Navigating the TFWP and LMIA: How to Hire Skilled Filipino Workers Legally and Efficiently

For Canadian employers facing ongoing workforce shortages, the Temporary Foreign Worker Program (TFWP) is one of the most effective tools for hiring skilled international labor. However, navigating its legal and administrative framework—particularly when hiring from overseas markets like the Philippines—requires deep understanding and careful execution. Filipino workers are highly sought after due to their English fluency, strong work ethic, and job-specific skills. Yet to recruit them successfully, Canadian employers must comply with multiple layers of immigration law and international labor protocols. In this guide, we explore how to legally and efficiently hire skilled Filipino workers under the TFWP.

Understanding the TFWP and LMIA

The TFWP allows Canadian employers to hire foreign nationals when no qualified Canadians are available for the job. To proceed with hiring, employers typically must obtain a Labour Market Impact Assessment (LMIA), issued by Employment and Social Development Canada (ESDC). A positive LMIA proves that hiring a foreign worker will not negatively affect the Canadian job market.

Key Steps to Hiring Filipino Workers

1. Secure a Positive LMIA: Employers must submit a detailed application including job description, wage level, and recruitment efforts. ESDC reviews whether the employer tried to hire domestically and if the job complies with employment standards.
2. Choose a Licensed Overseas Partner: The Philippines requires all recruitment for overseas work to go through agencies licensed by the Department of Migrant Workers (DMW). Partnering with a POEA-accredited agency ensures ethical sourcing and compliance with Philippine labor laws.
3. Work Permit Application: After receiving a positive LMIA, workers can apply for a Canadian work permit through Immigration, Refugees and Citizenship Canada (IRCC). Employers must provide a formal job offer and contract.
4. POLO Verification: The Philippine Overseas Labor Office (POLO) in Canada must verify the employment contract to ensure it meets legal and ethical standards. Once verified, the worker proceeds to the Pre-Departure Orientation Seminar (PDOS) in the Philippines.
5. Deployment & Arrival: After POEA approval, the worker is deployed with full documentation. Upon arrival in Canada, the employer is responsible for proper onboarding and workplace integration.

Why Compliance Is Non-Negotiable

Failing to follow these steps can result in delays, fines, or even bans from using the TFWP. Employers must:

• Offer wages equal to or greater than the median wage in their region.
• Provide proper accommodations and insurance.
• Ensure a safe and discrimination-free workplace.

Al Karim Group: Your Compliance-Driven Recruitment Partner

Al Karim Group is licensed by the DMW in the Philippines (DMW-359-LB-05242024-R) and specializes in sourcing, vetting, and deploying Filipino workers for Canadian employers under full legal compliance. We provide:

• LMIA and job order preparation
• POEA/POLO contract validation
• Worker training and trade testing
• Documentation, flight, and onboarding management

Hiring skilled Filipino workers doesn’t need to be complicated. Let Al Karim Group handle the process so you can focus on growing your business. Contact us today.