GTS Canada Global Talent Stream Requirements Update 2025 – Complete Guide

If you are a Canadian employer planning to hire highly skilled foreign workers in 2025, you must understand the Canada Global Talent Stream Requirements Update 2025 in full detail. The Global Talent Stream (GTS) is a fast-track route under the Temporary Foreign Worker Program (TFWP), but it comes with very strict rules about eligibility, wages, recruitment, worker protection, and long-term labour market benefits.

This information has been written in a highly clear, detailed, and easy-to-understand manner, ensuring that every reader can grasp the content effortlessly and confidently:

• Employers
• HR managers
• Recruiters
• Immigration consultants

can all clearly understand how the updated rules work in 2025.

We will cover:

• Who can use GTS (Category A and Category B)
• How the Canada LMIA process 2025 works under GTS
• What the GTS Labour Market Benefits Plan is and how to build it
• Wage rules, recruitment rules, and business legitimacy requirements
• Health, safety, language, and unionized role conditions
• Annual progress reviews and employer compliance checks

This is a step-by-step, practical explanation of the Canada Global Talent Stream Requirements Update 2025 based on the official program structure.

Important: This guide is for information only. It is not legal advice or an official government document. Employers should always double-check the latest rules on Government of Canada websites or with a licensed professional.

Understanding the Global Talent Stream in 2025

The Global Talent Stream is part of Canada’s TFWP and is designed mainly for employers who need to fill highly skilled roles that are:

• Difficult to fill with Canadian citizens or permanent residents
• Critical for innovation, growth, or scaling up a business
• On an approved occupations list or truly unique and specialized

The key attraction of GTS is speed. When all conditions under the Canada Global Talent Stream Requirements Update 2025 are met, Labour Market Impact Assessment (LMIA) applications can be processed much faster than regular streams, often in about 2 weeks.

GTS is built around two pillars:

1. Global Talent Stream eligibility Canada – who can use it (Category A and Category B)
2. Canada GTS employer obligations – what employers must do in return for fast processing

The government balances faster access to foreign talent with strict Canada Global Talent Stream compliance rules, including audits, inspections, and progress reviews.

Who Can Use the Global Talent Stream?

Category A – Referred, Innovative Employers and Unique Talent

Category A is for innovative employers who:

• Operate in Canada
• Have a strong focus on innovation, technology, or growth
• Are referred by a designated GTS referral partner
• Need to fill unique and specialized positions

Under GTS Category A requirements, a “unique and specialized” position usually means:

• The role requires advanced knowledge of the industry
• The worker has an advanced degree or at least 5 years of specialized experience
• The salary is at least $38.46 per hour ($80,000 per year) or higher if the prevailing wage is higher

Generally, the program expects that only a small number of such positions exist per employer—usually 1 or 2 per year—because these are rare, hard-to-find skill sets.

Under the Canada Global Talent Stream Requirements Update 2025, in certain exceptional cases, more than 2 Category A positions can be requested per year if:

• The referral partner confirms again that the employer meets Category A eligibility, and
• The employer offers at least $72.11 per hour ($150,000 per year) for each additional unique and specialized role

This keeps Category A focused on truly high-impact, high-value positions.

Category B – In-Demand Occupations List

Category B is for employers who want to hire in occupations that are:

• Listed on the Canada GTS occupations list (the Global Talent Occupations List)
• In strong demand in Canada
• Facing a shortage of local labour

Key points for GTS Category B requirements:

• No referral is required
• Occupation must be on the official list
• The employer must meet any wage floor for that occupation
• The employer must still follow all other rules in the Canada Global Talent Stream Requirements Update 2025

This category is commonly used by tech companies, engineering firms, and digital creative businesses that need software engineers, data professionals, or similar highly skilled workers.

Step-by-Step: How the Canada GTS Hiring Process Works

In practice, the Canada GTS hiring process can be broken down into clear steps. The more carefully you follow each step, the better your chances of a smooth LMIA and work permit process.

Step 1: Confirm Your Business Eligibility

Before anything else, confirm that:

• Your business is actively operating in Canada
• You have real work available for the foreign worker
• You are not banned from using the TFWP
• There are no serious compliance issues in your history

This is part of GTS business legitimacy requirements and is especially important if you are a new employer under the TFWP.

Step 2: Decide Between Category A and Category B

Next, decide if your hiring situation fits:

• Category A – You are an innovative firm with a referral from a designated partner and you need unique and specialized talent.
• Category B – You are hiring for a role on the Canada GTS occupations list.

This decision determines which Canada GTS requirements apply to your file.

Step 3: Check Global Talent Stream Eligibility and Occupation Details

For Category A:

• Confirm you have a referral
• Confirm the candidate is truly unique and specialized
• Confirm wage level meets the high Category A threshold

For Category B:

• Confirm the job title and duties match an occupation on the list
• Confirm you meet the Canada GTS wage requirements 2025 for that occupation

This step is part of the broader Global Talent Stream eligibility Canada assessment.

Step 4: Plan Your Labour Market Benefits Plan (LMBP)

Now start designing your GTS Labour Market Benefits Plan, which is central to the Canada Global Talent Stream Requirements Update 2025. You must:

• Select 1 mandatory benefit, based on your category:
  • Category A – job creation for Canadians and permanent residents
  • Category B – investment in skills and training for Canadians and permanent residents
• Commit to at least two complementary benefits, such as:
  • More co-op or internship positions
  • Training programs for your Canadian staff
  • Diversity and inclusion projects
  • Knowledge transfer from TFWs to Canadian employees

Each benefit must have specific activities, timelines, and measurable targets.

Step 5: Calculate and Confirm Wages

Under Canada GTS wage requirements 2025, you must pay at least the prevailing wage, defined as the highest of:

• The median wage for that occupation in the region (from Job Bank)
• The wage range you already pay your Canadian workers in similar roles
• Any GTS wage floor (for Category A or B occupations)

You must also keep in mind that:

• The wage must be guaranteed; performance bonuses, tips, commissions, or profit sharing do not count toward base wage
• Wages must be updated over time according to prevailing wage reviews

This is a key part of both the Canada LMIA process 2025 and TFWP Global Talent Stream rules.

Step 6: Make Sure Recruitment Is Fair and Legal

Even though GTS does not always require strict advertising, you are strongly encouraged to recruit Canadians and permanent residents first. You must also follow Global Talent Stream recruitment rules, which state that:

• Neither you nor your recruiter can charge or recover fees from the foreign worker
• You must be ready to explain what recruitment efforts you made

Charging workers recruitment fees is a major violation of Canada Global Talent Stream compliance.

Step 7: Prepare Your LMIA Application Under GTS

Now you prepare your LMIA application, which includes:

• Employer details
• TFW details (if already identified)
• Job duties and NOC (2021 version)
• Wage level and proof it meets the prevailing wage
• Your GTS Labour Market Benefits Plan
• Any information on your recruiter or third-party representative

This is the main element of the Global Talent Stream application process.

Step 8: Pay the Global Talent Stream LMIA Fee

You must pay the Global Talent Stream LMIA fee of $1,000 per position:

• Payment must be in Canadian dollars
• The fee is non-refundable except when collected in error
• The fee cannot be paid or reimbursed by the worker

In some situations, if you apply for 6 or more positions, you may be invited to join an online banking pilot for LMIA fees.

Step 9: Answer Any Follow-Up Questions from Service Canada

As your LMIA is being assessed:

• Service Canada may contact you for clarification
• They may ask questions about your LMBP, wages, job duties, or your use of representatives
• You must respond quickly and honestly

These communications are part of Canada Global Talent Stream Requirements Update 2025 enforcement.

Step 10: Receive the LMIA Decision

If your LMIA is approved:

• You receive a positive LMIA letter
• The worker can then apply for a work permit under the Canada work permit GTS stream

If it is refused:

• The reasons are usually explained
• The fee is not refunded except in rare error cases

Step 11: Provide Employment Agreement and Onboarding

Before the worker’s first day, you must:

• Provide a written employment agreement that matches the LMIA
• Ensure the agreement is in English or French, as the worker prefers
• Set up health insurance (if needed), workplace safety coverage, and all HR systems

These details relate to both GTS job duties and conditions Canada and Canada GTS health and safety rules.

Step 12: Implement Your LMBP and Prepare for Progress Reviews

Once the worker starts, you must:

• Begin delivering on your Canada GTS LMBP commitments
• Track your activities and results (job creation, training, diversity efforts, etc.)
• Be ready for annual Canada GTS progress review meetings with ESDC

This ongoing work is part of long-term Canada Global Talent Stream compliance.

Fees, Recruitment Costs and Third-Party Representatives

LMIA Processing Fee under GTS

As noted earlier, the LMIA fee under GTS is:

• $1,000 per position
• Non-refundable
• Paid by the employer only

It cannot be added to the worker’s expenses, either directly or indirectly.

Recruitment Fees and Worker Protection

Under Global Talent Stream recruitment rules:

• Workers must not pay agents, recruiters, or employers to get a job
• Employers must monitor anyone recruiting on their behalf
• Violations almost always lead to a negative LMIA

This protects foreign workers from exploitation and maintains fairness under the Canada Global Talent Stream Requirements Update 2025.

Third-Party Representatives and Recruiters

You can use:

• Authorized paid representatives (lawyers, CICC consultants, etc.)
• Unpaid representatives (family/friend/non-profit)

But:

• You remain responsible for the file
• You can’t recover their fees from the worker
• Recruiters must follow provincial licensing rules

This structure supports ethical hiring within Canada GTS hiring process.

New Employers and Business Legitimacy Checks

New Employer Review

Under Canada GTS new employer review, employers who haven’t used TFWP in the last 6 years must:

• Show they provide a workplace free from abuse
• Confirm they are not affiliated with any employer banned from TFWP
• Prove they are not in default of penalties

This first-level screening helps the government ensure that only trustworthy employers use the GTS.

Proving Business Legitimacy

To meet GTS business legitimacy requirements, employers usually submit:

• Business registration documents
• Tax or financial records showing active operations
• Proof of physical location or online presence
• Evidence of real job need and capacity to pay wages

Without strong business legitimacy, it’s very difficult to meet the Canada Global Talent Stream Requirements Update 2025.

The Labour Market Benefits Plan (LMBP) in Depth

Purpose of the LMBP

The LMBP is not just paperwork. It is a core agreement between:

• The employer, and
• The Government of Canada

It shows how your hiring under GTS will:

• Create or maintain jobs
• Improve training and skills for Canadians
• Support innovation, diversity, and productivity

This is central to the Global Talent Stream Canada update 2025 philosophy.

Mandatory Benefits for Category A and B

Under Canada GTS LMBP commitments:

• Category A mandatory benefit: Job creation (direct or indirect) for Canadians and permanent residents
• Category B mandatory benefit: Increased investment in skills and training for Canadians and permanent residents

These mandatory benefits must be clearly defined, quantified, and time-bound.

Complementary Benefits and Example Activities

On top of the mandatory benefit, you must pick at least two complementary benefits, which may include:

• More full-time or part-time Canadian staff
• Co-op, internship, or apprenticeship opportunities
• Internal training programs, conference sponsorships, or study support
• Initiatives to hire and support underrepresented groups
• Structured knowledge transfer from TFWs to local employees
• Improved HR practices like mentorship programs or hackathons

These measures help show that you are using GTS not just to fill a vacancy, but to uplift the Canadian labour market as a whole.

Diversity and Inclusion Commitment

The program strongly encourages employers to “Increase Diversity in the Workplace” as part of their LMBP. Examples:

• Targeted recruitment of underrepresented groups
• Participation in diversity-focused job fairs or conferences
• Internal employee resource groups

This matches modern expectations for fair and inclusive hiring and fits into the Canada Global Talent Stream Requirements Update 2025 framework.

Multi-Year and Multi-Position LMBP Use

If you plan to hire multiple workers over 12 months using GTS:

• You may build an LMBP based on forecasted positions
• You might not need a new LMBP for each file, as long as your commitments still match your hiring volume

However, if ESDC asks you to update, expand, or amend your LMBP due to new positions, you should cooperate. Refusal can lead to negative assessments on new LMIA applications.

Annual Progress Reviews

The Canada GTS progress review is separate from TFWP compliance inspections. It focuses on:

• How well you are meeting your LMBP commitments
• Whether your activities are actually benefiting Canadian workers
• Your cooperation in providing data and documentation

If you don’t make reasonable efforts, future GTS applications may be refused for up to 2 years.

Wages and Prevailing Wage Rules

Understanding Canada GTS Wage Requirements 2025

The wage rules ensure that:

• Foreign workers are paid fairly
• Wages are not used to undercut Canadian workers
• Employers follow labour market conditions

Under the Canada Global Talent Stream Requirements Update 2025, wages must:

• Meet or exceed the prevailing wage
• Match internal wage ranges for similar roles
• Respect any wage floors tied to the occupation or category

Prevailing Wage Reviews

Under TFWP Global Talent Stream rules, employers must:

• Check the prevailing wage at the start of employment
• Review wages at least once a year against updated Job Bank data
• Raise wages when the median wage goes up
• Never lower wages below the amount stated in a positive LMIA

Failing to update wages can lead to administrative penalties and bans from using the program.

Job Duties, Working Conditions, Health and Safety

Job Duties and Working Conditions

Under GTS job duties and conditions Canada:

• The worker must perform the duties listed in the LMIA and NOC description
• Employers must pay for all work performed, including overtime where required
• Benefits should be similar to those of Canadian workers in equivalent roles
• Workers should not be forced into duties that do not match their job description

These rules protect both the worker and the fairness of the labour market.

Health Insurance

Under Canada GTS health and safety rules:

• Employers must purchase private health insurance for any period where the worker is not yet covered by provincial health care
• The policy must at least cover emergency medical care for accidents and sudden illness
• The cost of this insurance cannot be recovered from the worker

Employers must keep proof of payment and policy details to show compliance.

Workplace Safety Coverage

Employers must:

• Register workers with the provincial or territorial workplace safety insurance body, where required
• Or, if allowed, provide private workplace safety insurance with equal or better coverage
• Ensure all workers at the site are covered

Again, costs cannot be charged back to the worker.

Employment Agreement and Language of Work

Employment Agreements

Employers must provide:

• A written agreement that matches the LMIA in job title, wages, and conditions
• The agreement in English or French, depending on the worker’s preference
• A signed copy before or on the first day of work

This forms a key part of documentation for Canada Global Talent Stream compliance.

GTS Language Requirements Canada

Under GTS language requirements Canada:

• Only English or French may normally be listed as required languages
• If another language is essential, the employer must justify its necessity
• If no language is required, the employer must show how safety and communication will still be managed (signs, translated manuals, interpreters, etc.)

Unionized Positions and Employer Compliance Regime

GTS Unionized Positions Requirements

Where the role is covered by a collective agreement:

• Wages and benefits must match the union contract
• TFWs must receive the same conditions as Canadian union members
• Hiring foreign workers cannot be used to weaken or influence labour disputes

If hiring TFWs could negatively affect a labour dispute, the LMIA will likely be refused.

Employer Compliance

Beyond the LMBP, there is a broader employer compliance system under the TFWP. It includes:

• Inspections
• Audits
• Possible on-site visits
• Monetary penalties or bans

The Canada Global Talent Stream Requirements Update 2025 is tightly linked to this regime, making it important for employers to maintain detailed records and operate transparently.

Category A Referral Partners and Exceptional Cases

Category A requires referral from designated partners (for example, pan-Canadian or regional innovation organizations). These partners:

• Confirm the business is innovative
• Confirm the company is genuine and scaling
• Confirm the requested position is unique and specialized

In exceptional circumstances, they may also support more than 2 Category A positions per year, provided the high wage conditions and other Canada GTS requirements are met.

Category B Occupations List – Strategic Use

The Canada GTS occupations list for Category B focuses on roles where:

• There is high demand
• Domestic supply is limited
• Skills are critical for innovation and competitiveness

Using Category B strategically allows employers to fill important tech or professional roles while still following all the Canada Global Talent Stream Requirements Update 2025.

Frequently Asked Questions (FAQs) About Canada Global Talent Stream Requirements Update 2025

Conclusion

The Canada Global Talent Stream Requirements Update 2025 offers a powerful tool for Canadian employers who need to bring in specialized talent quickly. In exchange for fast LMIA processing, employers must commit to:

• Fair wages and strong working conditions
• Serious investment in Canadian workers and training
• Ethical recruitment practices and worker protection
• Detailed, trackable commitments through the Labour Market Benefits Plan
• Full cooperation with audits, inspections, and progress reviews

By carefully following the Global Talent Stream Canada update 2025 rules—covering eligibility, wages, recruitment, health, safety, and compliance—employers can grow their businesses, support innovation in Canada, and help build a stronger labour market for the future.