How IRCC Verifies the Authenticity of a Job Offer in Canada

IRCC updated its instructions for assessing the authenticity of job offers for all Canadian work visas in September. Officers are now required to document all verification stages, including information sources and reasons for expanded investigation.

Four criteria for job offer authenticity

When assessing a job offer, an officer must verify four factors.

First, the employer must be actively involved in the business operations. The exception is if the position involves living in the employer’s home (for example, a nanny), but in that case, the employer’s active involvement remains a mandatory requirement.

Second, the offer must correspond to the justified staffing needs of that specific employer. The employer must clearly explain why they need this particular position.

Third, the terms of the offer must be realistically feasible for the employer. Unjustified amounts, compensation, or benefits that do not match market standards or exceed the employer’s financial capacity make the offer inauthentic.

Fourth, the employer or their authorized recruiter must have previously complied with all federal and provincial laws regulating employment and recruitment in the area where the foreign worker will be employed.

Documents reviewed by the officer

All fields in the employer’s questionnaire on the online portal must be completed in full. Submitting a copy of the employment contract is not mandatory, but many candidates provide one. The officer compares the contract with the information entered in the online form.

Incomplete information may result in the job offer being deemed inauthentic. The officer may verify the provided documents against information from external sources, such as third-party websites, even if this information was not provided by the candidate or employer.

External sources of information

IRCC may conduct an expanded investigation beyond the information listed in the job offer and uploaded documents. In this case, the officer must document the reasons for the expanded verification.

The officer is required to record all gathered information in the case file: URLs used, dates of verification, websites reviewed, and information sources. All documents and materials obtained during the investigation must be uploaded to the GCMS electronic section for further use and possible case review.

Procedure when authenticity is questioned

If an officer doubts the authenticity of a job offer, they send a letter to the candidate. The letter states that IRCC requires additional information and documentation to confirm the authenticity of the offer.

The employer is given a specific limited timeframe to provide the requested information in response to the letter. If the employer does not address the officer’s concerns, the job offer may be rejected provided that all reasons for rejection are clearly documented in the work visa case file.

Assessment of job offer authenticity is a separate process from verification of the employer’s compliance with conditions, which is conducted after the work permit is issued. Both processes are necessary to ensure the integrity of Canada’s programs for temporary recruitment of foreign workers.

Application to programs

The new authenticity assessment requirements apply to all employer-specific work visa programs, including the International Mobility Program (IMP) and temporary foreign worker (TFW) programs. This applies to both initial work permits and extensions.