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Castle & Co. does not provide job placement or recruitment services.
For job opportunities in Canada, you can visit our sister company’s career site, Workvantage, by clicking the button below.

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Please Provide Full Details:

1. Proposed Position(s), Work Location(s), Hourly Rate, Hours per Week, Contract Duration.
2. Staffing at Location: Total Employee Count & Number of Temporary Foreign Workers currently employed.
3. Year of Business Incorporation/Establishment.
4. Additional Notes.

Please Include the Following:

1. Nature of Care (childcare, senior support, medical needs) & Profile of Care Recipient(s) (e.g., age, specific health conditions).
2. Living Arrangement (Live-in vs. Live-out), Hourly Rate & Hours per Week.
3. Prospective Applicant (if known): Age, Highest Educational Credential, Language Proficiency (English/French), and Related Work History.
4. Additional Notes.

Please Provide Full Details:

1. Sponsor’s Legal Status (Canadian Citizen or Permanent Resident) & Current Residence (Country/Province).
2. Partner Being Sponsored: Citizenship & Current Country of Residence.
3. Number of accompanying dependent children.
4. Sponsorship Background:
- Has the Sponsor submitted a sponsorship application in the past?
- Was the Sponsor sponsored as a spouse in the last 5 years?
5. Is the Sponsor currently in Undischarged Bankruptcy, receiving Social Assistance (welfare), or in default of child support or immigration loans?
6. Relationship Details: Date of Marriage or date common-law cohabitation began.
7. Admissibility Issues: Does the sponsor or the applicant have any history of criminal charges, severe health conditions, or prior visa denials from any country?
8. Current Status & Past Marriages: If the applicant is currently residing in Canada, what is their active immigration status? Have any prior marriages for either party been officially dissolved by divorce?
9. Additional Notes.

Please Include the Following:

1. Applicant Citizenship & Current Country of Residence (Please specify your Status, e.g., Worker, Student, PR).
2. Reason for Travel, Intended Arrival/Departure Dates & Length of Stay.
3. Are you visiting specific relatives or friends? (Please specify relationship).
4. Details of any previous Canadian or US visa applications or refusals.
5. Available Funds & Reasons to Return Home (e.g., Employment, Assets, Family obligations).
6. Additional Notes.

Please Include the Following:

If through your Canadian ancestry (you may already be a Canadian citizen by law — no residence, tax or language history needed):

1. Which relative connects you to Canada (parent, grandparent, great-grandparent…) and how they became Canadian (born in Canada, naturalized, or by descent).

2. What you can provide to support your claim (e.g., birth/marriage certificates, your ancestor's citizenship or naturalization record).

If you are a permanent resident (citizenship by grant):

1. Date your Permanent Residence was obtained.

2. Total number of days spent in Canada during the past 5 years (estimate is fine).

3. Did you hold temporary status in Canada (e.g., Student, Worker) before becoming a PR? If yes, type and duration.

4. Have you filed Canadian Income Tax Returns for at least 3 of the last 5 years?

5. Proficiency level in English or French (Basic, Intermediate, Fluent).

6. Prohibitions & Background: any criminal history (convictions, probation, or parole, inside or outside Canada); and whether you are currently subject to a Removal Order or under investigation by immigration authorities.

Additional notes (either case).

Please Include the Following:

1. Applicant (Parent/Grandparent):
- Citizenship & Current Country of Residence.
- Details of prior Canadian or US visa applications or refusals.
- Do you have any significant pre-existing medical conditions?
2. Host (Child/Grandchild in Canada):
- Legal Status (Citizen or Permanent Resident).
- Household Composition: Total count of individuals residing in the home (including spouse and dependents).
- Gross Annual Household Income.
3. Additional Notes.

Please Provide Full Details:

1. Employment Status: Do you have a valid Job Offer? (Include Employer Name, Role, LMIA approval status, or if applying as an Intra-Company Transferee).
2. Open Work Permit (if applicable): Please specify your category (e.g., Spouse of Student/Worker, PGWP, or International Experience Canada/IEC).
3. Background: Summary of relevant Work History and details of any previous Canadian visa applications or refusals.
4. Additional Notes.

Please Provide the Following Details:

1. Proposed Study Plan: Program Name, Academic Level (e.g., Diploma, Master's), and status of Letter of Acceptance (LOA).
2. Language Proficiency: Standardized Test Scores (IELTS, CELPIP, TEF).
3. Economic Establishment: Source of Funds & Ties to Home Country (reasons to return).
4. Visa History: Details of any previous applications or refusals for Canada or the US.
5. Additional Comments.

Please Provide Full Details:

1. Current Immigration Status: Type of permit (e.g., Visitor, Student, Worker) & Expiration Date.
2. Justification for Extension:
- Study: (e.g., New Letter of Acceptance).
- Work: (e.g., Updated LMIA or Job Offer details).
- Visitor: (Purpose of continued stay, e.g., ongoing tourism, family visit, or pending Spousal Sponsorship).
3. Additional Notes.

Please Provide Details for Principal Applicant and Spouse:

1. Personal Profile: Age, Citizenship, Marital Status, Highest Educational Credential, Language Proficiency (IELTS, CELPIP, TEF), and Settlement Funds.
2. Work History (Past 10 Years):
- Total years of Foreign Skilled Work.
- Total years of In-Canada Skilled Work.
3. Proposed Province of Residence (e.g., Ontario, Quebec, BC).
4. Canadian Ties: Relatives in Canada, prior Canadian study/work history, or Valid Job Offer.
5. Additional Notes.

1. What program do you need help with?
2. Share your current citizenship, residence, and immigration status—and whether you have family in Canada.
3. Are you looking to apply, renew or appeal?
4. Let us know if you're working toward a deadline or have key dates in mind.
5. Observations (provide details).

Castle & Co. — Canadian Immigration Consultants

Quebec Employer Obligations: What the Province Adds for Foreign Workers

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Baker in an apron reading his employment contract beside fresh loaves in a sunlit Quebec bakery

Hiring a foreign worker in Quebec means meeting the federal rules and a second set that only Quebec asks for. If you are the worker, these are the Quebec employer obligations you can count on, and the ones to ask about if something is missing.

None of this replaces the federal rules. It sits on top of them.

At a glance

  • 25 or more employees: francisation required since December 17, 2025
  • A written contract, with a copy for you
  • You can complain without being punished

What does Quebec add to the federal rules?

A joint authorization, a written contract, a French-language file, a francisation commitment and a declaration to the CNESST.

What the employer must doWhat it means for you
Get a joint authorization: a federal LMIA and a Quebec validation, filed at the same timeYou cannot start until both are approved and you hold your CAQ and work permit
Sign a written contract with you and give you a copyYou can check the terms against the job offer
Show compliance with francisation (25 or more employees)You hear about French courses available to you
Declare the hire to the CNESSTQuebec’s labour-standards body knows you work there
Report significant changes within 30 daysThe terms cannot drift quietly

What must the contract say?

Worker's hands signing a document on a floured bakery counter, next to a French workbook

Its duration, the job conditions that received the positive LMIA, the notice periods and your insurance.

Quebec lists five items:

  • The duration of the contract
  • Each condition of the job offer that received a positive LMIA
  • The notice deadlines for termination and resignation
  • Your health and hospitalization insurance plan
  • A commitment to pay the premiums for coverage under the Act respecting industrial accidents and occupational diseases

The employer must honour the work, wages, hours and tasks in the job offer and the LMIA decision. To end the contract, the employer gives you written notice and informs MIFI and ESDC in writing.

What is the francisation requirement?

Since December 17, 2025, employers with 25 or more employees must prove they follow Quebec’s francisation process to get a positive LMIA. Registered farms are exempt.

The employer must also commit, in the LMIA form, to telling you about the French services available in Quebec, before or after you arrive. How they do it is their choice, such as pointing you to the government’s free French courses or setting up classes at work.

Why is the employer’s file in French?

Because Quebec requires it. On Quebec’s page for the simplified processing route, the documents the employer sends must be in French. Yours can be in French or English. Anything in another language needs a signed, authenticated translation.

What does the employer pay, and what can’t they charge you?

The Quebec LMIA fee is the employer’s. Nobody can make you pay for the LMIA or its compliance.

  • Quebec charges $233 per worker for its part of the LMIA, and $233 for the temporary selection application (the CAQ), since January 1, 2026. Neither is refundable.
  • Quebec says you or the employer may pay the CAQ fee.
  • The employer cannot make you pay for the LMIA or for compliance with it, and recruitment costs are the employer’s alone.

Some jobs carry more. For positions paying under $36 an hour, the employer covers the return trip between your country and your workplace and offers suitable, affordable housing. In agriculture, the employer provides housing, may deduct $30 a week for the agricultural component, and provides free daily transport. In home care, if you live with the employer, they provide meals and a furnished, heated room with a safety latch.

The employer must also help you get your SIN, your RAMQ health card or the attestation of a medical assessment.

Who checks, and what happens if the employer fails?

Baker in a denim jacket walking home along an autumn street in a Quebec neighbourhood at sunset

The federal government inspects, and you can complain without being punished.

ESDC inspectors can check 29 conditions, including that you do the job in the offer and are paid no less than offered. Inspections can be on-site or virtual, announced or unannounced, and inspectors can interview workers. Penalties go up to $100,000 per violation and $1 million a year, and the most serious cases bring a permanent ban.

Quebec says employers who fail these obligations face penalties. It publishes no amount, and no inspection procedure on the pages we reviewed.

If something is wrong, you can:

  • Call the CNESST at 1-844-838-0808.
  • Call the confidential Service Canada tip line at 1-866-602-9448.
  • Apply for an open work permit for vulnerable workers if you are being abused or at risk. Your next employer would not need an LMIA.

The Government of Canada says you cannot be punished or deported for contacting these offices.

Where we come in

Castle & Co. helps French-speaking workers in Quebec check that the employer’s side is in place, and that the file matches the offer.

  • Reviewing your contract against the job offer and the LMIA
  • Explaining what the CAQ adds on your side
  • Telling you which office to call when something is missing

If you also need the worker’s step, our guide to the Quebec CAQ covers it. If you want someone to look at your situation, start your process now.

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