Changing Employers in Canada: Employer-Specific Work Permit

This article provides general information, not legal advice. A new job offer does not, by itself, authorize work. Read the conditions on the current permit and follow IRCC's current instructions before starting with a new employer.

Quick answer: can you change employers on an employer-specific work permit?

If your work permit names a specific employer, a new job offer does not automatically let you start the new job. You generally need to apply for a new employer-specific work permit. After you apply from inside Canada, eligible workers may also request IRCC authorization to start with the new employer while the new permit is being processed.

Do not assume maintained status gives permission to work for the new employer. Maintained status normally carries forward the conditions of the old permit, so separate interim authorization may be needed before you can start the new job.

Use IRCC's current changing jobs or employers instructions^[1], and review CADLEAF's work permit extension and maintained-status guide^[2] if your current permit is close to expiry.

The existing permit controls until authorization changes

An employer-specific work permit authorizes employment under the conditions printed on the document. The employer, occupation and location may appear under Additional Information, while further limits may appear under Conditions or Remarks. The worker must comply with all applicable terms.

A new offer does not replace those conditions. An employer-specific permit holder who wants to change employers in Canada must generally apply for a new work permit, if eligible. The worker may begin the new job only after IRCC issues the new permit or grants separate interim work authorization.

Open work permit holders can generally change employers while their permit remains valid, subject to its restrictions. The CADLEAF guide to employer-specific and open work permits^[3] explains the distinction.

Complete the employer process before applying

The new employer usually completes one of two processes before the worker applies:

• If the position requires a Labour Market Impact Assessment (LMIA), the employer normally obtains the required positive or neutral decision and gives the worker the applicable documents before the work permit application is filed.
• If the position is LMIA-exempt under the International Mobility Program, the employer generally submits an offer through the Employer Portal and pays the employer compliance fee before giving the worker the offer-of-employment number. Exceptions can apply.

IRCC's current extension instructions^[4] now include a narrow filing option when the existing permit expires in two weeks or less and the employer has already submitted a complete LMIA or CAQ application. The worker must provide the missing decision and all other required documents within 90 days of submitting the extension, or the application may be refused as incomplete.

That option prevents an imminent expiry from automatically closing the filing window, but it does not authorize the new job. An LMIA application, employment contract or Employer Portal submission remains an employer-side step supporting the worker's separate work permit application. The worker must still wait for the new permit or separate written interim authorization before beginning work for the new employer. See the related comparison of LMIA and LMIA-exempt work permits^[5].

Who may request interim work authorization

IRCC's current changing-employers process is available to a person who has applied in Canada for a new employer-specific work permit and who currently either holds an employer-specific work permit or is authorized to work without a permit in a category covered by the policy. Business visitors and short-term workers under the Global Skills Strategy are excluded from the latter group.

International Experience Canada participants must first confirm that their IEC category and circumstances allow an employer change. IEC work permits have separate program rules, so the general process should not be treated as automatic permission.

Eligibility for the interim process is distinct from eligibility for the new work permit. IRCC may refuse either request.

How the current web-form process works

The request for interim authorization comes after the new employer-specific work permit application is submitted:

1. Follow IRCC's changing-jobs page and open the IRCC web form.
2. Use the exact message that applies to the worker's situation and complete every placeholder with the requested dates, employer names, job title and NOC information.
3. Include the current priority code, PPCHANGEWORK2020. IRCC states that it cannot prioritize the request without this code.
4. If the work permit application was submitted on paper and no application number is available, include the courier tracking number as directed.
5. Wait for IRCC's email confirming whether work for the new employer is authorized.

IRCC says it should respond in about 10 to 15 days, although paper applications may take longer. This is an estimate, not a guaranteed service standard. Submitting the work permit application or web form does not authorize the new job.

The authorization email is also not the new work permit. If granted, it allows the worker to begin the employment described in the pending application while IRCC processes that application. The worker should keep the email and ensure the actual job matches the submitted employer, occupation and other terms.

Because IRCC can change the code, template or submission steps, copy the current wording from the official page rather than relying on an older saved version.

If the previous job ends

Losing or leaving a job does not automatically give the worker permission to work for someone else. The person must stop working for the former employer when that employment ends and must not begin another job until a new permit or interim authorization permits it.

The end of employment does not necessarily cancel temporary resident status on the same day. The permit's expiry or “must leave by” date still matters. The worker must continue complying with all immigration conditions and must leave Canada or obtain another authorized status by the applicable deadline.

If the worker cannot secure a new offer, the changing-employers process does not provide an independent right to remain or work. A pending job search also does not extend status.

Maintained status normally carries forward the old conditions

When an eligible application is filed before the existing permit expires, maintained status may allow the applicant to remain in Canada while IRCC decides it. Continuing work authorization normally remains subject to the previous permit's conditions.

For an employer-specific permit holder, that generally means the same employer, job and work location. Filing a work permit application for a new employer does not, on its own, replace those conditions. Separate interim authorization is what may allow an eligible applicant to start the new job before the permit decision.

The work permit extension and maintained-status guide^[2] explains filing deadlines, evidence and travel consequences.

Business changes may also require a permit review

A corporate merger, takeover or material change to the business does not always leave the employment arrangement unchanged for immigration purposes. IRCC says that a new employer may need to submit a new LMIA-exempt offer or obtain an LMIA. Changes to the business type, wages, duties or work location may require affected workers to obtain new permits.

Workers and employers should keep records about the transaction and compare the actual employment arrangement with the existing permit and supporting employer documents.

Worker rights remain in force

An employer-specific permit does not require a worker to remain in an unsafe or abusive job. Temporary foreign workers have workplace protections under applicable federal, provincial or territorial law. Employers must not take a worker's passport or work permit, punish a worker for reporting mistreatment, or recover prohibited recruitment costs.

IRCC has a separate open work permit for certain vulnerable workers who are experiencing, or at risk of experiencing, abuse connected to their employment in Canada. It has its own eligibility and evidence requirements. A worker does not need to wait for the general changing-employers process before reviewing that protection.

Keep a complete transition record

Keep copies of the current permit, the former and new job offers, the LMIA or LMIA-exempt offer number, the complete work permit application, the web-form submission and IRCC's response. Employment end and start dates, contracts, pay statements and employer correspondence can also help establish that the work was authorized and accurately documented.

Before reporting to the new workplace, confirm that the employer completed its required process, the correct permit application was submitted and written authorization has been received. A job offer begins the process; it does not complete it.

Related CADLEAF guides

• Work permit extension and maintained status^[2]
• Employer-specific vs open work permits^[3]
• LMIA vs LMIA-exempt work permits^[5]

Official sources

• IRCC: Changing jobs or employers^[1]
• IRCC: Temporary public policy for workers changing employment^[6]
• IRCC: Employer-specific work permits^[7]
• IRCC: How to extend or change work permit conditions^[4]
• IRCC: Hire through the International Mobility Program^[8]
• ESDC: Hire through the Temporary Foreign Worker Program^[9]
• ESDC: Temporary foreign workers—your rights are protected^[10]
• IRCC: Open work permits for vulnerable workers^[11]
• IRCC Help Centre: Employer changes after a merger or takeover^[12]
• Immigration and Refugee Protection Regulations, section 185^[13]
• Immigration and Refugee Protection Regulations, section 199^[14]