Canadian Immigration Update: November 2026
Targeted Measures for Haitian and Sudanese Nationals Extended
On October 27, 2026, IRCC announced targeted extensions of temporary measures for Haitian and Sudanese nationals in Canada who cannot return home. Eligible individuals holding valid work permits issued under the previous measures may apply to extend their permits, subject to standard processing fees. The extended measures expire on December 30, 2027. Individuals seeking to extend their visitor status or study permits may apply through IRCC’s regular application processes.
Concurrent Processing of LMIA Work Permit Extensions
On October 28, 2026, IRCC updated its guidance on concurrent processing of pending LMIA and extensions of work permits. IRCC Officers will now wait until a final LMIA decision has been made before deciding work permit extension applications eligible for concurrent processing. The update also clarifies the different LMIA statuses officers can view in GCMS and reiterates that officers must verify that the associated LMIA was valid when the work permit application was submitted and has not subsequently been changed or suspended. This is a much-welcomed change given LMIA applications are taking longer to process.
Work Permit Holders Allowed to Pursue Short-Term Studies
IRCC has introduced a temporary public policy allowing foreign nationals holding valid Canadian work permits to pursue courses or programs of study lasting six months or less without obtaining a separate study permit. The measure aims to provide temporary foreign workers with greater flexibility to upgrade their skills, obtain professional credentials or licensing, and pursue career advancement while supporting Canada’s evolving labour market needs.
Under the policy, eligible foreign nationals must hold a valid work permit. The policy provides an exemption from the requirement that a short-term course or program be completed within the period of stay originally authorized upon entry to Canada. The exemption remains valid until the individual’s work permit expires or the public policy expires or is revoked, whichever occurs first. All other applicable immigration and admissibility requirements continue to apply.
For Canadian employers, this measure may facilitate workforce development by enabling foreign national employees to undertake short-term training, professional development and credential-upgrading programs without requiring a separate study permit. It may be particularly beneficial in sectors experiencing skilled labour shortages, including health care, where additional training or professional licensing may support career progression and workforce retention.
The temporary public policy is scheduled to expire on December 31, 2027, unless revoked earlier. Employers and foreign national employees should ensure that proposed studies meet the applicable eligibility requirements and remain consistent with the conditions of their work authorization.
IRCC Clarifies High-Wage Occupation Criteria Under Express Entry
IRCC has clarified that high-wage occupations under Express Entry are determined by the national median wage associated with a National Occupational Classification (NOC) code, rather than an individual’s actual salary. Occupations qualify when their median wage is at least 1.3 times the average median wage of the Canadian workforce, with three classification levels based on wage thresholds of 1.3, 1.5 and 2 times the national benchmark. IRCC assesses these classifications using labour market data from the preceding three years. For employers and Express Entry candidates, any subsequent changes to an occupation’s classification will not affect the level applicable when an Invitation to Apply (ITA) was issued.
CBSA Removal Priorities
The Canada Border Services Agency (CBSA) has outlined its priorities and procedures for enforcing removal orders against foreign nationals who are inadmissible to Canada. Priority is given to individuals who pose national security or public safety risks, those involved in serious criminality, organized crime or human rights violations, and failed refugee claimants who entered Canada irregularly. The CBSA is legally obligated to enforce removal orders as quickly as possible once they become enforceable, subject to applicable legal remedies and safeguards. Removal orders fall into three categories; departure, exclusion and deportation, each carrying different consequences for future entry into Canada. For Canadian employers, these enforcement measures highlight the importance of maintaining immigration compliance and monitoring the legal status and work authorization of foreign national employees. Employers should be aware that immigration inadmissibility and removal orders may affect workforce continuity, business operations and employees’ ability to return to Canada for future assignments. Proactive immigration planning and timely legal advice can help employers manage potential disruptions and maintain compliance with Canadian immigration requirements.
Proof of Citizenship Processing Times Increase Significantly
Immigration, Refugees and Citizenship Canada (IRCC) has reported a significant increase in processing times for citizenship certificates, reaching 33 months as of September 3, 2026, compared to 25 months in August and 12 months in May. The application backlog has also grown to approximately 136,000 pending applications. Between August and September, processing times increased by 32%, despite the application inventory rising by approximately 12%, reflecting factors such as processing capacity and anticipated application volumes. These delays are particularly relevant to individuals seeking proof of Canadian citizenship by descent under the amended Citizenship Act. While a citizenship certificate serves as documentary proof rather than conferring citizenship itself, prolonged processing times may affect individuals seeking Canadian passports or accessing services requiring proof of citizenship. Applicants are encouraged to submit complete, well-supported applications and plan ahead to minimize avoidable delays.
Public Policy Allowing Sponsorship of Previously Undeclared Family Members Ends
IRCC has confirmed that the temporary public policy allowing certain permanent residents to sponsor previously undeclared or unexamined family members expired on September 10, 2026. However, eligible sponsorship applications received between May 31, 2019, and September 10, 2026, will continue to be processed under the policy.
The public policy provided limited exemptions for certain spouses, common-law partners, conjugal partners and dependent children who had not been declared or examined when their sponsors originally obtained permanent residence. It primarily applied to sponsors who became permanent residents through refugee protection or certain family sponsorship pathways. The exemption did not extend to situations where declaring the family member would have made the sponsor ineligible for permanent residence at the time of their original application.
With the expiration of this policy, applicants are reminded of the importance of declaring all family members in their permanent residence applications, regardless of whether those family members intend to accompany them to Canada. Family members must also meet applicable medical, background and security examination requirements. Failure to declare or have family members examined may affect their eligibility for future sponsorship.
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.
