Written by Justin Foot, Founder and Regulated Canadian Immigration Consultant at Just Right Immigration.
3-minute read
Over the past year, Canada’s immigration system has undergone a series of changes that are directly affecting employers who rely on temporary foreign workers (TFWs). While these measures are intended to protect job opportunities for Canadians and permanent residents, they are also reshaping how businesses recruit, retain, and plan their workforce.
For Manitoba employers, 2026 is shaping up to be a year that requires early planning, flexibility, and a clear understanding of evolving programs.
Why the Temporary Foreign Worker Program Is Changing
In 2025, the federal government signalled a clear shift toward tighter control of temporary worker programs. The Temporary Foreign Worker Program (TFWP) has been a primary focus, with the goal of reducing over-reliance on temporary labour and encouraging hiring from the domestic workforce or transitions to permanent residence where possible.
Rather than implementing changes all at once, reforms were rolled out gradually — leaving many employers only now seeing the full impact.
Key Changes Employers Should Understand
Several program adjustments are already affecting hiring and retention:
- Higher provincial wage thresholds: Increases to median wages now make many positions fall under the low-wage stream, changing eligibility and compliance requirements.
- Low-wage refusal to process in high-unemployment areas: Applications for low-wage positions are not processed in regions with an unemployment rate of 6% or higher.
- Stricter employer accountability: Employers must carefully document recruitment efforts through Canada’s Job Bank and carefully assess Canadian and permanent resident applicants, with greater scrutiny if these applicants are not hired.
Together, these changes have made it more difficult — particularly in rural areas — to retain existing foreign workers or fill roles that remain unfilled locally.
The Reality Facing Employers and Workers
Many Manitoba businesses have come to rely on foreign workers, including post-graduation work permit holders, to maintain day-to-day operations. Today, many of those workers are approaching permit expiry with very limited options to extend their status, especially those in low-wage roles.
At the federal level, there is still no broad, clear solution for extending the status of critical workers in these categories. As a result, some workers will be forced to leave Canada despite ongoing labour shortages and strong employer support.
How Manitoba Is Stepping In
While federal policy remains restrictive, Manitoba has introduced targeted measures to help employers retain workers where possible. These are not permanent fixes, but they provide important short-term support.
Recent provincial initiatives include:
- Temporary public policies for prospective Manitoba Provincial Nominee Program (MPNP) candidates, allowing certain workers to extend their work permits (now closed).
- Employer-driven recruitment initiatives, offering an alternative pathway to overseas hiring outside of the traditional Labour Market Impact Assessment (LMIA) process.
- The Temporary Resident Retention Pilot (TRRP) enables eligible employers in select industries to support existing temporary workers in extending their status and moving toward permanent residence.
These measures reflect a growing provincial effort to address regional labour needs while longer-term federal solutions are still under development.
What Manitoba Employers Can Do Now
As employers look ahead to 2026, preparation is essential for protecting their recruitment and retention pipeline.
Key steps to consider include:
- Review your current workforce and identify employees on temporary status and upcoming permit expiry dates.
- Explore provincial options early, as eligibility is limited and timelines are strict.
- Consider the TFWP where appropriate, including pursuing LMIAs when no Canadian or permanent resident is available.
- Plan for workforce disruptions, recognizing that some workers may not be able to extend their status.
- Document recruitment efforts carefully, demonstrating attempts to hire Canadians and permanent residents first.
- Start early — six to eight months in advance. Processing times are long, and last-minute applications often leave no viable options.
A Challenging Transition — With Cautious Optimism
There is no question that the current recruitment and retention environment is difficult. Employers across Manitoba and Canada are facing uncertainty, and many temporary workers may ultimately be required to return home.
That said, provinces — including Manitoba — are increasingly stepping up to support employers and advocate for regional labour realities. While 2026 may remain a transitional year, there is reason to believe a more balanced and responsive system will emerge over time.
For now, employers who plan early, stay informed, and use available provincial tools will be best positioned to navigate what comes next.
Justin Foot
Justin Foot is the Founder and Regulated Canadian Immigration Consultant (RCIC #R531847) at Just Right Immigration. He has worked in the Canadian immigration industry since 2016, supporting both individuals and businesses as they navigate Canada’s complex and evolving immigration system.
Justin brings a uniquely multidisciplinary background to his practice. He holds four post-secondary diplomas spanning immigration, business, and information technology, including his accreditation as an Immigration Consultant from Herzing College, a diploma in Business Administration, and two diplomas in Information Technology specializing in programming and database management from Red River College.
