An intra-company transfer can allow an eligible employee to work temporarily for a related business in Canada without a Labour Market Impact Assessment (LMIA). Both the employee and the companies must meet the requirements of the applicable transfer category. A transfer letter alone does not give permission to work.
This route is relevant when an international business needs an existing employee in its Canadian operation. The application should explain the role, the business relationship and why the transfer fits the immigration rules.
An intra-company transfer work permit is generally employer-specific and LMIA-exempt. It is intended for qualifying executives, managers and workers with specialised knowledge.
Under the general Canadian-interest provisions, applicants normally need at least one year of continuous full-time employment in a similar role during the three years before applying. The foreign and Canadian businesses must have a qualifying relationship.
Separate transfer provisions exist under trade agreements. This article focuses on the general route, so the requirements should not be assumed identical for every agreement.
An employer’s decision to transfer you and immigration approval are separate steps.
You might already have an agreed assignment, a Canadian office address and a start date. However, those arrangements do not establish that you qualify for a work permit.
Before booking travel, check whether the employee’s role, the company structure and the evidence support the chosen category.
The general route requires current employment with a qualifying multinational enterprise outside Canada and a temporary transfer in the same capacity.
The Canadian business must be a parent, subsidiary, branch or affiliate of the foreign employer. The employee’s overseas position must remain available for their return.
The proposed work must also demonstrate the required benefit to Canada. A newly registered company with no genuine operating plan is not enough.
These requirements make this a route for specific business needs, rather than a way to move an entire workforce.
The main role categories are:
A title such as “manager” or “specialist” is only a starting point. Explain the responsibilities behind it.
For example, a job description should make clear what the person manages, which decisions they make and how their role fits the organisation. Avoid relying on a title that sounds senior while describing mainly routine duties.
Start by identifying the legal relationship between the businesses. Shared branding or a commercial partnership does not necessarily establish a qualifying corporate relationship.
Prepare a clear explanation of ownership and control, supported by the relevant company records.
Then explain the Canadian operation. What does it do, where does it operate and why does it need this employee?
The application should tell a consistent business story. Company records, the transfer letter and the proposed job should support that story rather than contradict one another.
There is a separate category for establishing a qualifying Canadian enterprise. Under the general provisions, it is not available simply because someone owns a business abroad and wants to open a company in Canada.
The overseas enterprise must meet the multinational-business requirement. The initial new-enterprise permit is generally limited to one year.
If the Canadian business is new, distinguish what already exists from what is proposed. Do not present planned staffing, premises or revenue as established facts.
Prepare a credible operating plan and check the requirements for any further permission before assuming the assignment can continue.
A qualifying ICT application is LMIA-exempt, but the employer still has responsibilities.
For most employer-specific applications under the International Mobility Program, the employer must submit an offer through the Employer Portal, pay the compliance fee unless exempt and give the worker the offer number.
Understanding the LMIA requirements helps distinguish a LMIA-based application from this exemption.
The exemption does not mean the job, employer or employee avoids assessment.
Follow the current application checklist and the instructions for your category. A practical preparation list includes:
An employment reference letter can help explain employment dates and duties. It should be supported by other relevant records rather than used as the only evidence.
Before submitting, compare names, dates, duties and company details across the documents. Explain genuine differences instead of leaving the officer to guess.
The usual preparation sequence is:
The Canadian work permit application process depends on where you apply and whether you qualify to apply from that location.
Most people apply online. Do not assume you can obtain the permit at the border. Port-of-entry applications are restricted to eligible applicants.
If applying from abroad, follow the approval and arrival instructions. An application submission or employer offer number is not permission to start working.
Standard government fees checked in October 2026 include:
Where all three apply, these fees total CAD470. The employer compliance fee is the employer’s responsibility.
Other expenses may include translations, medical examinations or professional support. Check the latest official fees before paying.
There is no single processing period for every intra-company transfer application.
Check IRCC’s current work-permit estimate for your application location. Allow time for document preparation, biometrics and any further requests.
Some eligible applications may receive expedited processing, but LMIA exemption alone does not guarantee a two-week decision.
Under the general provisions for established operations:
These are maximums, not guaranteed permit lengths. New-enterprise applications have different initial limits.
Changing ICT categories or moving between general and trade-agreement provisions does not automatically reset accumulated time.
An ICT concerns transferring an existing employee between qualifying related businesses.
An eligible US or Mexican citizen may instead assess a CUSMA professional work permit based on their profession, qualifications and pre-arranged employment.
Eligible EU service suppliers and independent professionals may consider a CETA work permit under the relevant contract and qualification rules.
CUSMA and CETA also contain their own transfer provisions. Choose the category that matches the actual arrangement, rather than treating these routes as interchangeable.
These articles explain related work routes and longer-term planning:
No. It is generally employer-specific. Follow the employer, role and other conditions printed on the permit.
No. The employee and businesses must qualify under the applicable category. A company’s willingness to arrange a transfer does not establish immigration eligibility.
The route concerns a transfer to a qualifying related Canadian business. It is different from applying for an unrelated job with a new employer.
Canadian work experience may support a later PR application, but the permit does not grant PR or guarantee eligibility. You must qualify separately for a permanent residence program.
Possibly. An extension requires the applicable immigration approval and continuing eligibility. Extending an employment contract alone does not extend your work permit.
An intra-company transfer offers a temporary work route for eligible employees moving to a qualifying related business in Canada. The employee’s role and employment history, the company relationship and evidence supporting the transfer are central to the application.
Before applying, check the relevant transfer category, employer requirements and supporting documents against IRCC’s guidance. Since immigration requirements and procedures can change, always check the latest guidance on the official Government of Canada website.
If you need support checking your eligibility for an intra-company transfer or preparing your Canadian immigration application, book a consultation with Canada GMC.
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