Looking Beyond the Smoke: Canadian Immigration Updates from July 2026

While July saw much of the Greater Toronto Area coping with poor air quality caused by wildfire smoke, the Canadian immigration landscape experienced several significant developments. The month brought important policy changes and legal developments, including the suspension of a key family reunification pathway to a significant Federal Court decision on excessive processing delays. Here are a few important updates that could affect thousands of current and prospective applicants.

Pause on New Parent and Grandparent Sponsorship Applications

The federal government has announced that it is pausing the intake of new applications under the Parents and Grandparents Program (PGP) until further notice. Under the announcement made on July 15, 2026, Immigration, Refugees and Citizenship Canada (IRCC) will not accept new Interest to Sponsor forms or issue new invitations to prospective sponsors unless the government changes its current approach.

What this means?

No new Canadians will be able to enter the PGP sponsorship pool at this time.
IRCC will continue processing applications that have already been submitted, with a target of approving 15,000 permanent residence applications through the program in 2026.

The PGP has not accepted new expressions of interest since its 2020 intake. Since then, invitations have been issued through annual lottery draws using the pool of individuals who submitted Interest to Sponsor forms in 2020. This latest announcement means that no new sponsors will be added to that pool for the foreseeable future.

Super Visa remains available

For families unable to access the PGP, the government continues to recommend the Super Visa as an alternative option. The Super Visa allows eligible parents and grandparents to:

visit Canada for up to five years per entry;
hold a visa that may remain valid for up to 10 years; and
enjoy significantly longer stays than those permitted under a regular visitor visa.

However, the applicants must meet the program requirements, including obtaining qualifying medical insurance, receiving a letter of invitation from their Canadian host, and demonstrating that their host meets the required income threshold.

Federal Court Decision on Immigration Processing Delays

In another significant development, the Federal Court has issued a decision that could reshape how excessive immigration processing delays are challenged. The Court confirmed that while the Minister of Immigration has the authority to issue Ministerial Instructions that alter processing priorities, the resulting delays must still be supported by clear, transparent, and reasonable justification. Simply changing government priorities does not automatically justify prolonged processing delays.

The case

The decision arose from the application of a home child-care provider whose permanent residence application had already been pending for more than 42 months. IRCC subsequently advised that an additional 39 months of processing could be expected, resulting in a total estimated wait of more than six years. The Court concluded that such a delay was unreasonable in light of the purpose of the immigration program and ordered IRCC to render a decision on the application within 60 days.

Why It Matters

This decision may have broader implications for applicants whose files have experienced substantial delays due to shifting government processing priorities.

The ruling reinforces that:

ministerial instructions are not immune from judicial scrutiny.
IRCC may be required to provide meaningful explanations for significant processing delays; and
applicants experiencing unreasonable delays may have stronger legal grounds to seek relief through the Federal Court.

Although the decision arose in the context of the Home Child-Care Provider Program, it may influence future challenges involving other immigration programs where prolonged delays are linked to changes in ministerial processing priorities.

As reported by the Toronto Star, CILF Ottawa’s Jacqueline Bonisteel, who was not involved in the case, noted that the mere issuance of Ministerial Instructions does not automatically make the resulting processing approach reasonable or justify prolonged delays.

As Canada’s immigration system continues to evolve, staying informed about both policy changes and emerging court decisions remains essential. These developments may have significant implications for applicants, employers, and their families.

Ontario Launches Major OINP Redesign: What Employers Need to Know

Ontario has introduced the first phase of a significant redesign of the Ontario Immigrant Nominee Program (OINP), replacing its existing nomination streams with a new Ontario Workforce Priority Stream. The changes, which came into effect on June 25, 2026, are intended to simplify employer-driven pathways to permanent residence while strengthening program integrity and addressing Ontario’s labour market needs.

A New Employer-Focused Stream

The new Ontario Workforce Priority Stream consolidates the province’s previous eight OINP streams into a single framework with three pathways:

TEER 0–3 occupations for skilled workers with permanent, full-time job offers
TEER 4–5 occupations, which are now open to all eligible TEER 4 and 5 occupations rather than being limited to specific occupations or geographic locations
Self-employed physicians, who may qualify without requiring a job offer if they meet Ontario’s licensing and OHIP eligibility requirements.

Updated Eligibility Requirements

While the new Expression of Interest (EOI) system for the Workforce Priority Stream is expected to launch later this summer, the redesigned program introduces new minimum eligibility standards for applicants, including enhanced language proficiency and education requirements. Work experience requirements have also been revised based on the applicable pathway.

For employers in rural and northern Ontario, the program introduces more flexible gross annual revenue thresholds, improving access to the OINP for businesses operating outside larger urban centres.

Changes to EOI Scoring

Ontario has also revised the EOI points system. Greater emphasis is now placed on educational attainment, Canadian education credentials, Canadian earnings, hourly wages, and an applicant’s work history with the employer extending the job offer. These changes are intended to better identify candidates who have established labour market ties and demonstrate long-term economic potential in Ontario.

Important Changes for Employers

Employers should be aware that:

The previous Employer Job Offer and Express Entry streams, along with the Master’s Graduate and PhD Graduate streams, have been closed.
No further invitations will be issued under the former streams.
Existing Employer Portal registrations will remain valid; however, once the Employer Portal reopens, employers will be required to submit new job offers and new Applications for Approval of an Employment Position to support candidates under the new Workforce Priority Stream.
Candidates whose applications were submitted under the former streams following an invitation to apply will continue to be assessed under the rules that were in effect at the time of submission.

Enhanced Program Integrity Measures

Ontario has also strengthened its compliance and enforcement framework. Among the changes, the response period for Notices of Intent to Issue an Administrative Monetary Penalty (AMP) or Ban Order has been reduced from 60 days to 30 days. OINP may now serve notices by email, regular mail, or in person, allowing for more efficient enforcement of program requirements.

Preparing for the New System

Employers intending to recruit or retain foreign talent through the OINP should begin reviewing the new program requirements now. Although the new Expression of Interest system has not yet opened, understanding the revised eligibility criteria and employer obligations will help ensure a smooth transition once registrations resume later this summer.

Updated LMIA Wage Thresholds

Employers hiring temporary foreign workers should review the updated provincial and territorial LMIA wage thresholds, effective July 17, 2026, as the wage offered will determine whether an application must be submitted under the high-wage or low-wage stream. Employers that currently have ongoing recruitment for an LMIA, should review and adjust the wage, if necessary to ensure that the recruitment continues to meet high-wage LMIA requirements. Employers should also ensure that the wage adjustment aligns with the wages being paid to existing Canadians and PRs in a similar role with similar skill set and years of experience within the organization. Increasing the wage solely to qualify for a particular stream could render a negative decision on an LMIA application, as it would negatively impact Canadians and PRs.

Work Permit Extensions Without a New LMIA or CAQ – Extended to 90 days

IRCC has introduced a temporary measure allowing certain foreign workers to apply for a work permit extension before obtaining a new Labour Market Impact Assessment (LMIA) or Quebec Acceptance Certificate (CAQ). This option is only available if the current work permit expires within two weeks of the application. IRCC has officially expanded the submission window from 60 days to 90 days. Applicants now have 90 days from the date IRCC receives their extension request to submit the missing LMIA or CAQ; failure to do so will result in a refusal for incompleteness. Employers are strongly advised to initiate LMIA requests as early as possible to meet this updated deadline.

Changes to Reciprocal Employment (C20) Work Permit Guidelines

IRCC has updated its program delivery instructions for Reciprocal Employment (C20) work permits under the International Mobility Program. The revised guidance clarifies that the exemption applies where employment in Canada creates or maintains reciprocal employment opportunities for Canadians or permanent residents abroad, and that this interpretation applies to all C20 applications, regardless of when they were submitted. IRCC has also confirmed that reciprocity may be established across multinational organizations and does not need to be limited to two countries. However, foreign nationals must already have an existing employer-employee relationship with the organization outside Canada before being considered under this category. For years this has been informally enforced by some officers from time to time; this guidance now makes it a requirement to be able to apply for a work permit under this category.

Canada Expands Online Passport Renewal for Eligible Adults

The Government of Canada has expanded its online passport renewal service to all eligible adults residing in Canada. Eligible applicants can now complete their passport renewal entirely online by submitting their application, passport photo, and payment digitally, eliminating the need to visit a Service Canada Centre or mail documents. The expansion is intended to improve accessibility and convenience, particularly for individuals living in rural or remote communities and those with mobility challenges. Traditional in-person and mail-in renewal options remain available, while the change complements recent passport service improvements, including an online application status tracker, expanded access to 10-business-day in-person services at select Service Canada Centres, and a 30-business-day processing guarantee, under which eligible applicants receive their passport free of charge if the standard is not met.

We understand that navigating constantly changing Canadian immigration programs, processes, criteria, and understanding one’s best options for permanent or temporary residence is challenging. If you, an employee, or your employer have any questions about any aspect of Canadian immigration, you can reach out to us for assistance. Our Canadian immigration legal professionals can be reached by phone (416-368-1111) or via email: caruso@cilf.ca; bonisteel@cilf.ca; ali@cilf.ca; mukherjee@cilf.ca; garciafialdini@cilf.ca; farag@cilf.ca.