The Government of Canada recently passed new Immigration and Refugee Protection Regulations, which will come into effect on September 26, 2022. The new regulations improve the protection of foreign workers and set new requirements for employers. They also make it easier for authorities to hold employers accountable if they fail to abide by immigration laws.
Regulations to promote compliance
Public health regulations have a significant impact on the lives of Canadians. They are designed to prevent the spread and introduction of communicable diseases. They also mandate the establishment of quarantine facilities and stations across Canada.
The regulations also provide the necessary authority for government agencies to take action against international travelers and other persons at the point of entry or departure. If you get stuck or confused then you can consult a Canadian immigration lawyer.
This is especially important in the wake of the ongoing COVID-19 pandemic.
This disease is a serious threat to public health, and new regulations need to be implemented to protect the public.
The new regulations aim to make compliance with these regulations easier for employers. By requiring employers to report the same information to inspectors for a shorter time period, the new regulations should not add much additional expense for Canadian employers.
They will also make the process of determining compliance with these regulations a simpler one. This will allow employers to make faster decisions when dealing with immediate COVID-19 risks.
Impact of COVID-19 pandemic on compliance with Canada’s immigration law
The COVID-19 pandemic has caused significant disruption to Canada’s immigration system, especially in rural, northern, and Atlantic Provinces. According to the Ministry of Immigration, admissions of permanent residents to these regions were down 61% in the first half of 2020, compared with the same period in 2019. Although this reduction in admissions was largely due to economic class changes, it also affected the immigration of refugees and protected persons.
As a result, the resettlement of refugees and protected persons have been suspended until at least August 2020.
The government has also imposed new restrictions on COVID-19-related immigration. During the temporary border closure, the Canada Border Services Agency will no longer process applications for work permits, study permits, and permanent residence.
It also plans to suspend in-person permanent resident landing appointments until April 13, 2020. Meanwhile, Immigration Canada continues processing temporary and permanent resident applications. However, many visa application centers in Canada are temporarily closed due to the impact of the COVID-19 pandemic.
Impact of regulatory amendments on employers of temporary foreign workers
The proposed regulatory amendments are designed to protect the rights of temporary foreign workers. Among other things, these amendments will give ESDC the authority to require documentation from third parties, such as banks or payroll companies, to verify whether employers are meeting the requirements of the legislation.
They will also clarify the provisions regarding the recruitment and employment of foreign workers.
The new regulations also impose new conditions for employers that hire temporary foreign workers, including the provision of health insurance to the foreign worker.
Employers will have to provide the worker with private health insurance to cover the costs of emergency medical care. Additionally, employers cannot charge recruitment fees for temporary foreign workers.
The new regulations were introduced following a report by the Standing Committee on Human Resources. They aim to strengthen protections for temporary foreign workers, strengthen employer accountability for non-compliance, and ensure that workers are aware of their rights in Canada.
For example, the new regulations will require employers to provide foreign nationals with information on their rights and responsibilities in Canada, including wage rates, occupation, and working conditions.