Intra-Company Transfer Canada: ICT Work Permit Guide 2026

1. What Is an Intra-Company Transfer Work Permit?

An Intra-Company Transfer, commonly called an ICT, is an employer-specific work permit pathway that allows certain multinational enterprises to temporarily transfer qualifying employees to a related Canadian operation.

The general ICT framework operates under Canada's International Mobility Program and does not require the employer to obtain a Labour Market Impact Assessment.

Depending on the circumstances, a qualifying transferee can be:

• an executive;
• a senior manager;
• a functional manager;
• a specialized-knowledge worker; or
• a qualifying employee being transferred to establish a new Canadian operation.

The ICT route is intended for genuine transfers within a multinational enterprise. It is not a general mechanism for a Canadian business to hire an unrelated foreign worker without an LMIA.

For the broader Canadian work permit framework, see the Work Permit Canada: Requirements & Complete Guide .

2. Is an Intra-Company Transfer LMIA-Exempt?

Yes.

The general Intra-Company Transfer framework is an LMIA-exempt pathway under Canada's International Mobility Program.

This means the Canadian employer does not generally need to obtain a Labour Market Impact Assessment before the qualifying transferee applies for the work permit.

However, LMIA-exempt does not mean employer-exempt.

For most employer-specific ICT applications, the Canadian employer must complete the applicable International Mobility Program compliance steps before the worker submits the work permit application.

For the broader framework, see the LMIA-Exempt Work Permit Canada guide .

3. Current ICT Work Permit Framework: C61, C62 and C63

Older Canadian immigration material frequently refers broadly to the former C12 intra-company transferee framework.

Current ICT applications should instead be assessed under the applicable current exemption category.

The correct category matters because the eligibility analysis, supporting evidence and potential duration can differ.

4. Intra-Company Transfer Eligibility

An ICT application requires more than common ownership between two companies.

The evidence must establish the qualifying corporate structure, the worker's employment history and the nature of the proposed Canadian position.

Depending on the applicable ICT category, the application generally needs to establish that:

• the foreign and Canadian enterprises have a qualifying relationship;
• the enterprises are part of a genuine multinational business;
• the foreign enterprise is actively doing business;
• the Canadian enterprise is actively doing business or will satisfy the requirements applicable to a new Canadian operation;
• the worker has qualifying employment with the foreign enterprise;
• the worker is being transferred temporarily to Canada;
• the Canadian position falls within an eligible ICT capacity; and
• the proposed employment satisfies the applicable wage and employment requirements.

The officer assesses the substance of the arrangement rather than relying only on corporate titles or organizational labels.

5. The Multinational Enterprise Requirement

The general ICT framework is intended for multinational enterprises.

A business should not assume that incorporating a Canadian company automatically creates an eligible intra-company transfer structure.

The corporate group must demonstrate genuine international business operations and the required relationship between the entities involved in the transfer.

Evidence can include:

• corporate registration documents;
• share registers;
• ownership records;
• corporate organizational charts;
• financial statements;
• tax records;
• commercial contracts;
• invoices;
• payroll records;
• business licences; and
• evidence of actual revenue-generating operations.

The strength of the ICT application often depends as much on the corporate evidence as on the worker's personal qualifications.

6. Qualifying Relationship Between the Foreign and Canadian Companies

The worker must be transferred between enterprises that have a qualifying corporate relationship.

Depending on the structure, this can involve:

• a parent company;
• a subsidiary;
• a branch; or
• an affiliate.

The legal and factual relationship should be demonstrated with objective corporate evidence.

Incorporation certificates alone may establish that companies legally exist, but they may not prove the ownership and control necessary to establish the qualifying relationship.

Where ownership is complex, the application should clearly trace the corporate structure from the foreign employing enterprise to the Canadian entity.

7. What Does “Doing Business” Mean for an ICT?

A qualifying enterprise must generally be engaged in real and ongoing business operations.

Merely maintaining a legal entity, registration, bank account or office address does not necessarily establish that the enterprise is actively doing business.

Officers can examine whether the company is regularly and continuously providing goods or services.

Useful evidence can include:

• sales and revenue records;
• customer agreements;
• commercial invoices;
• payroll;
• tax filings;
• supplier contracts;
• operational licences;
• physical premises; and
• other evidence demonstrating ongoing commercial activity.

8. Foreign Employment Requirement for an ICT

A central feature of an intra-company transfer is that the applicant is already a qualifying employee of the multinational enterprise.

Under the general ICT framework, the applicant normally needs at least one year of continuous full-time employment with the qualifying foreign enterprise within the three years preceding the application .

The foreign employment should be in a capacity relevant to the ICT category relied upon.

Evidence can include:

• employment agreements;
• pay statements;
• tax records;
• social insurance records;
• employer confirmation letters;
• organizational charts; and
• detailed evidence of the employee's actual duties and authority.

9. Executive Intra-Company Transferees

An executive role is characterized by high-level authority within the organization.

The assessment focuses on whether the worker primarily directs the management of the enterprise or a major component or function of it.

Relevant indicators can include whether the executive:

• establishes organizational goals and policies;
• exercises wide latitude in discretionary decision-making;
• directs a major function or component of the enterprise; and
• receives only general supervision or direction from higher-level executives, the board of directors or shareholders.

An executive should generally direct the business rather than spend most of the working day performing operational tasks.

10. Senior Manager Intra-Company Transferees

A senior managerial position involves meaningful responsibility for managing the organization, department, subdivision or significant function.

Relevant factors can include whether the manager:

• manages the organization or a significant department, subdivision or function;
• supervises and controls the work of other managers, supervisors or professional employees;
• has meaningful personnel authority where applicable; and
• exercises discretion over the operations for which the manager has authority.

The organizational structure must realistically support the claimed managerial role.

A small Canadian business with few or no employees can face difficulty demonstrating that a proposed position is genuinely senior managerial where the applicant will personally perform most day-to-day operational work.

11. Functional Managers and ICT Eligibility

Managerial capacity does not always require supervision of a large team.

A qualifying functional manager can manage an essential function of the enterprise rather than directly managing a traditional department of employees.

The application should establish:

• the function being managed;
• why that function is essential to the organization;
• the applicant's senior level of authority over the function;
• the applicant's discretion over the function; and
• who performs the routine operational work.

Calling an employee a “functional manager” without explaining the function, authority and organizational context is unlikely to establish eligibility.

12. Specialized Knowledge Intra-Company Transferees

Specialized-knowledge ICT applications are assessed under a demanding standard.

Specialized knowledge generally requires both:

• proprietary knowledge relating to the enterprise; and
• an advanced level of expertise.

Proprietary knowledge can concern the company's:

• products;
• services;
• research;
• equipment;
• techniques;
• processes; or
• management.

Advanced expertise involves knowledge that is sophisticated and developed through significant experience with the enterprise.

General industry knowledge, even where technically advanced, is not necessarily proprietary knowledge for ICT purposes.

13. How to Prove Specialized Knowledge

A specialized-knowledge application should explain why the worker's knowledge is genuinely unusual within both the enterprise and the relevant labour market.

Useful evidence can include:

• detailed descriptions of proprietary systems or processes;
• evidence showing how the applicant acquired the knowledge;
• length and depth of experience with the enterprise;
• internal training records;
• technical certifications;
• project history;
• evidence of responsibility for proprietary technology or methodology;
• comparison with other employees in the organization; and
• evidence explaining why the knowledge is difficult to transfer to another worker in the short term.

A support letter that simply repeats the words “specialized knowledge” without demonstrating the underlying facts can leave a significant evidentiary gap.

14. Wage Requirements for Intra-Company Transfers

Compensation is relevant to the credibility and eligibility of an ICT application.

Under the current general significant-benefit ICT framework, the proposed Canadian wage should be assessed against the prevailing wage for the occupation and work location.

Wage evidence is particularly important because compensation can help demonstrate that the proposed role genuinely reflects the claimed executive, managerial or specialized level.

Employers should verify the applicable wage data at the time of application rather than relying on an outdated figure from an earlier work permit filing.

15. ICT for a New Canadian Office

The ICT framework can potentially be used where a qualifying multinational enterprise is establishing a new Canadian operation.

A new-office case requires substantially more than incorporating a Canadian company.

The application should demonstrate that the foreign enterprise has the capacity and genuine intention to establish active Canadian business operations.

Relevant evidence can include:

• the qualifying corporate relationship;
• evidence of the foreign multinational's existing operations;
• Canadian incorporation or registration documents;
• business premises;
• a detailed Canadian business plan;
• financial capacity;
• capitalization;
• market analysis;
• operational plans;
• staffing projections;
• revenue projections; and
• evidence explaining the transferee's role in establishing the operation.

The business plan should be consistent with the company's financial capacity, industry, proposed premises and realistic Canadian growth.

16. Does a New ICT Business Need Canadian Premises?

The Canadian operation should have credible premises appropriate to the nature of the proposed business.

The appropriate premises will vary by industry.

A technology or consulting business may require a different physical footprint from a warehouse, manufacturing operation, restaurant or retail business.

The officer can assess whether the premises are credible when considered together with:

• the business model;
• planned staffing;
• projected revenue;
• the applicant's proposed duties; and
• the claimed scale of the Canadian operation.

A nominal address that cannot reasonably support the proposed operations can undermine the application.

17. Financial Capacity for a New-Office ICT

IRCC does not publish a universal minimum investment amount that guarantees approval of a new-office ICT application.

Instead, the evidence should demonstrate that the enterprise has sufficient financial resources to establish and operate the Canadian business contemplated in the application.

The required financial capacity therefore depends on factors such as:

• industry;
• location;
• premises;
• equipment requirements;
• inventory;
• staffing plan;
• operating expenses; and
• anticipated revenue.

18. Business Plan for a New-Office ICT

A strong new-office ICT business plan should connect the multinational's existing business to a credible Canadian expansion.

Depending on the business, the plan can address:

• corporate background;
• foreign operations;
• Canadian market opportunity;
• products or services;
• competitive environment;
• marketing strategy;
• Canadian premises;
• organizational structure;
• staffing plan;
• implementation milestones;
• financial projections;
• funding;
• revenue assumptions; and
• the transferee's role in establishing and operating the Canadian enterprise.

Projections should be internally consistent.

For example, an application claiming a senior managerial role should explain how the planned staffing structure will support that role as the Canadian business develops.

19. C61: Establishing a New Canadian Enterprise

C61 addresses qualifying intra-company transfers connected to establishing a new Canadian enterprise.

The transferee must still satisfy the applicable ICT worker requirements and the corporate group must satisfy the multinational-enterprise and qualifying-relationship requirements.

New-office applications receive particular scrutiny because the Canadian operation has not yet developed the operating history available in an established-business application.

The evidence should therefore establish:

• a genuine and operating multinational enterprise;
• a qualifying Canadian corporate structure;
• appropriate Canadian premises;
• sufficient financial capacity;
• a credible implementation plan;
• a realistic staffing and organizational structure; and
• a genuine need for the proposed transferee.

The initial work permit for a qualifying new Canadian operation is generally limited to one year.

20. C62: Executives and Senior Managers

C62 applies to qualifying executives and senior or functional managers being transferred to an established Canadian operation under the general significant-benefit ICT framework.

The Canadian organization must have sufficient operational scale and structure to support the claimed executive or managerial function.

Relevant evidence can include:

• Canadian organizational charts;
• employee lists;
• job descriptions;
• payroll;
• revenue records;
• financial statements;
• operating contracts;
• evidence of the transferee's decision-making authority; and
• evidence identifying employees who perform routine operational functions.

The application should demonstrate the actual executive or managerial function rather than relying primarily on a senior-sounding title.

21. C63: Specialized-Knowledge Workers

C63 applies to qualifying specialized-knowledge employees transferring to an established Canadian operation.

The application must establish both the proprietary and advanced elements of specialized knowledge.

Officers can consider:

• education;
• experience;
• training;
• employment history;
• knowledge of proprietary processes;
• the uniqueness of the applicant's expertise;
• the duration required to transfer the knowledge to another worker;
• the Canadian duties; and
• compensation.

Specialized knowledge is one of the most evidence-sensitive ICT categories and should not be treated as a fallback merely because a worker does not qualify as an executive or manager.

22. Employer Portal Requirements for an ICT

Because a general ICT work permit is employer-specific and LMIA-exempt, the Canadian employer generally needs to complete the International Mobility Program employer compliance process before the worker applies.

The employer normally must:

1. submit an offer of employment through the IRCC Employer Portal;
2. identify the applicable LMIA-exemption category;
3. provide the required employment information;
4. pay the employer compliance fee; and
5. give the resulting offer of employment number to the worker.

The offer number normally begins with the letter A.

The worker uses that number in the work permit application.

23. Intra-Company Transfer Work Permit Fees

The standard government fee structure for a typical employer-specific ICT application includes:

Other fees can apply depending on the worker's accompanying family members and circumstances.

See the Canada Work Permit Fees and Biometrics guide .

24. Is an ICT an Open Work Permit?

No.

An Intra-Company Transfer normally results in an employer-specific work permit.

The permit authorizes the foreign national to work according to the conditions imposed on the permit, including the specified employer and other applicable conditions.

The worker cannot treat an ICT permit as a general authorization to work for unrelated employers in Canada.

This differs from categories such as Working Holiday or a Post-Graduation Work Permit that can result in an open work permit.

See the Open Work Permit Canada guide .

25. Documents for an Intra-Company Transfer Application

ICT applications can require substantial corporate and employment evidence.

Depending on the category, documents can include:

• passport;
• employment agreement;
• foreign employer confirmation letter;
• pay records;
• tax or social insurance records;
• foreign organizational chart;
• Canadian organizational chart;
• detailed foreign and Canadian job descriptions;
• corporate registration records;
• shareholder records;
• ownership documentation;
• financial statements;
• tax filings;
• business licences;
• commercial contracts;
• evidence of premises;
• Canadian payroll records;
• evidence of specialized knowledge where applicable;
• business plan and financial projections for a new Canadian operation;
• Employer Portal offer of employment number; and
• evidence addressing the applicable LMIA-exemption criteria.

See also the Canada Work Permit Documents Checklist .

26. How to Apply for an ICT Work Permit

A typical ICT application involves both an employer-side process and a worker-side work permit application.

1. Confirm the multinational enterprise and qualifying corporate relationship.
2. Confirm the worker satisfies the foreign employment requirement.
3. Determine whether the case falls under C61, C62, C63 or an applicable international agreement.
4. Confirm the proposed Canadian position satisfies the relevant executive, managerial or specialized-knowledge requirements.
5. Prepare the corporate and employment evidence.
6. For a new Canadian operation, prepare the establishment evidence and business plan.
7. Submit the offer of employment through the Employer Portal and pay the compliance fee where required.
8. Obtain the offer of employment number.
9. Submit the work permit application with the applicable evidence.
10. Complete biometrics and an immigration medical examination where required.

See the How to Apply for a Work Permit in Canada .

27. Can an ICT Qualify for Two-Week Processing?

Some ICT applicants may qualify for faster work permit processing under Canada's Global Skills Strategy.

Under the current rules, highly skilled LMIA-exempt workers may be eligible where:

• the work permit is employer-specific;
• the occupation is in NOC TEER 0 or TEER 1;
• the worker applies online from outside Canada;
• the application is complete; and
• the other Global Skills Strategy requirements are satisfied.

IRCC aims to process eligible complete applications within two weeks.

28. Can an ICT Work Permit Be Requested at a Port of Entry?

Some foreign nationals may be legally eligible to apply for a work permit at a Canadian port of entry, but most foreign nationals cannot use that application method.

Eligibility depends on factors including the person's nationality, travel-document requirements and the applicable work permit rules.

A person who requires a temporary resident visa generally cannot simply rely on port-of-entry processing.

Even where a port-of-entry application is legally available, the employer-side requirements and the substantive ICT eligibility criteria must already be satisfied.

The applicant should carry the complete supporting evidence rather than assuming that the offer-of-employment number alone establishes ICT eligibility.

29. How Long Is an ICT Work Permit Valid?

ICT work permit duration depends on the category, the Canadian operation and the facts of the transfer.

Passport validity can also shorten the work permit.

An officer determines the actual validity period based on the applicable rules and evidence.

30. Maximum ICT Work Permit Duration

The general ICT framework includes cumulative limits on how long a transferee can remain in Canada in the category.

Qualifying executives and managers can generally reach a cumulative maximum of 7 years.

Qualifying specialized-knowledge workers can generally reach a cumulative maximum of 5 years.

Time spent in Canada under the applicable ICT framework must therefore be reviewed when an extension is planned.

Reaching the cumulative maximum does not itself create eligibility for another Canadian work permit category.

31. Extending an Intra-Company Transfer Work Permit

An ICT extension is not automatic.

The employer and worker must continue to satisfy the applicable requirements at the time of the extension.

For an established Canadian operation, evidence can include:

• continued corporate relationship;
• continued active foreign business operations;
• continued active Canadian business operations;
• current Canadian organizational structure;
• payroll;
• financial statements;
• tax records;
• evidence that the worker continues to perform the qualifying role; and
• evidence that the cumulative ICT maximum has not been exceeded.

A new-office case faces an additional question: whether the Canadian enterprise actually developed into the operation represented when the initial work permit was requested.

See the Canada Work Permit Extension guide .

32. What Happens After the First Year of a New-Office ICT?

A new-office ICT is expected to result in genuine Canadian business operations.

When continued work authorization is requested, the evidence should show what actually happened after the initial approval.

Officers can examine:

• whether the Canadian business became operational;
• revenue generated;
• customers obtained;
• employees hired;
• payroll;
• premises maintained;
• capital invested;
• whether the organizational structure developed as represented; and
• whether the transferee now performs a qualifying executive, managerial or specialized-knowledge role.

A business that remains essentially inactive or dependent on the transferee personally performing routine operational work can face significant difficulty at the continuation stage.

33. Intra-Company Transfers Under Free Trade Agreements

Not every intra-company transfer should be filed under the general significant-benefit ICT framework.

Canada has international agreements that contain separate temporary-entry provisions for business persons, including certain intra-company transferees.

Depending on citizenship and the agreement, treaty-based ICT provisions can have their own:

• worker definitions;
• corporate requirements;
• specialized-knowledge tests;
• work permit durations;
• LMIA-exemption codes; and
• application requirements.

Examples include agreements such as CUSMA, CETA, CPTPP and other Canadian free trade agreements.

A treaty-based ICT should therefore be assessed under the relevant agreement rather than assuming that the general C61, C62 or C63 framework always applies.

The separate Maplevisa guide to Free Trade Agreement Work Permits addresses these international-agreement pathways in detail.

34. ICT Work Permit vs. Business Visitor

A business visitor and an intra-company transferee are not the same.

A genuine business visitor may enter Canada for qualifying international business activities without entering the Canadian labour market and may not require a work permit.

An ICT worker, by contrast, is generally entering the Canadian labour market to perform employment for the related Canadian enterprise and therefore requires work authorization.

Activities such as attending meetings, conferences or certain consultations should not automatically be treated as employment requiring an ICT permit.

Conversely, describing someone as a business visitor does not remove the work permit requirement where the person's actual activities amount to work in Canada.

35. Can the Spouse of an ICT Worker Get an Open Work Permit?

Potentially, but eligibility is not automatic.

Canada's family open work permit rules for spouses of foreign workers changed substantially in January 2025.

Current eligibility can depend on factors such as:

• the principal worker's occupation and NOC TEER category;
• whether the occupation falls within an eligible category;
• the remaining validity of the principal worker's authorization;
• whether the worker is on an eligible pathway to permanent residence; and
• the specific family work permit category relied upon.

The spouse's eligibility should therefore be assessed separately from the principal ICT application.

See the Spousal Open Work Permit Canada guide .

36. Can an Intra-Company Transfer Lead to Permanent Residence?

An ICT work permit is temporary and does not itself grant permanent residence.

However, an ICT worker may independently become eligible for a Canadian permanent residence program.

Depending on the person's circumstances, potential pathways can include:

• Express Entry;
• the Canadian Experience Class;
• the Federal Skilled Worker Program;
• Provincial Nominee Programs; and
• other federal or provincial economic pathways.

Eligibility depends on the requirements of the permanent residence program rather than merely on holding an ICT permit.

See the Express Entry Canada Complete Guide .

37. Common ICT Work Permit Refusal Risks

Weak evidence of a multinational enterprise

Incorporation documents alone may not demonstrate genuine international business operations.

Unclear corporate relationship

The ownership and control connecting the foreign and Canadian entities should be objectively documented.

Insufficient qualifying foreign employment

The application should establish the required employment history with reliable payroll, employment and organizational evidence.

Relying on job titles

A title such as CEO, director or manager does not prove that the worker actually performs an executive or managerial function.

Operational duties inconsistent with senior management

Where the applicant will personally perform most routine work, the claimed executive or senior managerial position can be difficult to establish.

Weak specialized-knowledge evidence

General professional expertise does not necessarily establish both proprietary knowledge and advanced expertise.

Insufficient Canadian business activity

An established-operation application should show genuine and ongoing Canadian business operations.

Unrealistic new-office business plan

Financial projections, staffing, premises, capital and the applicant's role should form a coherent and credible plan.

Insufficient financial capacity

The enterprise should demonstrate that it can actually establish and operate the Canadian business described in the application.

Wage inconsistency

Compensation that does not correspond to the occupation, location or claimed seniority can undermine the application.

Using the wrong ICT framework

A person covered by a free trade agreement may need to be assessed under the applicable international-agreement provisions rather than the general significant-benefit ICT framework.

38. Intra-Company Transfer Eligibility Checklist

39. Intra-Company Transfer Canada FAQs

What is an Intra-Company Transfer work permit?

It is an employer-specific work permit pathway that can allow a qualifying multinational enterprise to transfer certain executives, managers or specialized-knowledge employees to a related Canadian operation.

Does an ICT require an LMIA?

The general ICT framework is LMIA-exempt under Canada's International Mobility Program.

Is an ICT an open work permit?

No. An ICT normally results in an employer-specific work permit.

What are C61, C62 and C63?

They are current LMIA-exemption categories used within the general significant-benefit ICT framework. C61 addresses qualifying new Canadian operations, C62 applies to qualifying executives and senior or functional managers at established operations, and C63 applies to qualifying specialized-knowledge workers at established operations.

Is C12 still the general ICT code?

Older immigration materials frequently refer to C12. Current ICT cases should be assessed using the applicable current category or the relevant international-agreement code.

How long must I have worked for the foreign company?

Under the general ICT framework, the applicant normally needs at least one year of continuous full-time employment with the qualifying foreign enterprise within the three years preceding the application.

What corporate relationships can qualify?

Depending on the structure, qualifying relationships can include parent, subsidiary, branch and affiliate relationships.

Can I create a Canadian company and immediately qualify for an ICT?

Incorporating a Canadian company alone does not establish ICT eligibility. The multinational enterprise, qualifying corporate relationship, worker eligibility and new-office requirements must all be satisfied.

Who qualifies as an executive?

An executive generally directs the management of the enterprise or a major component or function, establishes goals and policies, exercises broad discretionary authority and receives only general supervision from higher-level corporate authority.

Who qualifies as a senior manager?

A senior manager generally manages the organization or a significant department, subdivision or function and exercises meaningful managerial authority and discretion.

What is a functional manager?

A functional manager can manage an essential function of the organization rather than directly supervising a conventional team, provided the role satisfies the applicable managerial criteria.

What is specialized knowledge?

Specialized knowledge generally requires both proprietary knowledge relating to the enterprise and an advanced level of expertise.

Is being highly skilled enough for C63?

Not necessarily. General professional or technical expertise does not by itself establish proprietary company knowledge.

Does Canada require a minimum ICT investment?

IRCC does not publish one universal minimum investment amount that guarantees new-office ICT eligibility. Financial capacity is assessed in relation to the proposed Canadian operation.

Does a new Canadian ICT office need physical premises?

The enterprise should have credible premises appropriate to the nature and scale of the proposed Canadian business.

Is a business plan required for a new-office ICT?

New-office applications should provide detailed evidence demonstrating how the Canadian operation will be established. A credible business plan is normally a central part of that evidence.

How long is a new-office ICT work permit?

An initial work permit connected to establishing a qualifying new Canadian operation is generally limited to up to one year.

How long can an executive or manager remain under ICT?

Under the general ICT framework, qualifying executives and managers can generally reach a cumulative maximum of seven years.

How long can a specialized-knowledge worker remain under ICT?

Qualifying specialized-knowledge workers can generally reach a cumulative maximum of five years.

Does the Canadian employer use the Employer Portal?

Generally, yes. For an employer-specific LMIA-exempt ICT, the Canadian employer normally submits the offer of employment through the Employer Portal before the worker applies.

How much is the employer compliance fee?

The current standard employer compliance fee is $230.

How much is the ICT work permit application fee?

The standard work permit processing fee is currently $155. Biometrics or other fees may apply depending on the circumstances.

Can an ICT receive two-week processing?

Potentially. An eligible highly skilled LMIA-exempt applicant in a TEER 0 or TEER 1 position who applies online from outside Canada with a complete application may qualify for the Global Skills Strategy two-week processing target.

Does two-week processing guarantee a decision in 14 days?

No. It is an IRCC processing target for eligible complete applications, not a guarantee of approval or a separate immigration program.

Can an ICT work permit be extended?

Potentially, provided the employer and worker continue to satisfy the applicable requirements and the worker has not reached the applicable cumulative ICT limit.

Can the spouse of an ICT worker get an open work permit?

Potentially, but eligibility must be assessed under Canada's current family open work permit rules. Holding an ICT permit does not by itself guarantee spousal eligibility.

Can an ICT lead to permanent residence?

The ICT permit itself is temporary. However, the worker may independently qualify for Express Entry, a Provincial Nominee Program or another permanent residence pathway.

Are CUSMA intra-company transfers the same as C61, C62 and C63?

No. CUSMA and other free trade agreements contain separate international-agreement provisions that can apply to qualifying intra-company transferees. Those cases should be assessed under the applicable treaty rules.