The House of Commons has fast-tracked Bill C-12—the Strengthening Canada’s Immigration System and Borders Act—raising alarms among refugee advocates who say the legislation mirrors restrictive U.S. policies. Passed at third reading on December 11, the bill was formally tabled in the Senate on December 23 and could become law as early as February 2026.
Key provisions would make asylum seekers ineligible if they file more than one year after arriving in Canada or more than 14 days after presenting themselves at the U.S.–Canada land border. Instead of a full Immigration and Refugee Board hearing, late claimants would face a paper-based pre-removal risk assessment conducted by a single officer—a process with a historically high refusal rate.
Amid these shifting rules, companies and individual travellers can simplify visa and document processing through VisaHQ’s Canadian platform (https://www.visahq.com/canada/). The service offers step-by-step online applications, expert review, and up-to-date guidance on Canadian and international entry requirements, helping employers and assignees stay compliant as policies like Bill C-12 evolve.
![Controversial Bill C-12 Would Bar Late Refugee Claims and Curb Border Hearings]()
Civil-society groups argue the bill violates Canada’s obligations under the 1951 Refugee Convention and will disproportionately harm racialised migrants and LGBTQ students who only realise they cannot return home after living openly in Canada. Academics also warn that expanded information-sharing powers could see immigration files cancelled unilaterally, eroding due-process protections.
For multinational employers, the measure introduces uncertainty for work permit holders who may later need refugee protection—for example, foreign employees whose home-country conditions deteriorate. HR and mobility teams should monitor the bill’s Senate review and ensure vulnerable assignees receive legal advice well before any deadlines.
If enacted, Bill C-12 will require updates to corporate mobility policies around status changes, travel to the United States (where re-entry timing now matters), and compliance training for front-line security staff who liaise with border authorities.
Key provisions would make asylum seekers ineligible if they file more than one year after arriving in Canada or more than 14 days after presenting themselves at the U.S.–Canada land border. Instead of a full Immigration and Refugee Board hearing, late claimants would face a paper-based pre-removal risk assessment conducted by a single officer—a process with a historically high refusal rate.
Amid these shifting rules, companies and individual travellers can simplify visa and document processing through VisaHQ’s Canadian platform (https://www.visahq.com/canada/). The service offers step-by-step online applications, expert review, and up-to-date guidance on Canadian and international entry requirements, helping employers and assignees stay compliant as policies like Bill C-12 evolve.
Civil-society groups argue the bill violates Canada’s obligations under the 1951 Refugee Convention and will disproportionately harm racialised migrants and LGBTQ students who only realise they cannot return home after living openly in Canada. Academics also warn that expanded information-sharing powers could see immigration files cancelled unilaterally, eroding due-process protections.
For multinational employers, the measure introduces uncertainty for work permit holders who may later need refugee protection—for example, foreign employees whose home-country conditions deteriorate. HR and mobility teams should monitor the bill’s Senate review and ensure vulnerable assignees receive legal advice well before any deadlines.
If enacted, Bill C-12 will require updates to corporate mobility policies around status changes, travel to the United States (where re-entry timing now matters), and compliance training for front-line security staff who liaise with border authorities.
