SINP: Hiring Workers for Permanent Jobs

Before you can hire foreign workers in Saskatchewan, you must obtain a Certificate of Registration (COR).

If you have any questions related to the COR process or The Immigration Services Act, please contact the Program Compliance Branch at 306-798-1350 or pcb@gov.sk.ca.

Foreign Workers would apply through the following SINP sub-categories:

Applying from outside Saskatchewan, Canada

• International Skilled Worker - Employment Offer: For high skilled workers (occupations that typically require post-secondary education) who are not working in Saskatchewan. (May also be eligible if working in Saskatchewan.)
• Agriculture Talent Pathway: For general farm workers, nursery/greenhouse workers, and workers in select food and beverage processing occupations. (May also be eligible if working in Saskatchewan.)
• Health Talent Pathway: For physicians, nurses and other health workers. (May also be eligible if working in Saskatchewan, through this pathway or the Student Category.)
• Tech Talent Pathway: For tech sector workers in 11 high demand occupations. (May also be eligible if working in Saskatchewan.) Other tech workers can apply to the International Skilled Worker – Employment Offer program.

Already Working in Saskatchewan

• Agriculture Talent Pathway: For general farm workers, nursery/greenhouse workers, and workers in select food and beverage processing occupations. (May also be eligible if not working in Saskatchewan.)
• Health Talent Pathway: For physicians, nurses and other health workers. (May also be eligible if not working in Saskatchewan.)
• Tech Talent Pathway: For tech sector workers in 11 occupations with a valid work permit. (May also be eligible if not working in Saskatchewan.)
• Skilled-Worker with Existing Work Permit: For high-skilled foreign workers (with post-secondary education) with a valid work permit.
• Students: For international students with a valid post-graduate work permit. Those working in healthcare professions are now also eligible through this stream.

To submit a Job Approval Form (JAF), an employer must determine the appropriate National Occupation Code (NOC) for that position. NOCs are assigned based on the job duties and responsibilities of a position. To learn more about the NOC system, please visit: About the National Occupational Classification - Canada.ca (esdc.gc.ca), or review the 3-step tutorial on the NOC structure and frequently asked questions.

From the NOC main page you can search for your position to find the corresponding NOC. Search for the position using keywords. Review the job duties to see if they fit with the position you are looking to fill. Once you have found the NOC that most closely represents the primary duties of that position, then you can review the NOC Matrix to see which level the NOC falls under. This will assist you in determining if the position you are trying to fill is eligible for the SINP.

There are five Matrix levels which identify whether the position is high-skilled, semi-skilled or low-skilled. Learn more about the employment requirements.

High-skilled occupations:

• TEER 0: management
• TEER 1: jobs that usually require university education
• TEERS 2 and 3: jobs that usually require college education or apprenticeship training

Semi-skilled (i.e., intermediate-skilled) occupations:

• TEER 4: jobs that usually require secondary school and/or occupation-specific training

Low-skilled (i.e., entry level) occupations:

• TEER 5: jobs that usually receive on-the-job training

The SINP Job Approval Letter (JAL) is a pre-approved authorization for an employer to hire a foreign worker that can apply to immigrate through the SINP. Employers must submit an online application for a SINP JAL for each occupation that you intend to fill with a foreign worker. Visit the SINP Online Application Guide for Saskatchewan Employers to learn how to use the online application system. Please note that the SINP application system or portal is not used for the work permit process (e.g., Labour Market Impact Assessments). For information on that process and the federal employer portal, see the Work Permit section under "Support Your Worker's Employment and Immigration."

To be eligible for approval, all online applications for a SINP JAL must:

• Be for a place of work that is within the geographic boundaries of Saskatchewan.
• Your business location must be zone as 100 per cent commercial, or a minimum of 50 per cent commercial use and have regular operating hours, public access, and a separate entrance and internal separation from attached residences.
• Be for a position that demonstrates employer-employee relationship. Independent contractors, temporary agency workers, or business owners (e.g., shareholder, equity holder etc.) and their immediate family (parents, spouse and children) are not eligible for a SINP JAL.
• Have an Active Certificate of Registration (COR). A COR that requires renewal or is under assessment for renewal will not be considered Active. If the COR is not active when the assessment begins on a Job Approval Form, it will result in the JAF being found ineligible.
  • Beginning March 27, 2025, hospitality and trucking businesses must meet minimum revenue requirements based on workforce size to be eligible for a COR. Additionally, employers in these sectors will only be able to hire foreign workers for up to 30 per cent of their total workforce.
• Be for an occupation that is eligible for recruitment through the SINP. Select high-skilled, semi-skilled, and low-skilled positions are eligible for the SINP (see the section: Eligible SINP Occupations and Determining the National Occupation Code).
  • If your business operates outside of the Healthcare and Agriculture sectors or it is not a skilled trade occupation eligible for licensure from outside of Canada, your candidate must be a temporary resident in Canada to be eligible for a JAL.
  • Nominations in select occupations in the accommodation, food services, retail trade, and trucking sectors will be capped at 25 per cent of total nominations in 2025.
  • Effective March 27, 2025, Spousal Open Work Permits will no longer be accepted under any SINP pathway.
  • Post-Graduation Work Permit (PGWP) holders will only be eligible under the SINP's Student, Health, International Skilled Worker: Employment Offer, and Agriculture Talent Pathway.
• Be for a full-time (minimum of 30 hours/week) and permanent job (no end date or at least two years in length). The position must be for:
  • an existing employee,
  • an existing vacancy, which is a position recently vacated by a full-time employee,
  • a position that will be vacated within 6 months by an existing full-time employee; or
  • a position that is being filled through full-time contract work.
• The wage must be fair and equitable to the wage paid to Canadians and permanent residents. This is demonstrated by using the benchmark or providing proof of wages paid to Canadians and permanent residents (pay stubs for current employees; cannot be below the low wage for that region). The standard benchmark used by the SINP for wages paid to foreign workers to ensure ethical recruitment is the National Job Bank’s Regional Median Wage for that occupation in Saskatchewan. The six regions include:
  • Northern Region
  • Prince Albert Region
  • Regina–Moose Mountain Region
  • Saskatoon–Biggar Region
  • Swift Current–Moose Jaw Region
  • Yorkton–Melville Region
• Include the current hours of operation and shifts per day if the position requires shift work.
• State whether the position requires licensure or professional certification. The worker will need to provide proof of eligibility in their immigration application.
• Include a copy of the worker’s work permit if they are currently working for the employer in Saskatchewan. Note: some SINP categories require that the worker has a Labour Market Impact Assessment (LMIA) supported work permit.
• Identify any equipment required to do the job that is currently available for the candidate to use.
  • In the case of Truck Drivers (NOC 73300), only heavy vehicles registered, licensed and insured in Saskatchewan will be considered. Only vehicles registered to the organization applying for the JAL will be considered during the assessment. Companies will also be required to provide copies of lease agreements (if applicable), current carrier profile, and current National Safety Code (NSC) certificate with their applications. Only those companies with a current NSC certificate with a Satisfactory Audited or Satisfactory Unaudited rating will be considered.
  • Please note that a maximum of two truck drivers per truck will be approved per registered qualifying vehicle.
• Position requested must not conflict with existing collective bargaining agreements or labour disputes.
• Include a Job Offer Letter (generic if employee not identified), which includes ALL of the following information:
  • includes the contact's name, phone number, e-mail address and company mailing address;
  • indicates that the position is a permanent, full time (minimum 30 hours/week) skilled position(s) in Saskatchewan (non-seasonal);
  • indicates the wage (i.e. rate of pay) for the position being offered;
  • indicates the job title, detailed duties and responsibilities of the position being offered;
  • indicates the physical address where the candidate will be working; and
  • if you are applying under NOC 73300 the Job Offer Letter must indicate the type of vehicle to be driven - power units and semi-trailers, and trucks which have a trailer(s) or vehicle(s) in tow where the gross weight of the towed unit(s) exceeds 4,600 kg OR other type of transport truck.
  • indicate rate of overtime pay. If specific information is not provided related to the position, the Job Offer letter must state the following as per provincial legislation: "Overtime pay will be paid at the rate of at least 1.5 times the hourly wage rate, after 8 hours a day and 40 hours a week." If the position falls under a Modified Work Arrangement (MWA), please indicate the MWA conditions on the Job Offer Letter.
  • indicate vacation entitlements. If specific information is not provided related to the position, the Job Offer letter must state the following as per provincial legislation: "Employees receive a minimum of three weeks of vacation after each year of employment. Employees who complete 10 years of work with the same employer receive a minimum of four weeks of vacation. All eligible full-time, part-time, casual, temporary, and seasonal employees (including those who have not worked a full year with the same employer) receive vacation pay so they are paid during this time off work."

Apply for a Job Approval letter

To apply for a JAL, submit a Job Approval Form (JAF) by accessing your online OASIS account that was used to apply for your Certificate of Registration: Click on the "Create New Preliminary Job Position Application" button to submit a job approval request to support a foreign worker for application to the SINP. Valid identification is required to submit a job approval request. Incomplete Job Approval Forms (JAFs) will not be accepted.

Ministry of Immigration and Career Training (ICT) will assess each online application to determine if the position meets SINP criteria for approval. If approved by Immigration Services, ICT will issue you a generic Job Approval Letter (JAL) if you did not identify a specific candidate or a candidate-specific JAL. ICT will expedite processing of the following for JAFs for: (1) candidates who are facing imminent work permit expiration (the SINP cannot guarantee that the form will be processed before the work permit expires), (2) candidates impacted by recent job loss with a new job offer, and (3) candidates holding a Canada-Ukraine Authorization for Emergency Travel (CUAET) document. Employers must request expedited processing by emailing the relevant information to employerservices@gov.sk.ca. JAL processing times can be found on the SINP Processing Times page. The service standard is 6 weeks for processing.

You must provide a candidate-specific JAL to the foreign worker for inclusion in their application to the SINP.

If your workers have not yet been recruited or are not currently working for you in Saskatchewan, your JAL is valid for a period of 6 months from the date of approval. Extensions may be permitted.

If your workers are currently employed in Saskatchewan, your JAL will instead be valid for 60-days. No extensions will be provided.

Provide the Candidate a Job Approval Letter (JAL)

Through the online application portal, if an employer obtained a generic JAL (worker's name is not included), the employer must add a candidate's name to the position, creating a candidate-specific JAL. The candidate-specific JAL must be provided to the candidate.

They will include the candidate-specific JAL in their SINP application for nomination along with their Job Offer Letter. The Job Offer Letter needs to be addressed to the Principal Applicant and written on company letterhead and match the information in the Job Offer submitted to the SINP for the JAL (see the section above: Obtain SINP Approval for the position).

Please see Saskatchewan's Employment Standards for more information on employment standards and workplace rights and responsibilities for Saskatchewan employers and employees.

It is the employer's responsibility to make sure the candidate hired has the qualifications, skills and abilities for the position, including the language ability. Job offers must be made to persons to utilize the SINP who meet the required qualifications and licensing, and possess the skills, experience and language abilities for the position (see section - Assessing Language Skills).

Employers need to review the SINP criteria to ensure that the worker they are hiring meets criteria for their immigration application. An Educational Credential Assessment (ECA) is not a required document for applicants with job offers; however, an ECA can help to verify whether an international worker has the education required for their intended occupation in Canada.

If the worker is approved by the SINP, they can use the nomination to apply for permanent residency and work for your business on a permanent basis.

You must maintain the employment conditions in the JAL (hours of work, duties, location, wage, etc.). The wage can increase but it cannot be decreased. It must match or be greater than the wages and benefits outlined in the JAL. You must immediately notify the SINP if there is a change to the information submitted in the JAL. Failure to do so may result in further applications being deemed ineligible for the SINP.

If a JAL has been submitted by a foreign worker in a SINP immigration application and you have a change to the job offer or candidate, you must contact the SINP for your options. If a JAL has been submitted by a candidate who receives an ineligible decision on their immigration application, the same JAL cannot be used again. If your candidate’s application is sent back as ineligible for being incomplete, then the employer will need to contact the SINP to request a new JAL. It will need to be provided to the candidate within 15 days, to enable them to re-apply.

Supporting Your Employee's Work Permit

Nominated candidates with employment offers receive a Work Permit Support Letter along with their Nomination Certificate.

If the nominee is already working in Saskatchewan on a work permit they need to maintain the validity of their work permit. As the employer, you will be required to pay the Employer Compliance Fee of $230 prior to the nominee's application for a work permit if their initial work permit is expiring (when applicable).

If the nominee is not currently working in Saskatchewan, they will use the SINP Work Permit Support Letter to apply for a temporary work permit, through the International Mobility Program, to allow them to work in Saskatchewan while they apply for permanent residency. To enable the worker you hired to start working in Saskatchewan as soon as possible, you must support their application for a temporary work permit. The nominee must apply for a work permit immediately after nomination by the SINP.

To obtain a work permit for the nominee you have hired, Immigration, Refugees and Citizenship Canada (IRCC) requires employers to complete an online form and pay an Employer Compliance Fee of $230 for each foreign national requiring an Employer-specific Work Permit. Employers submit the offer of employment form and pay the employer compliance fee through the IRCC Employer Portal. Please see the IRCC Employer Portal User Guide for information about the process. In the Employer Portal, when you "Create an offer of employment," you will use the LMIA exemption title "T13" when you are hiring a SINP nominee. You will need to provide your candidate with the offer of employment number (A#######) generated by the system once you submit your application through the IRCC Employer Portal.

Visit IRCC to find out current processing times for IRCC issued work permits.

Most nominees must apply for a work permit online. If the nominee you hired doesn't require a temporary resident visa to enter Canada, or if they're from the U.S., Greenland or St. Pierre and Miquelon, they may be eligible to apply for a work permit at the port of entry into Canada, most often the airport of first landing. Visit IRCC's website to find out if you need a visa page for visa-exempt countries. If your candidate is from a country that is not visitor visa-exempt, they will need to apply for a work permit before leaving their country of origin. Please account for the work permit processing time in your plans.

Employer Responsibilities and Audits

Please note that the SINP may conduct employer site-visits to ensure compliance with program criteria. These visits may be conducted at any time without prior notice.

Employers who are found in non-compliance with the terms and conditions agreed to when applying for a JAL may be subject to consequences including warnings; suspensions from use of the Saskatchewan Immigrant Nominee Program (SINP); suspension and/or cancellation of previously approved JALs; cancellation or suspension of their registration to recruit foreign workers; and/or other fines or other sanctions under The Immigration Services Act (ISA).

Immigration Application Process through the Saskatchewan Immigrant Nominee Program (SINP)

Foreign workers submit applications to the SINP for nomination for permanent residency. You can view the SINP Average Processing Time, which is updated quarterly.

If a candidate meets program requirements, their application will be approved and they will receive a Nomination Certificate. You will receive a notification that your worker has been issued a Certificate of Nomination and Work Permit Support Letter.

To retain the foreign worker you hired in your workplace, it will be important to help support their integration into the workplace and to support their settlement in your community. For information on how to support your new employee, please visit Retaining Newcomer Employees.

Permanent Residence through the Government of Canada

The nominated candidates will apply to Immigration, Refugees and Citizenship Canada (IRCC) for a permanent resident visa with the provincial nomination. Processing times at Canadian embassies abroad will vary.

IRCC's permanent resident application process includes health, security, and criminal reviews. Additional information may also be requested, including International Language Testing System results.

A number of SINP program categories have a minimum language requirement. For language information specific to Saskatchewan and the Saskatchewan Immigrant Nominee Program (SINP), see Language Requirements for SINP. This page also contains a number of language calculators that can be used to determine a worker’s Canadian Language Benchmark (CLB level).

The minimum language requirement for immigration purposes is not typically occupation specific and may not match with what you need for a particular position. You need to determine what the appropriate language level is for your position and it could be higher than the minimum requirement. As the employer, it's your responsibility to determine whether or not the language skills of your prospective employees will be suitable for their job duties and responsibilities. To support this, the CLB system provides a standardized scale that employers can use to understand the language skills of prospective international workers.

The CLB system aims to describe language proficiency levels across four key factors: speaking, listening, reading, and writing. It helps employers gauge an individual's ability to communicate effectively in English or French in various professional and everyday situations.

The CLB system consists of 12 proficiency levels, ranging from CLB 1 to CLB 12. Each level represents a different degree of language proficiency, from basic to advanced. The proficiency levels are described based on specific language tasks and the ability to use language in different contexts, such as giving directions, participating in discussions, reading complex texts, and writing reports.

Common language testing scores can be converted into CLB scores. Please see Immigration, Refugees and Citizenship Canada’s language test equivalency charts for additional information.

See below for an example of how language proficiency varies from CLB 4 through CLB 8:

As the employer, it's your responsibility to cover the cost of recruiting foreign workers.

• Government of Saskatchewan: There is no fee for employers for obtaining a Certificate of Registration (COR) or obtaining a Job Approval Letter (JAL) to hire a foreign worker. Note: please see the Government of Canada fees for the nominee's work permit below.


• Government of Canada - Hiring SINP Nominees: To obtain a work permit for the nominee you have hired, Immigration, Refugees and Citizenship Canada (IRCC) requires employers to complete an online form and pay an Employer Compliance Fee of $230 for each foreign national requiring an Employer-specific Work Permit. Learn about the process. Employers submit the offer of employment form and pay the employer compliance fee through the IRCC Employer Portal.

If there are grounds to believe that an applicant and/or their representative have provided false information on an application, then our Program Compliance Branch (PCB) will undertake an investigation for misrepresentation.

Reasons leading to this review may include, but are not limited to:

• false declaration;
• fraudulent document(s);
• information that is misleading;
• important information that is required but was not disclosed;
• abuse and inappropriate use of the program; and/or
• contraventions of federal and provincial laws and policies related to immigration.

An investigation for misrepresentation can take place at any stage of the SINP process and it may include reviewing all of the information that was provided in an applicant's current and/or previous applications.

If misrepresentation is suspected, then the SINP will place the processing of the application on hold pending an investigation and notify the applicant or their representative. Before a determination is made on any misrepresentation finding, the applicant or their representative, if applicable, will be sent a Procedural Fairness Letter (PFL) by email outlining the grounds that we have to believe that misrepresentation has occurred.

• Upon receipt of the letter, the applicant will have an opportunity to submit a response and evidence within 10 days to prove that they did not commit fraud or misrepresentation
• A final decision will be made after the PCB considers the information provided by the applicant in response to the Procedural Fairness Letter (PFL).
• PCB decisions may include making the application PCB ineligible with or without a suspension.
• If misrepresentation is found to have taken place then the applicant will be suspended from using the SINP for two to five years.
• If misrepresentation is found to not have taken place, then the application will be returned to processing.
• Representatives and employers may also be subject to investigation or court ordered penalties under The Immigration Services Act.
• Applications that have been made PCB ineligible are not eligible for a second review.

Employer Non - Compliance

Employers agree to Terms and Conditions when they access the Saskatchewan Immigrant Nominee Program (SINP) to recruit and support a foreign worker. If there are grounds to believe that employer non-compliance has occurred, then our Program Compliance Branch will undertake an investigation.

Reasons leading to this review may include, but are not limited to:

• fraudulent document(s);
• information that is misleading;
• important information that is required but was not disclosed;
• abuse and inappropriate use of the program; and/or
• contraventions of federal and provincial laws and policies related to immigration.

An investigation for non-compliance can take place at any stage of the SINP process and it may include reviewing all of the information that was provided in a Job Approval Form or a past Job Approval Form.

During an employer compliance review, or as a result of an investigation (criminal or related to fraudulent, unethical or illicit activities) from an external agency, pending JAFs submitted by an employer, as well as those submitted by affiliated employers, will be placed on hold until the review or investigation has been completed. Employer compliance reviews may be initiated where the Ministry of Immigration and Career Training (ICT) has reason to believe non-compliance with conditions of the program may have occurred. Employer compliance reviews will be prioritized to ensure timely decisions. Before a determination is made on any non-compliance finding, the employer will be sent a Procedural Fairness Letter (PFL) by email outlining the grounds that we have to believe that non-compliance has occurred.

• Upon receipt of the letter, the employer will have an opportunity to submit a response and related evidence within 10 days.
• Upon their response, the employer may be provided with 45 days to provide proof that they have come into compliance with the terms and conditions for their first incidence of noncompliance.
• A final decision will be made after the PCB considers the information provided by the employer in response to the Procedural Fairness Letter (PFL).
• If non-compliance is found to have taken place, and the employer fails to come into compliance, then the employer will be suspended from using the SINP for two to five years.
• Representatives and employers may also be subject to investigation or court ordered penalties under The Immigration Services Act.
• PCB decisions are not eligible for a second review.