Employer compliance - protect your business
TFWP · IMP · Inspection prep · Records · Voluntary disclosure
Meet your obligations with organized records, clear processes, and timely responses to ESDC and IRCC. We help you stay audit-ready and reduce enforcement risk.
We help with
- Pre-inspection prep & documentation
- Responses to ESDC/IRCC requests
- Voluntary disclosure strategy
- Compliance training for your team
What is Employer Compliance?
Employer compliance means meeting your legal obligations when you hire temporary foreign workers. Under the Temporary Foreign Worker Program (TFWP) and the International Mobility Program (IMP), you must provide the wage, occupation, and working conditions you offered, keep records, and cooperate with inspections.
Non-compliance can result in bans, fines, and reputational damage. ESDC and IRCC can inspect at any time. We help you stay audit-ready and respond effectively if you receive a request.
At a glance
- 6-year record retention required
- Inspections can be random or complaint-driven
- Voluntary disclosure may reduce penalties
- TFWP and IMP both have compliance rules
Your Obligations & Risks
Knowing what you must do - and what happens if you don't - helps you protect your business.
Employer Obligations
- Pay the wage stated in the offer and provide the job and working conditions offered
- Make reasonable efforts to provide a workplace free of abuse
- Keep records for 6 years (job offer, pay stubs, recruitment, hours, etc.)
- Comply with transition plan and recruitment commitments (LMIA-based workers)
- Honour the offer of employment submitted to IRCC (IMP workers)
Consequences of Non-Compliance
- ⚠Bans from the TFWP/IMP (temporary or multi-year)
- ⚠Fines and monetary penalties
- ⚠Placement on a public list of non-compliant employers
- ⚠Ineligibility for future LMIAs and impact on workers' status
ESDC Inspection Process
ESDC (Employment and Social Development Canada) can inspect employers who have used the TFWP. You may receive a request for documents (job offer, pay stubs, recruitment records, proof of wages and hours worked). Inspections can be random or complaint-driven. You have a limited time to respond. Having organized records and knowing your obligations in advance helps you respond effectively.
How We Helps Employers Stay Compliant
We support you before, during, and after an inspection or compliance review.
Pre-inspection preparation
Document retention and organization so you're ready if ESDC or IRCC requests records.
Response to inspection findings
Drafting responses and corrective plans when you receive an ESDC or IRCC request.
Compliance training
Helping your team understand TFWP and IMP obligations.
Voluntary disclosure
Advising on when and how to disclose errors before an inspection.
Voluntary Disclosure
If you discover that you have not fully complied (e.g. wage discrepancy, missing records), you may consider voluntary disclosure to ESDC or IRCC. In some cases, coming forward before an inspection can result in more favourable treatment. We can assess your situation and advise on the best approach.
Did you know?
IMP (LMIA-exempt) employers must still comply with the offer of employment submitted to IRCC. IRCC can review compliance and non-compliance can affect future hiring and the worker's status. We help with both TFWP and IMP compliance.
Received an ESDC or IRCC letter?
Don't wait - response deadlines are often short. We can help you organize documents and draft a response.
Want to get audit-ready before an inspection?
Book a consultation - we'll review your record-keeping and compliance practices.
Book Compliance Review →Employer Compliance FAQ
Common questions about TFWP and IMP compliance, ESDC inspections, and voluntary disclosure.
What is employer compliance?▼
Employer compliance means meeting your obligations under the Temporary Foreign Worker Program (TFWP) or International Mobility Program (IMP): paying the agreed wage, providing the agreed working conditions, and keeping required records. ESDC and IRCC can inspect and penalize non-compliance.
What happens during an ESDC inspection?▼
ESDC may request documents (pay stubs, job offers, recruitment records, proof of wages and hours). They may interview the employer and the worker. Inspections can be random or triggered by a complaint or risk. Cooperating and having organized records is critical.
What are the consequences of non-compliance?▼
Consequences can include fines, a ban from using the TFWP/IMP for a period, being listed on a public list of non-compliant employers, and ineligibility for future LMIAs. Serious or repeated non-compliance can result in longer bans.
What is IMP compliance?▼
For LMIA-exempt work permits (International Mobility Program), employers must still comply with the offer of employment (wage, job, working conditions) and pay the employer compliance fee. IRCC can conduct compliance reviews. Non-compliance can affect future hiring and the worker's status.
How can We help with compliance?▼
We help employers prepare for inspections (document organization, retention policies), respond to ESDC/IRCC requests, and implement compliance training. We can also assist with voluntary disclosure if you discover an error before an inspection.
What is voluntary disclosure?▼
If you discover that you have not fully complied (e.g. wage error, missing documentation), you may be able to disclose this to ESDC/IRCC voluntarily. In some cases, voluntary disclosure can result in reduced penalties. We can advise on when and how to make a disclosure.
Stay Compliant - Protect Your Business
Book a consultation to get audit-ready or respond to an ESDC request.
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