Canada’s healthcare system, long lauded for its universal coverage, faces a stark reality: a critical shortage of family doctors. This deficit, widening against a backdrop of rapid population growth, threatens equitable access to primary care for millions of Canadians. Understanding the complex interplay of factors driving this shortage and exploring the multifaceted solutions being implemented is crucial to ensuring a sustainable healthcare system for the future.
Contributing Factors
At the heart of the issue lies a mismatch between demand and supply. Canada’s population has burgeoned by over 5 million in the past decade, placing immense strain on existing healthcare infrastructure. Yet, the number of medical residencies dedicated to family medicine has barely budged, creating a significant gap between available practitioners and the population’s needs.
Further compounding the problem is a declining interest in family medicine among medical graduates. The allure of lucrative specializations like emergency medicine or anesthesiology, coupled with the perceived challenges of primary care, is drawing talent away from this crucial field. This trend, documented by the Canadian Resident Matching Service, has seen the percentage of graduates choosing family medicine drop by over 7% in the past nine years.
Untapped Potential and Streamlined Integration
Recognizing the limitations of solely relying on domestic training, Canadian policymakers are turning their attention to international medical graduates (IMGs). These skilled professionals hold immense potential to bolster the healthcare workforce. However, their path to practice in Canada is often fraught with hurdles, including lengthy credential recognition processes and limited residency opportunities.
Fortunately, recent initiatives aim to unlock this untapped potential. The federal government’s investment of $86 million in foreign credential recognition programs will expedite the process, allowing IMGs to contribute their expertise sooner. Additionally, targeted Express Entry draws prioritize healthcare workers, streamlining their immigration and integration into the Canadian system.
Building a Robust Pipeline for the Future
While leveraging international talent offers immediate relief, long-term solutions require increasing domestic training capacity. Several provinces are taking decisive action. Ontario is spearheading the expansion of postgraduate medical training spaces, with a commitment to add 449 positions over the next five years. This bold move will inject much-needed new physicians into the workforce.
Further bolstering the pipeline are groundbreaking developments like the establishment of new medical schools in Prince Edward Island and British Columbia. These institutions, slated to open in 2025 and 2026 respectively, represent a significant investment in the future of healthcare, promising to graduate future generations of family physicians equipped to serve the evolving needs of the population.
Beyond Numbers: Fostering a Thriving Family Medicine Landscape
While expanding training opportunities and integrating foreign talent are crucial steps, addressing the root causes of declining interest in family medicine is equally important. Initiatives that enhance job satisfaction, promote work-life balance, and provide mentorship opportunities can make family practice a more attractive career choice for aspiring medical professionals.
A Collaborative Path Forward
Canada’s family doctor shortage presents a complex challenge, demanding a multifaceted response. By implementing a combination of strategies – from attracting international talent and expanding training capacity to fostering a more appealing family medicine landscape – stakeholders at all levels can work together to build a more resilient and accessible healthcare system for all Canadians. The journey ahead requires sustained commitment and collaboration, but the collective effort holds the promise of a brighter future where high-quality primary care is available to everyone who needs it.
Phase 2 of the Recognized Employer Pilot Program (REP) is now open, offering faster and more streamlined processes for hiring temporary foreign workers (TFWs) in crucial roles.
What is the REP?
The Recognized Employer Pilot program, launched last September, offers a new approach to how Canadian employers can engage temporary foreign workers. Initially targeting the agriculture sector, the program will later extend to all industries in January, 2024. Eligible employers with a strong history of compliance with program requirements will receive a three-year permit to bring in foreign workers without the need for frequent reapplications.
The REP is a pilot program designed to reward employers with a proven track record of compliance with the Temporary Foreign Worker Program (TFWP). Qualifying businesses benefit from:
Longer LMIA validity: LMIAs (Labour Market Impact Assessments) typically expire after 18 months. REP-eligible employers receive LMIAs valid for up to 36 months, reducing administrative burdens and facilitating long-term workforce planning.
Simplified future applications: Once accepted into the REP, employers enjoy streamlined LMIA applications for future positions on the designated “in-shortage” list. This saves valuable time and resources.
Enhanced visibility: Participating businesses receive a Job Bank designation highlighting their REP status, attracting qualified TFW candidates.
Expanded occupations in Phase 2
Effective January 2024, phase 2 of Canada’s REP opens access to critical talent marking a significant expansion compared to its initial focus on agriculture. Over 80 in-demand occupations across various sectors, from tech and healthcare to construction and manufacturing, are now eligible for REP, opening doors for a wider range of Canadian businesses. This broader scope aligns with the country’s diverse economic needs and creates more opportunities for skilled foreign talent to contribute to Canada’s growth.
When hiring TFWs in Canada, understanding wage requirements is essential to avoid complications and comply with the Temporary Foreign Worker Program (TFWP).
Under the Recognized Employer Pilot (REP) program, you must pay the prevailing wage, which is the highest of two options:
Regional median hourly wage on Job Bank: This is a helpful resource to see what other employers are paying for similar positions.
Wage within your current employee range: If you have existing employees doing the same job, ensure the TFW wage falls within the range you pay them.
For jobs in primary agriculture, including programs like the Seasonal Agricultural Worker Program, different rules apply. Wages must meet or exceed the rates outlined in the National Commodities List (NCL) wage tables, or applicable minimum wage rates, whichever is higher.
Job Bank: Your Wage Look-Up Tool
Finding the median wage on Job Bank is easy:
Visit “Compare wages on Job Bank.”
Enter the job title or National Occupational Classification (NOC) code that best describes the position.
The hourly median wage will be listed in the middle column, by community or area.
Additional Factors and Exceptions
Remember, if the TFW position requires more skills or experience than the typical NOC description, the wage should reflect that. Overtime, tips, and other forms of compensation don’t count towards the guaranteed wage used for assessment.
Hiring TFWs for unionized positions comes with specific obligations. You must offer the same wage rates and forms of compensation outlined in the collective agreement.
Certain industries have established, specific wage rates considered prevailing. Visit “Variations to the wage requirements” for details. Offering a wage below the prevailing rate can result in a negative Labour Market Impact Assessment (LMIA).
Wage Reviews: Staying Up-to-Date
For LMIA applications submitted after January 1, 2024, wage reviews are mandatory. This ensures TFWs receive the prevailing wage throughout their employment period, regardless of the initial LMIA wage. Review and update wages annually based on updated Job Bank information (by January 1st of the following year).
Failing to update wages according to the prevailing rate can lead to sanctions, including fines and even bans from the TFW Program. Remember, fair treatment extends beyond wages. TFWs are entitled to the same rights and protections as all Canadian workers. Ensure you:
Pay them for all work (including overtime)
Provide workplace safety insurance
Offer the same benefits as other workers
Respect their identification and documents
Quebec: A Different Wage Table
If you’re hiring TFWs in Quebec, consult the wage table provided by the Ministère de l’Immigration, de la Francisation et de l’Intégration (MIFI).
Seek Help: Navigating the Rules
Most provincial and territorial labor ministries provide information and resources for employers and TFWs. If you’re unsure about any aspect of TFW employment, don’t hesitate to reach out for guidance.
By following these guidelines and prioritizing fair treatment, you can ensure a positive and productive experience for both your business and your temporary foreign workers.
Conclusion: Staying Informed and Taking Action
For employers interested in REP, staying updated on eligible occupations and program details is crucial. Remember, responsible TFW practices remain the cornerstone of the program. By leveraging REP’s benefits and adhering to its ethical framework, Canadian businesses can unlock a wider talent pool and contribute to a thriving national workforce.
On October 31, 2023, the Canadian government announced a new immigration plan to improve the system and align it with the needs of the labour market. The plan also includes a focus on helping newcomers settle in Canada and creating a comprehensive and coordinated growth strategy.
The new plan is a sign of the government’s commitment to welcoming immigrants and building a strong and diverse society. It includes a number of important initiatives to improve the immigration system, align immigration with the needs of the labour market, and help newcomers settle in Canada.
Main points
Modernize the immigration system with digital platforms. This will include creating a single online window into immigration programs, improving automation, and enabling digital self-service.
Align immigration with labour market requirements. IRCC will identify the essential talents that Canada needs, the newcomers who have these skills, and how to best connect them to available positions. The government will also make it easier for international students and temporary workers with in-demand skills to stay in Canada.
Help newcomers settle in Canada. The government will investigate further alternatives for developing an integrated strategy to manage housing, health care, and infrastructure across federal government departments, as well as in close partnership with provinces, territories, and municipalities.
Modernize the Immigration System with Digital Platforms
One of the key goals of the new plan is to modernize the immigration system with digital platforms. This will include creating a single online window into immigration programs, improving automation, and enabling digital self-service.
The government expects that these changes will expedite application processing, increase program integrity, and make the immigration process more transparent and human-centered.
Align Immigration with Labour Market Requirements
The new immigration plan also emphasizes the need to align immigration with Canada’s labour market requirements. To do this, IRCC will identify the essential talents that Canada needs, the newcomers who have these skills, and how to best connect them to available positions.
Help Newcomers Settle in Canada and Create a Comprehensive and Coordinated Growth Strategy
In addition to attracting top talent, the new immigration plan also focuses on helping newcomers settle in Canada and creating a comprehensive and coordinated growth strategy. This includes things like housing and healthcare.
The government recognizes that some newcomers leave Canada due to difficulties with housing and getting their international credentials recognized. To address these issues, IRCC will investigate further alternatives for developing an integrated strategy to manage housing, health care, and infrastructure across federal government departments, as well as in close partnership with provinces, territories, and municipalities.
What could this announcement be?
The Canadian government is expected to announce the new immigration levels plan 2024-2026 on November 1. It is possible that the immigration minister could also announce improvements to the Canadian immigration system in response to the recommendations of the Office of the Auditor General.
Conclusion
The new Canada immigration plan is a sign of the government’s commitment to welcoming immigrants and building a strong and diverse society. The plan includes a number of important initiatives to improve the immigration system, align immigration with the needs of the labour market, and help newcomers settle in Canada.
How can CanAm help you?
We are a team of experienced immigration consultants who can help you with all aspects of the immigration process. We can help you choose the right immigration program for your needs, prepare your application, and answer any questions you may have.
We understand that the immigration process can be complex and daunting. That’s why we’re here to help you every step of the way. We’ll work with you to create a personalized immigration plan and help you achieve your immigration goals.
Here are some of the specific ways we can help you:
Choose the right immigration program: There are many different immigration programs available, and it can be difficult to know which one is right for you. We can assess your eligibility for different programs and help you choose the one that is the best fit for your needs and goals.
Prepare your application: We can help you prepare all of the necessary documentation for your immigration application. We will also review your application carefully to ensure that it is complete and accurate.
Answer your questions: We understand that you may have many questions about the immigration process. We are here to answer your questions and provide you with the information you need to make informed decisions.
If you are interested in immigrating to Canada, we encourage you to contact us today. We would be happy to answer your questions and help you get started on your immigration journey.
On October 27, 2023, the IRCC announced new wage requirements for LMIA-based work permits in Canada, effective January 1, 2024. These changes are designed to ensure that temporary foreign workers are paid fairly and that Canadian workers are not disadvantaged.
Key Changes
Employers will be required to check temporary foreign workers’ wages every year to make sure they keep up with wage increases for their job and region of work.
Employers in seven selected sectors will continue to be allowed to hire up to 30% of their workforce in low-wage positions through the TFWP.
The maximum length of work will remain at two years for jobs paying less than the provincial or territorial median hourly wage.
The maximum validity time of the Labour Market Impact Assessment (LMIA) will be reduced from 18 months to 12 months.
What are the new wage requirements?
Under the new rules, employers will be required to pay temporary foreign workers the prevailing wage for their job and region of work. The prevailing wage is defined as the median hourly wage paid to Canadian workers in the same occupation and region.
Employers can find the prevailing wage for a particular occupation and region by using the Government of Canada’s Job Bank website.
How often do employers need to check the prevailing wage?
Employers must check the prevailing wage every year and make sure that their temporary foreign workers are being paid at least that amount. If the prevailing wage increases, employers must also increase the wages of their temporary foreign workers.
How employers can comply
Employers can comply with the new wage requirements by:
Reviewing temporary foreign workers’ wages every year and adjusting them as needed to keep up with wage increases for their job and region of work.
Using the Government of Canada’s Job Bank Wage Search tool to determine the prevailing wage for their job and region of work.
Maintaining documentation of their wage review process and the wages paid to temporary foreign workers.
How temporary foreign workers can protect themselves
Temporary foreign workers can protect themselves by:
Knowing their rights and the requirements of the TFWP.
Keeping a record of their wages and hours worked.
Contacting the Employment Standards Branch in their province or territory if they have any concerns about their wages or working conditions.
What are the consequences for employers who do not comply with the new wage requirements?
Employers who do not comply with the new wage requirements may be subject to administrative penalties, such as fines. They may also be denied future LMIAs.
What other changes are being made to the Temporary Foreign Worker Program (TFWP)?
In addition to the new wage requirements, the government is also making a number of other changes to the TFWP, including:
Continuing to allow employers in seven selected sectors to hire up to 30% of their workforce in low-wage positions through the TFWP.
Keeping the maximum length of work at two years for jobs paying less than the provincial or territorial median hourly wage.
Changing the maximum validity time of the Labour Market Impact Assessment (LMIA) from 18 months to 12 months.
Why these changes are important
The new wage requirements are designed to address concerns about wage suppression and ensure that temporary foreign workers are paid at the same rate as Canadian workers for doing the same job. The reduction in the validity time of the LMIA is designed to better reflect the job market and ensure that employers are hiring temporary foreign workers only when necessary.
How can CanAm help you?
Our Canadian immigration firm has extensive experience helping businesses and individuals with the Temporary Foreign Worker Program. We can help you to:
If you are an employer who hires temporary foreign workers, or if you are a temporary foreign worker who has questions about the new wage requirements or other changes to the TFWP, we can offer you a free consultation call. We can help you to understand the changes and ensure that you are in compliance with the law.
Canada launches new Express Entry for transport workers under a new category-based selection process to invite skilled newcomers with work experience in the transport sector to apply for permanent residence. This includes occupations such as commercial truck drivers, pilots, and aircraft assembly workers.
The IRCC announced that the first round of invitations for transport occupations through category-based selection in Express Entry will occur this week.
The new process will help to address labour shortages in the transport sector and support Canada’s economic growth. Category-based selection will allow Canada to invite candidates with the specific skills and experience that are needed to fill key positions.
Canada’s Express Entry system is now tailored to provide a streamlined and efficient pathway for individuals with expertise in critical fields. By prioritizing the invitation of skilled newcomers with work experience in transport occupations, Canada aims to meet the increasing demand for talent and fill key positions that contribute to the nation’s economic growth and advancement.
Category-based selection rounds will continue throughout the year, alongside general and program-specific invitation rounds.
Quotes:
“As Canada grows its economy, we’re committed to improving transport and infrastructure to ensure the safe and efficient movement of goods and passengers across the country. Category-based selection helps us invite newcomers with experience in transport occupations to fill significant labour gaps and ensure the future success of the Canadian transport sector. I look forward to welcoming more skilled workers to our country, as their knowledge and expertise are invaluable, to meet our labour market needs.”
– Marc Miller, Minister of Immigration, Refugees and Citizenship
“The transportation sector is crucial to our economy, and if we want to keep things moving, we need to invest in the people that move travellers and transport our goods. With this new initiative, we are helping address a critical skills shortage while also attracting new, talented people to communities across Canada. Truck drivers, pilots, aviation mechanical engineers and seafarers play a critical role in our economy and Canadians’ lives. Filling vacancies in these professions will boost economic growth and create stronger and more resilient supply chains.”
In June 2022, the Government of Canada made changes to the Immigration and Refugee Protection Act to allow for the selection of immigrants based on key attributes that support economic priorities, such as specific work experience or knowledge of French.
On May 31, 2023, the Honourable Sean Fraser, former Minister of Immigration, Refugees and Citizenship, announced the launch of category-based selection, a new process to welcome skilled newcomers with work experience in priority jobs as permanent residents.
The categories were determined following extensive consultations with provincial and territorial partners, stakeholders, and the public, as well as a review of labour market needs. A complete list of eligible jobs for the new categories is available on the Canada.ca website.
Canada is a popular destination for international students, with over 600,000 foreign students enrolled in the country each year. However, Canada’s international student program has been criticized for its lack of transparency and oversight. In response to these concerns, the Canadian government launched the Trusted Institutions Framework (TIF) in 2023.
The TIF sets out a clear set of standards for institutions that want to be designated as “trusted institutions.” These standards cover three key areas:
Compliance with Canadian laws and regulations: Institutions must have a history of complying with all applicable Canadian laws and regulations, including those governing immigration, education, and labour.
Quality educational offering: Institutions must provide a quality educational offering that meets the standards of Canadian post-secondary education. This includes having qualified faculty, providing a rigorous curriculum, and offering a safe and supportive learning environment.
Commitment to the safety and well-being of international students: Institutions must have a commitment to the safety and well-being of their international students. This includes providing support services such as counseling, translation, and immigration advice.
In addition to the three key requirements mentioned above, the TIF also includes a number of other provisions, such as:
A requirement for institutions to have a risk management plan in place to address potential issues such as fraud and exploitation.
A requirement for institutions to provide regular updates to the government on their compliance with the TIF.
A mechanism for the government to revoke the designation of an institution that fails to meet the requirements of the TIF.
According to IRCC, “Given that these discussions are ongoing, IRCC cannot speculate on future policy decisions. However, any new developments would be communicated publicly.”
DLIs will be tasked with sharing additional data, including retention rates, on-time program completion, revenue from international tuitions, support services expenditure, housing availability, and teacher-student ratios.
Measuring Institutional Performance under the TIF
The Trusted Institutions Framework (TIF) will evaluate the performance of Designated Learning Institutions (DLIs) based on a number of key indicators, including:
Retention rate: The percentage of international students enrolled in multi-year study programs who choose to continue their studies at the same institution after their first year in Canada.
On-time program completion rate: The percentage of international students who complete their programs within the advertised length of study.
Revenue from international tuition: The percentage of a DLI’s total tuition revenue that is derived from international student tuition fees.
Scholarships for less developed countries: The dollar value and the percentage of total scholarships and grants awarded to international students from countries identified on the United Nations Least Developed Countries list.
Funding for international student support: The value of dedicated support services provided to international students per student and as a percentage of average international student tuition.
DLI-administered housing availability: The total number and percentage of international students who are accommodated in housing administered by their respective institutions.
Teacher-student ratio: The average teacher-student ratio for the ten courses with the highest enrollment of international students.
These indicators will be used to assess the effectiveness and commitment of DLIs to providing a high-quality education and support services to international students.
Benefits of the Trusted Institutions Framework
Institutions that meet these requirements will benefit from a number of advantages, including:
Priority access to Canadian immigration programs
Recognition of their commitment to excellence
Improved reputation
The TIF is still a new initiative, but it has the potential to make a significant difference in the lives of international students in Canada. By ensuring that institutions are held accountable to high standards, the TIF can help to create a more welcoming and supportive environment for international students.
Conclusion
The TIF is a significant step forward in improving the quality and safety of Canada’s international student program. By establishing clear standards for institutions and holding them accountable to those standards, the TIF can help to ensure that international students have a positive experience in Canada.
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