Immigration and Temporary Foreign Worker Program Changes: What Alberta Hotels Need to Know

Recent federal immigration changes bring some welcome flexibility for Alberta hotels using the Temporary Foreign Worker Program (TFWP), but restrictions and compliance requirements remain.

Here are the key changes hotel managers need to know.

 

Low-wage LMIAs can now support employment of up to two years

Effective November 6, 2026, Low-Wage Stream Labour Market Impact Assessment (LMIA) applications can support an employment period of up to two years, up from one year. This is welcome news for hotels facing the cost, administrative work and workforce disruption associated with shorter employment periods.

Remember: an LMIA and a work permit are separate approvals. Existing work permits are not automatically extended because of this change. Once an LMIA is approved, that approved LMIA will be included in a work permit application. Work permits already issued will not be automatically extended, they will need a new LMIA and work permit application. LMIAs currently in process will not be approved for 2 years, only LMIAs submitted AFTER November 6.

 

Waiting for an LMIA? Work permit matters

Effective immediately, TFWs who apply to extend their work permit can continue working under their original permit until a decision has been made on their LMIA renewal request. If an eligible worker applies to extend their work permit before it expires, they will have maintained status, allowing them to continue working under the same conditions while IRCC processes the application. Current IRCC guidance confirms that eligible workers can continue working even beyond the expiry date shown on their online extension letter.

Important: if a worker loses their status before applying, they generally must stop working. An LMIA or restoration application by itself does not authorize continued work.

 

The 6% unemployment rule remains

The federal government continues to refuse to process most Low-Wage Stream LMIA applications in Census Metropolitan Areas (CMA) where unemployment is 6% or higher, subject to specified exceptions. This can prevent hotels from accessing the program even when an individual property continues to struggle to recruit locally. Currently the CMAs of Calgary, Edmonton, Lethbridge and Red Deer are above 6%. Some rural communities remain eligible for applying for LMIAs, it is based on your postal code. Refer to the table on this page to determine if your location is eligible.

Further regional changes are proposed for March 1, 2027, subject to provincial and territorial participation.

 

Expect stronger compliance oversight

Hotels using the TFWP must continue to meet federal requirements related to Canadian recruitment, wages, working conditions and employment. Employers must review temporary foreign workers' wages annually to ensure they continue to meet applicable prevailing wage requirements. Non-compliance can result in significant penalties or exclusion from the program.

In 2027, Alberta is also introducing a new layer of oversight through the Immigration Oversight Act, which establishes a provincial framework to regulate the recruitment and hiring of foreign nationals and immigration services in Alberta. The AHLA will communicate the provincial employer requirements when they are released.

 

Don't overlook Francophone Mobility

The TFWP isn't the only way to recruit internationally. Francophone Mobility can allow eligible employers outside Quebec to hire qualifying French-speaking workers without an LMIA. Employers and workers must still meet the program's requirements, and a work permit is required. For hotels affected by the 6% unemployment rule or other TFWP restrictions, it may be worth exploring.

 

What should hotels do now?

1. Track every work permit expiry date. Set reminders several months in advance.
2. Start LMIAs early. Don't wait until an employee's permit is about to expire.
3. Understand maintained status. Applying before expiry can be critical to whether an eligible employee can continue working.
4. Check your region's eligibility. The 6% unemployment rule is updated quarterly.
5. Review wages and records. Keep recruitment, payroll, LMIA and employment documentation current.
6. Verify recruiters and consultants. Employers remain responsible for their compliance obligations when using third parties.
7. Explore other pathways. Consider Francophone Mobility and appropriate permanent residence pathways rather than relying solely on the TFWP. The International Experience Program (IEC) is also an LMIA exempt program with these workers being issued working-holiday open work permits.
8. Share challenges with AHLA. Real hotel examples strengthen AHLA's advocacy for policies that better reflect Alberta's rural, resort and tourism labour markets. Email wehelphotels@ahla.ca with details about the international workforce challenges you are facing.

 

The bottom line

There is some good news for Alberta hotels: Low-Wage Stream LMIAs can now support employment of up to two years, and current IRCC guidance provides greater certainty for eligible workers on maintained status while an extension is being processed.

But access remains restricted in some regions, and employer compliance is becoming increasingly important at both the federal and provincial levels.

AHLA will continue monitoring these changes and advocating for immigration policies that reflect the workforce realities of Alberta's hotel industry.

Have questions about your international workforce? AHLA members can contact Alison Langford, AHLA's International Workforce Advisor, for support navigating international recruitment and immigration requirements.