Canada Intra-company Transfer Work Permits

Eligibility requirements

• The foreign employer must form part of an existing multinational corporation. For a new Canadian enterprise, revenue-generating operations must already exist in at least two countries before the Canadian expansion.
• The receiving business must have a qualifying parent, subsidiary, branch or affiliate relationship. Customer, supplier, franchise or ordinary commercial contracts do not establish that relationship.
• The employee must transfer in the same qualifying capacity after the required overseas employment; the foreign position must remain available for return.
• The role must actually be executive, managerial or require specialized knowledge. C63 requires both advanced company-proprietary knowledge and advanced expertise, not simply general industry skills.
• Show Canadian benefit, genuine operations and suitable remuneration, including the applicable prevailing-wage floor. Physical commercial premises are normally required; a virtual or residential address is insufficient. New-enterprise cases need credible funding and implementation plans.

Legal framework

Build the evidence

Prepare records that substantiate the relevant criteria. The final checklist depends on the applicant, route and filing authority.

• A group ownership chart supported by company registers and control documents, with a short explanation of each relevant relationship.
• Overseas employment records and payroll reconciled to the assignment dates; comparative foreign and Canadian job descriptions.
• Business records, commercial plans and an explanation of the Canadian contribution. For specialists, organise the technical record around what the employee knows and why the Canadian role needs it.
• The Employer Portal offer number and a consistent record of compensation, duties and work location; identity and any required medical or admissibility documents.

How to apply

1. 01

   Choose the correct transfer basis

   Assess significant benefit and any applicable treaty alternative. Separate the corporate relationship question from the employee's role and experience.

2. 02

   Prepare the employer submission

   The Canadian employer generally submits an offer in the Employer Portal and pays the CAD 230 compliance fee unless exempt. Give the resulting offer number to the applicant.

3. 03

   Submit the work-permit application

   Use the appropriate IRCC application channel, supply the offer number and supporting record, and complete biometrics or medical checks when required. Do not assume eligibility to apply at the border.

4. 04

   Verify entry and employment conditions

   On issuance, check the employer, occupation, location and expiry against the intended assignment. Schedule onboarding only within the approved authorisation.

5. 05

   Manage the assignment

   Keep an accountable HR owner for job changes, permit expiry and compliance evidence. Consider any permanent-residence options separately and sufficiently early.

After approval & family planning

• The employer remains responsible for the offered employment conditions and may face compliance inspections. Retain the evidence needed to demonstrate compliance.
• A spouse's open work permit is a separate application. Under the general high-skilled-worker measure, qualifying occupations and at least 16 months of remaining work authorisation are normally required; treaty and other exceptions need review.
• A child's immigration and study arrangements need individual planning. A family relationship does not automatically grant a work permit.

Frequently asked questions

Points to consider

• Do not use ICT to transfer a general workforce or substitute a training itinerary for a genuine qualifying role.
• A change in duties, corporate structure or work location should be reviewed before implementation.