Immigration, Refugees and Citizenship Canada (IRCC) has unveiled a CA $3.6 million funding package for four projects under the Francophone Immigration Support Program (FISP). Announced in Ottawa on November 27 2025 by Immigration Minister Lena Metlege Diab, the investment is designed to help French-speaking newcomers settle in minority communities from Manitoba to New Brunswick and to bolster Canada’s long-term target of admitting at least 10.5 percent French-speaking permanent residents outside Quebec by 2028.
The new projects range from pre-arrival recruitment services in West Africa and Europe to community-based employment support in Atlantic Canada. One initiative will create a digital matching platform that pairs bilingual candidates with employers in health care and education—two sectors facing acute labour shortages in smaller provinces. By funding community partners rather than federal agencies alone, Ottawa hopes to build local capacity and curb the out-migration of newcomers once they arrive.
![Canada invests $3.6 million to attract Francophone talent outside Quebec]()
Context matters: IRCC has struggled to meet its own Francophone admissions targets for years, reaching only 4.4 percent in 2023 before climbing to 7.2 percent in 2024. The 2026–2028 Immigration Levels Plan raises the bar sharply, so today’s announcement signals that Ottawa understands the need for on-the-ground solutions—not just higher quotas. Business groups such as the Conseil de la coopération de l’Ontario have long argued that better retention mechanisms are critical to filling jobs in bilingual call centres, tourism, and public services outside Quebec.
For employers, the funding could speed up the hiring of bilingual international graduates and Express Entry candidates. IRCC officials confirmed that at least two of the projects will create “priority referral pathways” into category-based Express Entry draws for French-speaking applicants, which have seen historically low Comprehensive Ranking System (CRS) cut-off scores. Companies should watch for pilot programs that subsidise language training and settlement services, potentially reducing onboarding costs.
Practically, multinational firms operating in Canada should review their mobility policies. Relocating French-speaking staff to satellite offices in Ontario, Alberta, or Nova Scotia may soon become easier if local community partners can help newcomers secure housing and integrate families more quickly. The sooner such support ecosystems mature, the more attractive Canada becomes in the global race for bilingual talent.
The new projects range from pre-arrival recruitment services in West Africa and Europe to community-based employment support in Atlantic Canada. One initiative will create a digital matching platform that pairs bilingual candidates with employers in health care and education—two sectors facing acute labour shortages in smaller provinces. By funding community partners rather than federal agencies alone, Ottawa hopes to build local capacity and curb the out-migration of newcomers once they arrive.
Context matters: IRCC has struggled to meet its own Francophone admissions targets for years, reaching only 4.4 percent in 2023 before climbing to 7.2 percent in 2024. The 2026–2028 Immigration Levels Plan raises the bar sharply, so today’s announcement signals that Ottawa understands the need for on-the-ground solutions—not just higher quotas. Business groups such as the Conseil de la coopération de l’Ontario have long argued that better retention mechanisms are critical to filling jobs in bilingual call centres, tourism, and public services outside Quebec.
For employers, the funding could speed up the hiring of bilingual international graduates and Express Entry candidates. IRCC officials confirmed that at least two of the projects will create “priority referral pathways” into category-based Express Entry draws for French-speaking applicants, which have seen historically low Comprehensive Ranking System (CRS) cut-off scores. Companies should watch for pilot programs that subsidise language training and settlement services, potentially reducing onboarding costs.
Practically, multinational firms operating in Canada should review their mobility policies. Relocating French-speaking staff to satellite offices in Ontario, Alberta, or Nova Scotia may soon become easier if local community partners can help newcomers secure housing and integrate families more quickly. The sooner such support ecosystems mature, the more attractive Canada becomes in the global race for bilingual talent.
