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Step 3: Support Your Candidate’s Employment and Immigration

Confirming the Employer Position Assessment (EPA)

Through the Saskatchewan Immigrant Nominee Program (SINP) online application portal (OASIS), the employer must add the candidate's name, date of birth and personal email address to the position to create a candidate-specific EPA. An automated email notification will be sent to the candidate’s personal email address.

The employer will need to submit a new EPA if:

  • the EPA expires without a candidate added;
  • the candidate does not validate the EPA within 10 calendar days; or
  • the candidate does not submit an application within the 60-calendar-day period, after they have been identified on the approved EPA.

Employers who are not in capped sectors may submit EPAs without naming a candidate at the time of submission if no candidate has been identified. EPAs approved without candidates are valid for 60 calendar days. If an EPA is approved without a candidate, the employer must add a candidate before the approved EPA expires.

Once a candidate is identified on an approved EPA, the candidate will receive an email notifying them of the EPA approval. Within the first 10-calendar-days, the candidate must log into their OASIS account and validate the EPA information. If the EPA information is not validated within the 10-calendar-day period, the EPA will expire.

After the EPA has been validated, the candidate will have the remaining time within the 60‑calendar‑day period, starting from the date the initial approval email was sent, to submit a complete SINP application.

As part of the candidate’s SINP application, they must submit their original job offer letter. The information in the job offer letter must match the details approved in the EPA or the application will be deemed ineligible.   

Employers need to review the SINP criteria to ensure that the candidate they are hiring meets the criteria for their immigration application. An Educational Credential Assessment (ECA) is required for some SINP pathways but can help an employer to verify whether an international worker has the education required for their intended occupation in Canada.

If the candidate is approved by the SINP, they will use the Nomination Certificate to apply for permanent residence and the Work Permit Support Letter to apply for a closed work permit, allowing them to live and work in Saskatchewan while employed by the business.

If the candidate’s temporary resident status lapses and they are no longer able to continue working for the employer, both the employer and the candidate must notify the SINP immediately. The SINP will conduct a nomination review to determine whether the province can continue to support the candidate’s nomination in accordance with its agreement with the federal government.

Supporting Your Candidate’s Work Permit

SINP nominees must maintain the ability to continue working for their supporting employer in the position for which they were nominated. Nominees who are already working in Saskatchewan on a valid work permit must ensure their work permit remains valid at all times.

If a nominee’s work permit will expire before they receive permanent residency, they must apply for a new work permit through the International Mobility Program as a Provincial Nominee Program (PNP) Nominee (under LMIA-exemption code T13) before their Nomination Certificate expires. In these cases, the employer must support the application by submitting an offer of employment through the IRCC Employer Portal and paying the Employer Compliance Fee prior to the work permit application being submitted.

If the nominee is not currently working in Saskatchewan, they must use the SINP Work Permit Support Letter to apply for a temporary work permit within 90 calendar days of being nominated by the SINP.

To support the work permit application and enable the nominee to begin working in Saskatchewan as soon as possible, the employer must submit an offer of employment through the IRCC Employer Portal and pay the Employer Compliance Fee.

Once the offer is submitted, the employer must provide the nominee with the offer of employment number generated by the portal. The nominee must then apply for a work permit through the International Mobility Program as a Provincial Nominee Program (PNP) nominee under LMIA‑exemption code T13, allowing them to work in Saskatchewan while their permanent residence application is in process.

Visit IRCC to find out the current processing times for work permits based on type and where you are applying from.

Most nominees must apply for a work permit online. If the candidate you hired doesn't require a temporary resident visa to enter Canada, or if they're from the United States, Greenland or St. Pierre and Miquelon, they may be eligible to apply for a work permit at a Canadian point of entry. If your candidate is from a country that is not 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 Fees

There is no fee for employers for obtaining a Certificate of Registration (COR) or obtaining an Employer Position Assessment (EPA) approval to hire an international worker.

To obtain a work permit for the nominee an employer has hired, the federal Immigration, Refugees and Citizenship Canada (IRCC) requires employers to complete an offer of employment form through the IRCC Employer Portal and pay an Employer Compliance Fee for each foreign national requiring an Employer-specific Work Permit. Please see the IRCC Employer Portal Enrolment Guide and User Guide for information about the process.

In the Employer Portal, when the employer selects "Create an offer of employment," they will use the Labour Market Impact Assessment (LMIA) exemption title "T13" when hiring a SINP nominee. Employers need to provide their candidate(s) with the offer of employment number (A#######) generated by the system once the application is submitted through the IRCC Employer Portal.

It is the employer’s responsibility to cover the cost of recruiting international workers.

Fees associated with recruitment, such as the federal Employer Compliance Fee, Temporary Foreign Worker Program (TFWP) application fees to obtain a Labour Market Impact Assessment (LMIA) (if applicable) or fees incurred by the employer in using a lawyer or licensed recruiter, cannot be charged back to the candidate directly or indirectly.

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