On February 23, 2026, IRCC quietly published new guidance for officers assessing Labour-Market-Impact-Assessment (LMIA)-exempt work permits issued under code C20 (reciprocal employment) within the International Mobility Program. The update tightens the definition of reciprocity: case officers must now confirm that equivalent work opportunities exist specifically for Canadian citizens or permanent residents in the foreign worker’s country of origin—not merely "abroad" in general.
The department emphasises that written government-to-government agreements are not mandatory. However, employers must demonstrate a track record—often over a five-year window—showing that Canadians have indeed received comparable placements. Organisations with thin reciprocity histories are likely to see fewer permits approved until credibility is established.
Why does this matter for global mobility teams? Many Canadian universities, tech start-ups and cultural organisations rely on C20 permits to host visiting talent quickly without an LMIA. The clarified wording means HR practitioners must gather more granular evidence—such as reciprocal internship records or faculty-exchange statistics—before submitting applications.
![IRCC Clarifies LMIA-Exempt ‘Reciprocal Employment’ Work-Permit Rules]()
In that context, VisaHQ can be an invaluable partner: the company’s online tools and dedicated specialists help employers assemble country-specific documentation and verify whether reciprocal pathways exist before an application is lodged. Their Canada resource hub (https://www.visahq.com/canada/) tracks real-time immigration updates and offers customised checklists, reducing the risk of refusals under the stricter C20 rules.
Failure to meet the new standard could result in refusals and instructions to pursue an LMIA-based permit under the Temporary Foreign Worker Program, adding significant costs and delays. Multinationals are advised to audit current C20 holders, document outbound Canadian assignments rigorously, and, where uncertain, consider bolstering formal exchange agreements to future-proof mobility programs.
Stakeholders appreciate that the guidance still excludes International Experience Canada participants and retains broad eligibility for cultural-exchange agreements (e.g., with France, Japan and Mexico). Nonetheless, the higher evidentiary bar signals Ottawa’s intent to ensure true two-way labour flows rather than one-sided recruitment.
The department emphasises that written government-to-government agreements are not mandatory. However, employers must demonstrate a track record—often over a five-year window—showing that Canadians have indeed received comparable placements. Organisations with thin reciprocity histories are likely to see fewer permits approved until credibility is established.
Why does this matter for global mobility teams? Many Canadian universities, tech start-ups and cultural organisations rely on C20 permits to host visiting talent quickly without an LMIA. The clarified wording means HR practitioners must gather more granular evidence—such as reciprocal internship records or faculty-exchange statistics—before submitting applications.
In that context, VisaHQ can be an invaluable partner: the company’s online tools and dedicated specialists help employers assemble country-specific documentation and verify whether reciprocal pathways exist before an application is lodged. Their Canada resource hub (https://www.visahq.com/canada/) tracks real-time immigration updates and offers customised checklists, reducing the risk of refusals under the stricter C20 rules.
Failure to meet the new standard could result in refusals and instructions to pursue an LMIA-based permit under the Temporary Foreign Worker Program, adding significant costs and delays. Multinationals are advised to audit current C20 holders, document outbound Canadian assignments rigorously, and, where uncertain, consider bolstering formal exchange agreements to future-proof mobility programs.
Stakeholders appreciate that the guidance still excludes International Experience Canada participants and retains broad eligibility for cultural-exchange agreements (e.g., with France, Japan and Mexico). Nonetheless, the higher evidentiary bar signals Ottawa’s intent to ensure true two-way labour flows rather than one-sided recruitment.
