IRCC revises LMIA-exempt reciprocal work permit rules, i.e., a class of labour-market-impact-assessment (LMIA)-exempt work permits is now being issued under updated rules.

Work permits based on reciprocal employment through the International Mobility Program now follow revised instructions for officers. These instructions appear under the new title “Reciprocal employment general guidelines [R205(b) – C20] – Canadian interests – International Mobility Program.”

Immigration, Refugees and Citizenship Canada (IRCC) posted the updated guidance on its website on February 20, 2026.

The new instructions explain more clearly how officers should decide if true reciprocity exists. Officers are now told to look at opportunities for Canadian citizens or permanent residents in the country where the foreign worker is coming from. This makes two important points clear. First, the benefit applies to permanent residents as well as citizens. Second, the matching opportunity must exist in the worker’s specific home country, not just somewhere abroad.

Earlier wording was broader and simply referred to situations “when Canadians have similar reciprocal opportunities abroad.”

The updated guidance also tells officers to review whether the job offer will help to “create or maintain reciprocal employment.” This means keeping existing positions for Canadians abroad can count when assessing new work permit requests from foreign workers.

The revised instructions also include an entirely new section for officers on the entry of notes into the Global Case Management System (GCMS), which has several provisions that applicants and their employers may wish to keep in mind:

  • The destination province entered by the applicant should match the address of employment in the job offer.
  • The city of destination entered by the applicant should match the address of employment in the job offer.
  • The NOC code of the job must be specified on the offer of employment.

The updated guidance also reminds officers that some foreign nationals are exempt from travel document requirements. For example, United States citizens may receive a work permit valid for the full length of the job offer, even if the passport expires earlier.

The instructions confirm that formal agreements are not required for this type of work permit.

Moreover, Canadian employers, including educational institutions, may hire foreign workers through this pathway if they can show that real reciprocal opportunities exist and the worker meets Canada’s general entry rules.

The new instructions do not apply to work permits issued under the International Experience Canada program. However, they do apply to permits issued through cultural agreements with Belgium, Brazil, Germany, Italy, Japan, Mexico, France, and China.

Similar to earlier guidance, the new version advises officers to be cautious with organizations that have limited history of reciprocal exchanges. In such cases, fewer permits may be issued at first. For organizations with a strong and proven record of reciprocity over several years, officers may allow more permits and greater flexibility when assessing reciprocity. In some cases, reciprocity can be evaluated over a five-year period.

As before, the document also reminds officers that if an application is refused, the applicant may be advised to have the employer apply for a labour market impact assessment (LMIA). After obtaining a positive LMIA, the worker may then submit a new work permit application through the TFWP.

The earlier version of this guidance was titled “International Mobility Program (IMP): Canadian interests – Reciprocal employment general guidelines R205(b), C20.”

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