Global Talent Stream (GTS): Labour Market Benefits Plan

Under the Global Talent Stream, the Labour Markets Benefit Plan demonstrates how the employers’ hiring efforts will have a lasting impact on the Canadian Labour Market.

The Labour market benefits plan is not an LMIA requirement. Neither is it a requirement to substantiate the employer’s requirement to hire talent (employees) from outside Canada. Employment and Social Development Canada (ESDC) defines the Labour Market Benefits Plan as, “A Labour Market Benefits Plan will help the employer and the Government of Canada identify and track the employer’s overall job creation, skills and training investments that will benefit the Canadian economy through the employer’s employment of highly-skilled global talent”.

For employers hiring through Category A as well as Category B of the Global Talent Stream, the employer is required to work with Employment and Social Development Canada (ESDC) towards creating an effective Labour Market Benefits Plan.

For Category A of the Global Talent Stream

If you are an employer that falls under this category, then you must commit to creating jobs as your primary benefit (directly or indirectly) for Canadian citizens and/or permanent residents.

To know what it means by Category A in the GTS, click here.

For Category B of the Global Talent Stream

If you are an employer that falls under this category, then you must commit your mandatory benefit as increasing investment in skills and training for Canadian citizens and/or permanent residents.

To know what it means by Category B in the GTS, click here.

Compliance requirement for both Category A as well as Category B

The employer must commit to achieving a minimum of 2 complimentary benefits, with at least one activity in each of the benefits. However, the mandatory benefits (explained above) cannot be the same as the complimentary benefits.

The complementary benefits may include, but not limited to:

  • Job creation;
  • Investment in skills and training;
  • Knowledge transfer to Canadian citizens and/or permanent residents;
  • Enhancing company’s performance as an employer;
  • Implementing best practices and/or policies as an employer, etc.

The activities in the above complementary benefits may include, but not limited to:

  • Increasing Full Time and Part Time employments of Canadian citizens and/or permanent residents;
  • Making provisions for paid co-op or internships for Canadian citizens and/or permanent residents;
  • Ensuring that highly skilled foreign workers/professionals directly train and/or mentor Canadian workers at the company towards knowledge transfer;
  • Developing or enhancing partnerships with organisations that assist regarding the identification of high domestic capital, etc.
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