One year after Ottawa dramatically tightened family eligibility for open work permits, Immigration News Canada has published the first comprehensive 2026 guide to who can—and cannot—apply. The article, released this morning, is already being circulated by corporate mobility teams because open work permits remain the single most flexible form of Canadian work authorisation.
The guide reminds employers that the post-graduation work permit (PGWP) is still the gateway for most international graduates. However, since January 2025, spousal open work permits are largely limited to partners of master’s, PhD and selected professional-degree students, as well as spouses of workers in TEER 0 or 1 jobs (and some priority TEER 2–3 occupations). Dependent children no longer qualify for new family open work permits at all.
If the new criteria feel overwhelming, VisaHQ can step in to manage each stage of the application. The service’s Canada specialists validate NOC codes, assemble proof-of-relationship packages and track expiry dates so HR teams and families avoid costly refusals and last-minute extensions. To see how the platform works—or to begin an online filing—visit https://www.visahq.com/canada/
![Who Still Qualifies for an Open Work Permit in Canada? 2026 Rules Explained]()
For temporary foreign workers, the author stresses that bridging open work permits (BOWPs) remain vital for employees waiting on permanent-residence decisions, while International Experience Canada (IEC) continues to offer country-quota working-holiday permits that are typically issued as open. Refugees, asylum claimants, vulnerable workers escaping abuse and so-called “destitute students” round out the eight main pathways still available in 2026.
From a mobility-management standpoint, the biggest takeaway is paperwork precision. HR teams must now prove the principal worker’s National Occupation Classification (NOC) code aligns with TEER thresholds, supply marriage or common-law evidence that meets IRCC standards, and ensure that status documents have sufficient validity at submission time.
The article also warns against common errors that trigger refusals—such as using job titles instead of NOC codes or assuming any full-time college program supports a spousal permit. With processing times still volatile, companies are advised to start extension planning at least six months before a current permit expires and to build family-permit strategy into assignment design, not after arrival.
The guide reminds employers that the post-graduation work permit (PGWP) is still the gateway for most international graduates. However, since January 2025, spousal open work permits are largely limited to partners of master’s, PhD and selected professional-degree students, as well as spouses of workers in TEER 0 or 1 jobs (and some priority TEER 2–3 occupations). Dependent children no longer qualify for new family open work permits at all.
If the new criteria feel overwhelming, VisaHQ can step in to manage each stage of the application. The service’s Canada specialists validate NOC codes, assemble proof-of-relationship packages and track expiry dates so HR teams and families avoid costly refusals and last-minute extensions. To see how the platform works—or to begin an online filing—visit https://www.visahq.com/canada/
For temporary foreign workers, the author stresses that bridging open work permits (BOWPs) remain vital for employees waiting on permanent-residence decisions, while International Experience Canada (IEC) continues to offer country-quota working-holiday permits that are typically issued as open. Refugees, asylum claimants, vulnerable workers escaping abuse and so-called “destitute students” round out the eight main pathways still available in 2026.
From a mobility-management standpoint, the biggest takeaway is paperwork precision. HR teams must now prove the principal worker’s National Occupation Classification (NOC) code aligns with TEER thresholds, supply marriage or common-law evidence that meets IRCC standards, and ensure that status documents have sufficient validity at submission time.
The article also warns against common errors that trigger refusals—such as using job titles instead of NOC codes or assuming any full-time college program supports a spousal permit. With processing times still volatile, companies are advised to start extension planning at least six months before a current permit expires and to build family-permit strategy into assignment design, not after arrival.
