The Canada–UK CPTPP creates additional LMIA-exempt mobility options for eligible UK professionals while Canada has also updated its LMIA employer guidance.
The Comprehensive and Progressive Agreement for Trans-Pacific Partnership (CPTPP) entered into force between Canada and the United Kingdom on 1 September 2026, expanding the framework for temporary business mobility between the two countries.
For eligible UK nationals, the agreement may provide additional routes to work in Canada without a Labour Market Impact Assessment (LMIA), subject to the applicable occupation, qualifications, professional experience and Canadian immigration requirements.
The Canada–UK CPTPP includes temporary-entry provisions for several categories of business person, including professionals and technicians, business visitors, intra-corporate transferees and investors.
For broader information on Canadian work permits and immigration routes, visit our Canada immigration page.
What changed under the Canada–UK CPTPP?
The CPTPP is now in force between Canada and the UK, giving eligible UK business professionals access to temporary-entry commitments under the agreement.
For professionals and technicians, the provisions can support temporary entry to Canada for qualifying specialist work where the relevant occupational, qualification and experience requirements are satisfied.
The applicable route depends on the applicant’s circumstances and the commitments Canada has made for the relevant category and occupation.
Other temporary business mobility categories available under the CPTPP include:
- business visitors;
- intra-corporate transferees;
- investors; and
- eligible professionals and technicians.
The UK Government’s current Canada mobility guidance confirms that qualifying professionals and technicians can receive temporary entry for up to one year, with the possibility of extension, subject to meeting the relevant Canadian immigration requirements.
Who may qualify as a professional or technician?
CPTPP eligibility is not available automatically to every UK professional.
Applicants must fall within the relevant occupation and satisfy the applicable requirements for their temporary-entry category.
Depending on the route, this can include consideration of:
- the applicant’s occupation;
- educational or technical qualifications;
- professional experience;
- the nature of the service being provided;
- the proposed employment arrangement; and
- remuneration for the role.
The UK Government guidance explains that professionals and technicians must be providing services in qualifying specialty occupations and must satisfy the applicable education, experience and remuneration requirements.
Applicants should therefore confirm their eligibility before relying on the CPTPP as the basis for a Canadian work permit application.
LMIA-exempt does not mean requirement-free
An LMIA exemption means the Canadian employer does not need to obtain a positive Labour Market Impact Assessment for the relevant eligible route. It does not mean that an individual can work in Canada without satisfying immigration requirements. Applicants may still need to obtain the appropriate work permit or work authorisation and meet the conditions of the applicable CPTPP category.
Canadian employers may also have obligations under the International Mobility Program, depending on the particular work permit route and employment arrangement. IRCC identifies workers covered by free trade agreements as one of the groups that may qualify for an employer-specific LMIA-exempt work permit.
Eligibility should therefore be assessed on an individual basis before an application is submitted.
Canada updates LMIA employer rules
Separately, on 18 September 2026, Service Canada updated its guidance concerning how it determines the employer of a temporary foreign worker when assessing an LMIA application.
Service Canada states that an employer is generally the entity that hires the foreign worker, establishes their working conditions and directly pays them.
When considering who the actual employer is, Service Canada may look at factors including:
- who hires and pays the worker;
- who benefits directly from the work;
- who determines where, when and how the work is performed;
- who determines the worker’s duties and expectations;
- who supervises and monitors the worker;
- who has authority to dismiss the worker; and
- the overall characteristics of the employer-employee relationship.
The updated guidance also considers matters such as who signs the employment agreement and who the temporary foreign worker recognises as their employer.
What do the updated LMIA rules mean for Employer of Record arrangements?
The updated guidance may be particularly relevant to businesses using an Employer of Record (EOR), staffing company, outsourcing provider or other third-party employment model.
These arrangements can involve different entities managing different aspects of the worker relationship.
For example, one organisation may administer payroll while another business manages the individual’s day-to-day work, duties, supervision and performance.
The Service Canada guidance does not establish a general prohibition on EOR arrangements.
However, employers should consider whether the entity identified as the employer for immigration and LMIA purposes is consistent with the actual employment relationship. This means businesses should look beyond the contractual label used for an arrangement and consider how the relationship operates in practice.
For organisations operating international workforce models, our Immigration Programme Development service provides support with immigration processes, governance and Global Mobility frameworks.
What does this mean for UK professionals?
For eligible UK professionals and technicians, the Canada–UK CPTPP creates an additional framework through which temporary work in Canada may be possible without an LMIA.
However, applicants should not assume that UK nationality alone creates eligibility.
The occupation, qualifications, experience, proposed activities and employment arrangements all need to be considered against the relevant CPTPP commitments and Canadian immigration rules.
Applicants should also distinguish between a route being LMIA-exempt and being exempt from the requirement to obtain a Canadian work permit.
What does this mean for Canadian employers?
Canadian employers recruiting UK professionals should consider whether the CPTPP may offer a suitable LMIA-exempt route for a prospective employee.
Where an LMIA is required for another worker or route, employers should also take account of Service Canada’s updated guidance on identifying the genuine employer.
This is particularly important for businesses using:
- Employer of Record structures;
- staffing providers;
- outsourced employment models; or
- arrangements where payroll, supervision and control are divided between organisations.
Businesses should ensure that their immigration documentation accurately reflects the real employment relationship and the way the employee will work in practice.
What should employers and Global Mobility teams do now?
Employers and Global Mobility teams managing UK-to-Canada assignments should review whether the CPTPP provides additional options for eligible employees.
Businesses should also review arrangements involving third-party employers or workforce providers to ensure that responsibilities for hiring, remuneration, supervision and control are clearly understood.
Because Canada’s immigration and operational guidance can change, the latest IRCC and Service Canada requirements should be checked before an application is filed.
How Hudson McKenzie can assist
Hudson McKenzie supports businesses, HR teams, Global Mobility professionals and individuals with international immigration and workforce mobility matters.
Our team can assist with assessing immigration routes, reviewing work permit eligibility, coordinating international employee mobility and helping employers understand the immigration implications of different workforce structures.
Hudson McKenzie also supports businesses developing structured global immigration processes through its Immigration Value Added Services.
If you require assistance with Canadian work permits, international mobility or immigration planning, contact Hudson McKenzie.
Primary source – Canada–UK CPTPP / temporary entry:
UK Government – Travelling to Canada for work
Service Canada source – LMIA employer determination, updated 18 September 2026:
Government of Canada – Program requirements for high-wage positions
Supporting IRCC source – LMIA-exempt workers under free trade agreements:
Government of Canada – International Mobility Program eligibility
Disclaimer: This article reflects information available as of October 2026 and is provided for general information only. Immigration requirements, programme rules and operational guidance may change and advice should be obtained based on individual circumstances.
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