Canada, 245,100 people are expected to retire from construction jobs over the next eight years (by 2032) and the industry will need people to fill these roles. This is where the opportunity for foreign workers to enter the workforce in Canada comes into play.

Currently, Canada welcomes around 500,000 new immigrants every year (which is one of the highest rates per population of any other country). According to Canada’s Immigration Ministry almost 100 per cent of Canada’s labour force growth can be attributed to immigrants, and by 2036, immigrants are expected to make up about 30 per cent of the country’s population.

There are multiple programs in place such as the Federal Skilled Workers Program (FWSP), Canadian Experience Class (CEC), Provincial Nominee Program (PNP) and more that can work specifically to place foreign workers in construction jobs throughout the country, but it can be confusing to navigate what requirements workers must meet, even with the Express Entry pause ended, it can take longer than workers and companies would prefer if they don’t have everything in place.

Consulting construction firms looking to hire and attract these foreign workers in Canada can help make the process easier by educating themselves, and prospects, on the requirements they must meet for Express Entry by focusing on:

• What insurance coverage is required.
• What options for insurance coverage are available that are affordable.
• How they can get this information to prospective foreign workers.

Another thing employers should consider when recruiting immigrant workers, is the appeal of bringing their extended families with them. Canada’s super visa program allows aged extended family members from other countries to visit Canadian citizens and permanent residents. Instead of having to leave their parents and grandparents behind, employers can attract immigrant employees by educating workers on the super visa.

Each year, the (IRCC) issues approximately 17,000 super visas to parents and grandparents of Canadian citizens or permanent residents of Canada. The super visa provides multiple entry to eligible applicants for up to 10 years, with an authorized stay for each individual entry for up to five years. IRCC plans to issue up to 36,000 super visas each year by 2025 under the Family Immigration Plan.

There are some crucial things employers should make sure immigrant employees know about:

1. Insurance Requirements

Foreign workers are often eligible for provincial health care coverage; however, many provinces have a waiting period before coverage is in effect. Employers must obtain and pay for this coverage with no financial impact to employees.

For family members applying for super visas there are requirements that must be met before obtaining entry into Canada. While the overall list can be found on the Government of Canada website it consists of a letter of invitation, income testing, proof their host is a Canadian citizen, permanent resident or registered Indian. There’s also a very important portion that requires health insurance.

The required health insurance must be from a Canadian insurance provider, and must cover health care, hospitalization, and repatriation for a minimum of one year for super visa applications. Health insurance plans can be expensive, especially when trying to meet the requirements for super visa applicants as these applicants are older.

Note: When shopping for a health insurance plan, look for one that covers more than just the basics – it will save money in the long run. The minimum coverage requirement is $100,000 for Super Visas. Consider a higher coverage limit due to the high cost of healthcare in Canada and the age of the applicant as they may not be in optimal health.

2. What the application process looks like

While the process might seem intimidating with the different factors and situations that change, what proof visiting family members will need, what documents they must upload, etc., it’s quite simple. Families need to receive an invite code first, and they begin by creating an account on the IRCC Portal. From there, they complete the online form and upload their required documents, and then pay online.

The time for new applications to be processed varies depending on the country where extended family members are coming from. It can take around 2-6 months to process the application, so if family members want to be visiting during the holidays, it’s best to start sooner rather than later.

Current processing times can easily be checked on the Government of Canada website.

After applying, family members may have to undergo an interview with officials, get a medical exam, or a few other things before being allowed entry into the country. Once their application has been approved, they’ll receive a letter with instructions on submitting their passport, but if it’s refused, they’ll receive a letter explaining why.

Super visa support immigrant families

The super visa is a great way for aged immediate family members to visit for long periods of time from other countries. While immigrant workers need to undergo the Express Entry process, informing them and educating them on a simple way for extended family to visit without restriction, will make the move more appealing, and fill the tens of thousands of jobs Canada needs in the very near future.

Omar Kaywan, Co-Founder and Chief Growth Officer at Goose Insurance.