Pathways to Permanent Residency for English-Speaking Skilled Temporary Foreign Workers - Quebec

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Table of contents

• Acronyms
• Introduction
  • Background
  • Research objective
  • Methodology
• Statistical profile of English-speaking skilled temporary foreign workers in Quebec
  • Characteristics of English-speaking skilled temporary foreign workers in Quebec
  • Temporary residence programs
• Factors encouraging settlement in Canada and Quebec
  • Leaving for Canada
  • Choosing Quebec
• Pathways to settling
  • Steps and challenges for English-speaking skilled temporary foreign workers while settling
  • Building a social network
  • Settlement and integration support
• Integrating in the workplace
  • Employment status
  • Language at work
  • Working conditions and matching skills and qualifications
  • Issues associated with closed work permits
• Transition to permanent residence
  • Number and admission category of English-speaking skilled temporary foreign workers who transitioned to permanent residence in Quebec
  • Characteristics of English-speaking temporary foreign workers who transitioned to permanent residence
  • Reasons for choosing permanent residence
  • Reasons for hesitating to apply for permanent residence
  • Reasons for not choosing permanent residence
  • Challenges encountered in the transition process
  • Positive factors and support with transition
  • Impact of permanent residence
  • Decision to reamin in Quebec
• Conclusion
• Possible courses of action
• Bibliography of documents listed or consulted
• Appendix
  • Additional information on the qualitative sample

Acronyms

CAQ

Certificat d’acceptation du Québec [Quebec acceptance certificate]

CSQ

Certificat de sélection du Québec [Quebec selection certificate]

ESDC

Employment and Social Development Canada

IMP

International Mobility Program

IRCC

Immigration, Refugees and Citizenship Canada

LMIA

Labour market impact assessment

MIFI

Ministère de l’Immigration, de la Francisation et de l’Intégration [ministry of immigration, francization and integration]

NOC

National Occupational Classification

NPR

Non-permanent resident

PJO

Permanent job offer

PEQ

Québec experience program

RSWP

Regular Skilled Worker Program

TFW

Temporary foreign worker

TFWP

Temporary Foreign Worker Program

Introduction

This report presents the data and conclusions of a research project carried out by Goss Gilroy Inc. (GGI) and Sociopol for Immigration, Refugees and Citizenship Canada (IRCC) regarding the pathway to permanent residence taken by English-speaking skilled^{Footnote 1} temporary foreign workers (TFWs) in Quebec.

Background

The selection of former TFWs to become economic permanent residents is called a “two-step migration” process and has increased in Canada since the early 2000s (Crossman, Hou & Picot, 2021). This approach to immigration is also increasingly being used in other countries, particularly in New Zealand and Australia (Hawthorne, 2010). To make it easier for temporary residents to become permanent residents, the federal and provincial governments have introduced a number of measures and programs for immigration in the economic class.

In Quebec, immigration falls under both provincial and federal government jurisdiction. Under the Canada–Québec Accord relating to Immigration and Temporary Admission of Aliens (1991), the province has sole responsibility for selecting its economic immigrants. The federal government remains responsible for admitting immigrants in the family class and determining refugee status.

To work in Quebec temporarily (Government of Quebec, n.d.a), skilled foreign workers must go through either the International Mobility Program (IMP), which is managed by IRCC without the province’s involvement, or the Temporary Foreign Worker Program (TFWP), which involves Quebec and Employment and Social Development Canada (ESDC).

Under the IMP, an employer can hire a foreign worker without having to request a labour market impact assessment (LMIA). The IMP covers, for example, workers under the Canada-United States-Mexico Agreement, transfers within a company, internship programs and International Experience Canada (which includes working holiday permits). Quebec is not involved in admitting these LMIA-exempt temporary foreign workers.

The province still has a role to play in admitting temporary residents under the TFWP. The objective of this program is to meet the urgent ad-hoc needs of Quebec employers having difficulty recruiting employees. Employers wishing to hire TFWs through the TFWP have to obtain an LMIA, which is then analyzed by ESDC and the Ministère de l’Immigration, de la francisation et de l’Intégration (Quebec’s ministry of immigration, francization and integration, or MIFI). For the TFWs who obtain authorization to stay in Quebec, the MIFI issues a Certificat d’acceptation du Québec (Quebec acceptance certificate, or CAQ). After receiving their certificate, TFWs must obtain a work permit from the Government of Canada (IRCC).

Those who want to stay in Quebec permanently must receive a Certificat de sélection du Québec (Quebec selection certificate, or CSQ) (Government of Quebec, n.d.a). Once those selected have their CSQ, they must submit an application for permanent residence to IRCC as a skilled worker selected by Quebec (Araya Moreno, 2020).

For skilled TFWs in Quebec, there is the Programme de l’expérience québécoise (Quebec experience program, or PEQ) (Government of Quebec, n.d.a), which was introduced in 2010 to provide expedited access to a CSQ for those already in Quebec as a temporary worker or under a youth exchange program, i.e., on a working holiday or young professional’s permit, or for an international co-op internship. Under the PEQ, an interview is not (usually) required, and instead of a points-based scoring system, there are specific eligibility criteria, which were amended in 2020. To be eligible for the PEQ, TFWs must speak intermediate-level French^{Footnote 2} (level 7, and their spouse, level 4) and must have held a full-time job with a National Occupational Classification (NOC) skill type/level of 0, A or B for at least 24 of the 36 months before submitting the application. They must also still hold the position and be in Quebec when they apply, have met all of the conditions of their temporary permit and demonstrate their ability to be financially self-sufficient.

Skilled TFWs who want to immigrate to Quebec permanently but do not meet the PEQ requirements, particularly the language level, must instead go through the Regular Skilled Worker Program (RSWP) (Government of Quebec, n.d.b), which may be used by both those already in Quebec temporarily and those wishing to immigrate from abroad. Under the RSWP, skilled workers are given a score based on, for example, their level of education, experience, age, knowledge of French and English, and whether they have a valid job offer (higher scores are given to those with a job offer outside Montréal)^{Footnote 3} and, if applicable, their spouse’s profile (education, field of training, age and knowledge of French and English) and accompanying children. The RSWP also gives more points to those who have been in Quebec for a certain amount of time for study or full-time work. Those who apply through the RSWP must first submit an expression of interest on the Arrima portal, which was rolled out in 2019. If their profile is selected by Quebec, they are invited to submit an application for permanent selection. Those selected at this stage will receive a CSQ and must then submit an application for permanent residence to IRCC as a skilled worker selected by Quebec.

Quebec also has pilot programs for certain professions. For example, under the permanent immigration pilot program for workers in the artificial intelligence, information technologies and visual effects sectors (Government of Quebec, n.d.b) (2021–2026), foreign workers in these fields can submit an application for a CSQ if they are proficient in oral French, demonstrate financial self-sufficiency, hold a diploma or degree, and hold or have accepted a job in Quebec in these sectors. The program includes a Francophone profile, as well as a francization profile for candidates who make a commitment to develop their French skills. These pilot programs make it possible to hire a specific number of people every year.

Research objective

The main objective of this study is to understand English-speaking skilled TFWs’ transition to permanent residence in Quebec. The research questions that guided this work are as follows:

Main question: What factors influenced English-speaking skilled TFWs’ transition to permanent residence in Quebec?

Sub-questions: Regarding English-speaking skilled TFWs in Quebec:

• What are their social and demographic characteristics?
• What are the characteristics of those who transition to permanent residence?
• What factors influenced their decision whether or not to begin the process to become a permanent resident?
• How have government programs and policies influenced their transition pathway to permanent residence?
• What are the unique characteristics of their economic, cultural and social integration?
• What are the main obstacles and challenges they have encountered on this pathway, particularly during the process to become a permanent resident?
• What resources, services and practices (both formal and informal) helped them or could have helped them make the decision or transition to permanent residence?
• What impact did the pandemic have on their migration pathway?

Methodology

To carry out this project, the research team used a mixed methodology based on the collection of primary and secondary data. The methodology is outlined below.

Document and literature review

The team reviewed the literature on skilled TFWs, which allowed us to meet the following objectives:

• Understand the known issues, dynamics and realities of the skilled TFW pathway, including for English speakers in Quebec.
• Take stock of the current situation regarding the policies and dynamics particular to immigration by minority language speakers, with a focus on temporary workers and Quebec.
• Review the programs in Canada and Quebec that give skilled professionals access to temporary worker status and allow them then take steps to obtain permanent residence.

Statistical analysis

The research team also analyzed IRCC administrative data from the records of applicants for temporary and permanent resident status. Three criteria were used to identify the temporary workers who were included in the statistical profile: the date when they obtained their first work permit; their NOC skill type/level; and their language. Temporary workers with an NOC skill type 0 or skill level A or B^{Footnote 4} who obtained their first work permit between January 1, 2012, and December 31, 2021, were included.

Regarding language, we used IRCC’s 2006 definition of a French-speaking immigrant but adapted it to English speakers as follows: an immigrant whose mother tongue is English, or whose first official language is English if the mother tongue is a language other than English or French. Therefore, those who were included reported knowledge of “English only,” and the dual responses of “English and French” were excluded (IRCC, 2012).

Note that to ensure that the people involved remain anonymous, the values under five were not included in all of the figures and tables. Lastly, in the analysis below, when someone had more than one work permit (e.g., in 2013, 2015 and 2017), the year when the first work permit was obtained is shown (e.g., 2013). Therefore, an individual cannot be counted more than once.

Semi-structured interviews

The research team conducted 35 interviews with people belonging to various groups in the study population. All of those interviewed are adults with the following characteristics:

• Have had (since 2012) or have temporary resident status as a skilled worker;
• Are English-speaking, as per IRCC’s 2006 definition; and
• Lived and worked mainly in Quebec during their temporary residence.

In sum, the characteristics of the sample are as follows (also see Appendix I for more information on the participants):

• The most-represented regions of birth in the sample are the Americas (13 respondents were born in Argentina, Brazil, Mexico or the United States) and Asia (12 respondents were born in China, India, Japan, Taiwan, the Philippines or Malaysia). The other respondents were born in Europe (Austria, Italy, the Netherlands or the United Kingdom), the Middle East (Iran) or Africa (Nigeria or Egypt).
• Most of the respondents (28) were based in Montreal during their temporary stay, but the sample also includes people who were or are based in the city of Québec or the regions of Outaouais, Laurentides, Montérégie and Estrie.
• The duration of the temporary stays varied, but most of the interviewees (20) had been temporary residents for less than two years.
• Most of the respondents (19) arrived in Quebec under the TFWP with an LMIA, while 14 obtained their temporary worker status through the IMP.^{Footnote 5} However, the quantitative data indicates that the IMP is the path used most by English-speaking skilled TFWs in Quebec.
• The sample consisted of a few more women (21) than men (14), which is not in line with the quantitative data showing that most English-speaking skilled TFWs, including those who transition to permanent residence, are men.
• While 10 people reported that they belong to a visible minority, 23 reported that they do not, and two preferred not to answer the question.
• 14 people came to Canada with a partner and/or children, and 21 came alone.

Table 1: Permanent residence situation of the interviewees

The interviews addressed the professional and migration pathway of the English-speaking skilled TFWs to gain a clear understanding of the factors that influenced their transition to permanent residence. The interviews also explored the factors that influenced the respondents’ choices at various key moments of their immigration pathway.

To recruit volunteers to participate in the interviews, IRCC had an invitation emailed to the people in its internal databases whose profiles matched the various study groups. Those interested in participating were asked to fill out a short questionnaire in order to collect the demographic and pathway-related information required for participant sampling. All of the interviews were carried out by videoconference or telephone and lasted approximately 60 minutes.

The research team also held 10 interviews with stakeholders who could provide relevant information on the path of English-speaking skilled TFWs in Quebec (see the list in the Appendix). The information provided by the stakeholders helped put the qualitative data into context, in particular by shedding light on certain regional dynamics. These interviews were also useful for addressing innovations, promising practices and possible solutions to the issues raised.

Statistical profile of English-speaking skilled temporary foreign workers in Quebec

Characteristics of English-speaking skilled temporary foreign workers in Quebec

From 2016 to 2019, the number of non-permanent residents (NPRs) in Quebec increased significantly to become the main source of migration-related growth (Institut de la statistique du Québec, 2022). This group consists of temporary workers (50% of NPRs in 2021 and the largest proportion of NPRs since 2012), international students (20% of NPRs in 2021) and refugee protection claimants (29% of NPRs in 2021) (Institut de la statistique du Québec, 2022).

In Quebec, 96,832 skilled TFWs obtained their first work permit between 2012 and 2021. Of that number, 27,499 people, or 28.4%, were English-speaking. More specifically, the proportion of English speakers among all admitted skilled TFWs fluctuated during the study period between a high of 46.8% in 2012 and a low of 21.6% in 2020. From 2012 to 2021, an average of 2,750 English-speaking skilled TFWs per year obtained a work permit in Quebec, with a high of 3,470 in 2012 and a low of 1,247 in 2020 in the context of the COVID-19 pandemic. As in other regions of the country, the pandemic led to a reduced number of entries and administrative delays that resulted in longer processing times (Diallo et al., 2022). That being said, the number of TFWs remained stable during this period and even increased in the second half of 2021 (Institut de la statistique du Québec, 2022).

Figure 1: Annual proportion of English-speaking skilled TFWs among all skilled TFWs by year when the first work permit was obtained, 2012 to 2021, Quebec

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 1

	2012	2013	2014	2015	2016	2017	2018	2019	2020	2021
Proportion	46.%	44.0%	33.1%	26.7%	24.8%	24.4%	23.0%	22.1%	21.6%	27.8%

Montreal was the intended city of destination for most of the English-speaking skilled TFWs when they applied for their first permit between 2012 and 2021, representing 80.4% of admissions. The second intended city of destination was Québec (6.1%), followed by Sherbrooke (2.1%), Gatineau (1.1%) and Trois-Rivières (0.8%).

The trend seems to be toward a wider distribution of permanent and temporary immigration in Quebec. For example, the proportion of temporary residents under the TFWP who settled in Greater Montreal, all language profiles included, was 74% in 2014 and 49% in 2019 (Diallo et al., 2022).

Temporary residence programs

The main mechanism for admitting English-speaking skilled TFWs in Quebec is the IMP (81.5%), compared to 18.5% for the TFWP. The most common IMP categories are intra-company transferees (22.2%) and post-doctoral fellows (17.2%).

In our sample, only four of those interviewed reported that they had determined by themselves which program to use for their temporary stay. All of the others reported that their employer or organization had provided them with information on the program they had to apply to, or even handled the entire process.

Table 2: Number and percentage of English-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 by main admission program and category, Quebec

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Regions and countries of origin

Asia is the main region of origin for English-speaking skilled TFWs in Quebec who obtained their first work permit between 2012 and 2021, representing 41.7% of admissions. The three main countries of origin in this region are India (16.9%), China (9.3%) and the Philippines (3.4%). The second most common region of origin is the Americas (33.5%), with the United States being the country of birth with the greatest number of admissions for the study period (19.8%). The second most common country in this region is Brazil (5.5%), followed by Mexico (2.9%). Lastly, the third most common region is Europe (20.4%), with the most common countries of birth being the United Kingdom (5.4%), Germany (3.2%) and Italy (1.8%).

There are notable distinctions between those who transitioned to permanent residence and those who did not for Asia and the Americas.

Figure 2: Proportion of English-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 by region of birth, Quebec

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 2

Region of birth	Total	Have not transitioned	Have transitioned
Americas	33.5%	35.1%	23.9%
Europe	20.4%	20.8%	17.5%
Africa	2.1%	1.8%	3.7%
Asia	41.7%	39.7%	52.9%
Oceania	1.5%	1.6%	1.1%
Other regions	0.9%	0.9%	1.0%

Gender, marital status and age

More English-speaking men (73.1%) than women (26.9%) obtained a work permit as a skilled TFW during the period from 2012 to 2021.

As a whole, English-speaking skilled TFWs are relatively young. For the period from 2012 to 2021, two thirds (65.6%) were under 35 when they obtained their first work permit. Regarding their marital status, a slightly larger proportion of English-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 were single (45.7%), compared to those who were married or in a common-law relationship (40.8%).

Language profile and professional skill level

English-speaking skilled TFWs have a variety of mother tongues. English is the mother tongue of slightly fewer than one third (29.1%). The other main mother tongues are Cantonese or Mandarin (9.5%), Spanish (8.4%), Portuguese (5.6%), Hindi (5%), Arabic (3.3%), German (2.7%), Tagalog (2.7%) and Tamil (2.5%). Regarding their self-declared knowledge of either of Canada’s two official languages when they arrived, the overwhelming majority of the study population reported that they knew English only (91.1%). Those language-related findings are similar for those who transitioned to permanent residence and those who did not.

Regarding their professional skill level, most of the English-speaking skilled TFWs (61.5%) were employed in professional occupations when they obtained their first work permit. Slightly fewer than one third (29.8%) were employed in technical occupations and skilled trades, and 8.7% had managerial positions.

Figure 3: Proportion of English-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 by professional skill level,^{Footnote 6} Quebec

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 3

Professional skill level	Total	Have not transitioned	Have transitioned
0 - Managerial	8.2%	6.0%	16.9%
A - Professional occupations	52.3%	56.1%	38.0%
B - Technical occupations and skilled trades	39.5%	38.0%	45.2%

Factors encouraging settlement in Canada and Quebec

Leaving for Canada

The factors that lead skilled workers to settle temporarily in Canada vary greatly, depending on their country of origin, socio-economic situation and level of education.

For most of the people interviewed, their temporary stay in Quebec was mainly related to their job. In our interviews and in the literature, professional opportunities were a key factor. Some people came to Canada strictly for a temporary work experience or because of a good or more advantageous career opportunity. Some wanted to experience a new lifestyle or have a new cultural experience. Those who, upon arrival, were already considering staying in Canada long-term were motivated by a combination of professional interest and other factors such as a better quality of life, greater security, a more stable socio-political situation or benefits in terms of their children’s education and future. In sum, their responses reflected the whole range of factors that can influence skilled people’s decision to migrate.

Identifying job opportunities

With the exception of just one person, all of those interviewed had received a job offer or confirmation of paid research before arriving in Canada. Eleven of these had secured a post-doctoral internship and/or a position in a university centre or research organization in Quebec. They had generally made that choice because of the good reputation of a Quebec university or research team working in their field. Some had contacts in Canada’s research community before arriving here.

Of the 14 who had a job outside academia or research, five conducted their job searches by contacting people in their network or by themselves on the Internet (e.g., LinkedIn and university websites). In addition, two individuals who were completing their studies in Europe took the opportunity to teach English abroad through a program administered by their country of origin. Seven others were instead offered a job opportunity by their employer or through recruiters. For example, one person from India reported that they were sent to Canada on an assignment by their employer.

Nine people moved to Quebec during their graduate studies to do an internship or research, which was often short-term. One of those individuals completed their PhD while in Canada and stayed afterwards. All of the others left to continue their studies or career abroad. Their reasons for living or working temporarily in Canada were related to opportunities that were sometimes unexpected, their study program requirements such as a mandatory international internship, a desire to have a temporary international experience or specific research interests in Quebec.

All of the stakeholders interviewed for this study reported that Quebec has a larger number of English-speaking TFWs, including skilled individuals. They explained that the labour shortage means that more employers are interested in recruiting internationally and will consider hiring a candidate who is not Francophone. In these cases, employers seem to choose to recruit staff from Francotrope countries, that is, countries where the mother tongue is not French, but where the culture or region has affinities with French, such as in Latin America. Employers reportedly think it will be easier for these people to develop French skills quickly. However, some stakeholders noted that for employers hoping to recruit for the long term, proficiency in French counts more because it is part of the criteria for migration programs that make it easier to transition to permanent residence. Many employers will therefore reportedly continue to prioritize the recruitment of skilled TFWs who are proficient in French, especially when their company does not have resources or strategies to support French language

Choosing Quebec

In many cases, the interviewees did not intend to move specifically to Quebec, or even Canada. Several respondents who moved to Quebec to take up a post-doctoral opportunity or do paid research reported that they had applied to jobs in several countries. For most of those interviewed, Quebec was just one of the destinations they had considered or the place where there was a specific opportunity.

In other words, regardless of their main reasons for moving to Canada, in most cases their decision to settle in Quebec was simply related to the fact that their temporary workplace was located in Quebec. However, even if they did not necessarily intend to move to Quebec permanently, a few of those interviewed mentioned that once they had found an opportunity, they discovered several positive aspects of settling in Quebec, such as a slightly lower cost of living than in the rest of Canada and a perception that Quebec was more welcoming for families. A few respondents also mentioned their general interest in Quebec’s Francophone character and its special status within Canada.

Pathways to settling

Steps and challenges for English-speaking skilled temporary foreign workers while settling

Linguistic dimension. When the semi-structured interviews were held, all of the respondents had an intermediate or advanced level of English. Most of the participants reported that they had no knowledge of French (14) or a beginner’s level (7), while a few reported an intermediate (11) or advanced (3) level. Most of the respondents with an intermediate or advanced level of French developed these skills during their stay in Quebec through language courses or immersion in a Francophone environment. Only a few respondents already had an intermediate or advanced level of French when they arrived. For example, one individual had a Francophone partner, and another had spent an extended period in a Francophone country before coming to Canada.

Many of the respondents, especially those who settled in Montreal, expected to live in a fairly bilingual environment. A few reported that they had underestimated or did not know how francophone Quebec was. Some assumed that English would be the main language spoken or that most of the residents of Quebec would be bilingual. Some stakeholders mentioned that this confusion may be the result of IRCC’s promotion strategies abroad, which emphasize Canada’s bilingualism. It may also be due to poor preparation or a lack of transparency on the part of employers. For some, realizing that they could not use English in all circumstances came as a shock, especially for newcomers outside of Montreal and not in research settings. In addition, although the following issue was not raised by the respondents, a few stakeholders noted that skilled TFWs could be required to work in both French and English, which can be challenging for those who need to improve in both languages at the same time.

Regardless of whether the respondents received help from their employer, many faced language barriers during their first few weeks in Quebec, which made their arrival more difficult than expected. Generally speaking, the respondents, especially those based in Montreal and other urban areas, reported that they were able to access services in English, but some still had a few difficulties. The stakeholders reported that frontline services try to adapt to the language profiles of newcomers, including skilled TFWs. One stakeholder referred to Objectif Intégration, an information session funded by the Government of Quebec and offered by partner organizations to help participants familiarize themselves with Quebec’s “values and cultural and democratic norms and the world of work in Quebec” (Government of Quebec, n.d.e). This session is open only to those who have an intermediate knowledge of French and, in the case of temporary residents, those who hold a work permit that is valid for more than one year or are in the process of becoming permanent residents. At the end of this session, which comes with financial assistance, participants planning to become permanent residents will receive an attendance certificate confirming their learning about democratic values and Quebec’s values, (Government of Quebec, n.d.e), a mandatory step for becoming a permanent resident in Quebec. However, the person interviewed who works for an immigration organization suggested that making this training available to non-Francophones and all temporary residents as soon as possible could help support their integration.

Regarding francization, some of the respondents were able to take full advantage of the services offered. For example, recent temporary residents were able to take advantage of the new courses that the Government of Quebec offers for free (Government of Quebec, n.d.f and g). However, others did not have access to such resources during their stay or were unable to take francization training for various reasons, such as the cost and their availability. Since 2018, the Government of Quebec has increased its budgets for francization of immigrants, including temporary workers. In addition, in the summer of 2023, the province plans to launch Francisation Québec, which is intended to ensure better co-ordination of the francization training offered across the province and in various settings (e.g., academic, community and work) (Government of Quebec, n.d.h). However, although the francization training has been improved and financial assistance, as well as reimbursement of transportation and child care costs, is now available, there are still some challenges, such as for those who juggle French courses, a full-time job and family obligations. The stakeholders’ responses also indicate that the francization training is not equally available in all regions and that it can also be affected by a lack of teachers, given the labour shortage. In addition, the respondents reported that francization in the workplace is often an effective method, but that not all employers are aware or take advantage of the francization in the workplace program. The stakeholders provided mixed responses about whether, at the time of the study, francization enabled non-Francophone skilled TFWs to attain the intermediate level required to access the PEQ, for example.

The most common challenges encountered during settlement. In addition to francization, recurring challenges include the weather, health insurance coverage or access to care (for example, the shortage of family doctors), lack of child care spaces and difficulties understanding how the school or tax systems work. Although most respondents said that finding housing had not been a major challenge, particularly for those who received support from their employer or host organization, several stakeholders reported that housing was an issue in their region at the time of the study. Finally, for TFWs who arrived recently, settlement in Quebec was affected by the COVID-19 pandemic. For example, the isolation and social distancing measures implemented at the start of the pandemic made it difficult to meet new people and contributed to some people’s feelings of isolation. These challenges are not unique to English-speaking skilled TFWs, but may be complicated or exacerbated by a limited command of French.

Renewal of immigration permits. The majority of respondents had to renew their temporary permits; in most cases, while still working in the same job. Six applied for a different permit (e.g., to go from a closed permit to an open permit) or had to submit a new application due to a change of job or situation (e.g., recovery from a work-related injury). In 2021, for temporary workers already in Canada, the wait time to renew a work permit was 133 days online and 239 days using a paper form (Diallo et al., 2022). Stakeholders, as well as some respondents, explained that processing times can pose a challenge for those whose permits expire during processing and who then find themselves with implied status (“maintained status during processing,” according to IRCC’s new terminology), with direct consequences on access to services, such as Quebec health insurance. The issue of immigration permit renewal is stressful for all respondents, and has occasionally led to significant administrative problems. For example, one respondent explained that an administrative complication following the renewal of her temporary permit prevented her from returning to Canada even though her daughter was still here, which caused the family significant distress. The child was eventually reunited with her family abroad, but because of the delays in obtaining a new permit, the skilled temporary worker preferred not to return to Canada, despite her interest in the field she had worked in during her stay.

Regulatory and legislative changes. Some respondents also raised concerns about draft regulations or legislation that arose during their stay. For example, a couple of respondents mentioned having to reconsider their migration options following a change to the PEQ, which now requires level 7 French proficiency for the principal applicant and level 4 for the partner. At the same time, the political and media context surrounding migration to Quebec also created stress. For example, a hijab-wearing professional researcher who was in Quebec when the Act respecting the laicity of the State (Bill 21) came into force feared she would have to cut short her stay for that reason. Similarly, several respondents and stakeholders mentioned Bill 96, now the Act respecting French, the official and common language of Quebec. This act creates a tighter framework for the use of French as the common language of the public administration and the language of integration. It also strengthens obligations related to the use of French in the workplace. The media coverage of this bill and its adoption raised concerns about the effects of these measures on employment opportunities, socio-professional integration and long-term settlement opportunities for those with limited proficiency in French.

Building a social network

Most of our respondents said that their social integration had been fairly quick after arrival in Canada, and that they had been able to form networks through work (colleagues), their place of residence (roommates, neighbours), or pre-existing or new ties (local acquaintances, friends of friends, spouse’s network), or based on communities of shared language or culture. Some met new people through volunteering, taking language courses or participating in various activities (e.g., sports, exercise and recreation). Approximately two out of five respondents said they had experienced a period of isolation of varying length, and the reasons most frequently cited were the circumstances of the pandemic, a busy schedule, the language barrier, a lack of opportunities to meet new people, or some level of geographical isolation (e.g., living outside an urban centre). People who came to Canada to work in an academic or research environment seem to have had less difficulty forming social ties than those who came to work in a company job.

Most of the respondents had a network composed of people from international backgrounds and therefore speaking a mix of languages, with English often serving as lingua franca between people of diverse origins. Few mentioned having formed ties specifically with organizations or associations, anglophone or otherwise. That said, some mentioned that they had made a conscious effort to integrate into the Francophone community, notably to improve their French with a view to long-term residence. Several of the organizations we spoke with provide services specifically intended to connect immigrants with local activities that can facilitate their integration into the community as well as their language development.

Differential treatment

Slightly more than half of respondents (18) said that they had not been treated differently at work or elsewhere because of their language level, temporary status or origins. Most of the issues raised by the ten other participants concerned French language proficiency. Several of these individuals had experienced negative interactions or been the target of disparaging comments, mainly in their everyday life and occasionally at work, due to their lack of fluency in French. Some of them said that French language proficiency remains an obstacle to their integration in the workplace or to their career progression.

Finally, four people mentioned incidents of discrimination at work associated with their temporary status with the employer or incidents of racism, particularly involving clients. Some of the organizations we met with are actively working to combat prejudice and racism by raising awareness of these issues in the local community and offering support and training to employers and their employees. That said, numerous stakeholders acknowledged that skilled TFWs may experience prejudice in a variety of contexts, particularly in areas outside of the more multicultural centres, where immigration is experiencing sudden growth and where employers lack preparation.

Settlement and integration support

Overall, most of our respondents had a positive settlement experience. The most frequent comment made by our respondents regarding settlement was that they would have liked to have a guide or checklist to help them understand administrative processes in Quebec and better organize their approach (e.g., banking procedures, tax rules, access to health care, telecommunications, transportation).

For people who experienced difficulty navigating the steps involved in settlement, the consequences range from minor delays in processing to major issues that can have an impact on the migration trajectory. For example, one interviewee explained that their children had been unable to attend school for several months because of an administrative issue related to their names on official documents. Given this negative experience for the children during the stay, the family chose not to settle in Quebec in the long term, and obtaining permanent residence elsewhere in Canada was not an option given the advanced age of the principal applicant and the fact that they had not stayed long enough in Quebec.

Generally speaking, our respondents did not mention having any serious difficulties getting by in English when necessary, particularly in the Montreal area. On the other hand, stakeholder responses indicate that access to services in English can vary considerably by region, depending on the language rules associated with government funding as well as the attitude and language skills of the people delivering these services.

Alternatively, several interviewees received more informal help, for example from roommates, neighbours, landlords or friends they had met during a previous stay. Some received support through churches and people in their cultural community.

Finally, we note that the level of settlement assistance provided by employers varies considerably. Some offer comprehensive support, including language training, while others only provide information or immediate assistance upon arrival. Quebec has some interesting organization models that support employers in settling their TFWs. For example, Préférence Estrie, a non-profit organization created in 2003 and funded by public and private employers in the region, helps employers plan for and facilitate the settlement of the TFWs they hire and their families. The organization is responsible for everything associated with housing, transportation, schools, daycare, francization, job-search assistance for spouses, etc.

Integrating in the workplace

Employment status

The majority of the people interviewed were given a closed work permit for a period ranging from three months to three years. Only two of those interviewed had an open work permit at the time of their temporary stay. One came to Quebec as part of a research internship, and indicated that they had specifically applied for the open work permit under International Experience Canada so they could remain longer in Canada afterwards.

The majority of participants did not take any training before arriving in Canada. Some people said that they tried to improve their English language skills either on their own or by taking classes. A few people also made varying degrees of effort to improve their French.

As previously mentioned, virtually all of our respondents arrived in Quebec with an existing contract. As a result, they did not have to conduct a job search in Quebec to find their first position. On the other hand, some spouses found it more difficult to find suitable employment. Such challenges can also affect skilled TFWs seeking to change jobs during or toward the end of their temporary stay. Although this problem was not raised by the workers interviewed, some stakeholders pointed out that under their agreements with the Quebec government (Service Québec), they are not allowed to serve non-Francophone clients with employability-related issues. A representative of an immigration organization said that exceptions can be made in this area, as was the case with the reception of Ukrainian temporary residents.

Language at work

Approximately half of the respondents (18) said that they mainly worked in English during their temporary stay, either in a predominantly anglophone environment or in one where it was possible to use English for most of their tasks. Several of the TFWs who arrived for post-doctorate studies or research stays chose institutions or units where the working language was English. Eight people worked in a predominantly or exclusively francophone environment, which created significant integration challenges in the majority of cases. They found it difficult to build trusting professional relationships and understand the nuances of the tasks required of them. Seven people worked in a mixed linguistic environment, and two others worked mainly in their first language, such as in a language school.

Working conditions and matching skills and qualifications

Most respondents were satisfied with their working conditions and how they were welcomed into their professional environment. Respondents described experiences that met their expectations, welcoming work environments and a good work-life balance.

However, several said that their income during their temporary stay was low, particularly those who arrived with an allowance that was intended to cover the cost of living but was not an actual salary. This was particularly the case for the individual who arrived as part of a program to teach English abroad, and for respondents who came to Quebec as part of a paid research stay. Some of those who worked in companies and other organizations said that salaries might have been higher elsewhere, but that their situation in Quebec provided them with advantages that compensated for this difference (e.g., better work-life balance or lower cost of living in Quebec).

That said, a minority of respondents mentioned challenges in their work environment, such as isolation, mainly due to language, or schedules that were much more demanding than expected. Additionally, two people said they had experienced unsafe working conditions. One of the two suffered a serious injury at work and had to undertake a long and arduous process to resolve their temporary status during their recovery.

The majority of respondents (25) also reported having obtained a temporary job that matched their qualifications and in their field. Two people indicated that they were overqualified for the position they obtained, mainly because they did not have the level of French necessary for integration at their level, or because they had not found resources to help them search for a job in line with their experience. At the time of or prior to the study, five individuals had to deal with non-recognition of their degrees or qualifications. Two of these were physicians who had come for post-doctoral positions. Stakeholders also raised this issue of prior learning recognition. It might arise, for example, if a skilled TFW applies for permanent residence and their credentials are determined not to meet the required level, since the credential recognition processes are different for temporary and permanent residence permits. Representatives of organizations also pointed out that the lack of recognition of prior learning can affect the spouses of TFWs, thereby impeding the family’s socio-economic integration. For example, two respondents said that their spouses had difficulty finding a job, or a job in their field for regulated professions.

Issues associated with closed work permits

Closed work permits make TFWs, even skilled ones, vulnerable (Bélanger et al. 2019; Coderre & Nakache, 2021). They cannot change jobs easily, and an unsatisfactory work environment therefore poses more difficulties for them. Although there are measures in place to enable temporary workers with closed permits to change jobs, this process is very stressful for temporary residents, who may be unaware of the options available to them, or fear major problems if they try to exercise them. At the same time, organizations serving immigrants are not always in a position to help them, and point to a certain lack of consistency between levels of government on this issue.

More generally, people with temporary residence may not be aware of their rights and the services available to them (Institut du Québec, 2022; Bélanger et al., 2019). One result of this is that it is difficult to identify administrative errors in dealing with the authorities, or to recognize potential abuses on the part of certain employers. One stakeholder also pointed out that it can be hard for someone with limited proficiency in French, and English too in some cases, to understand and advocate for their rights in the workplace, which can make non-French-speaking TFWs with a closed permit doubly vulnerable. For example, one person told us that the employer and the recruitment agency they dealt with had promised that they could bring their family to Canada after six months, but they encountered obstacles in doing so, and received no support from their employer. This person is now looking to obtain permanent residence as quickly as possible so they can bring their family to Quebec.

Transition to permanent residence

Number and admission category of English-speaking skilled temporary foreign workers who transitioned to permanent residence in Quebec

Of the 27,499 English speakers who obtained a temporary work permit between 2012 and 2021, a total of 3,986, or 14.5%, subsequently transitioned to permanent residence. A similar proportion is observed for all skilled TFWs who transitioned to permanent residence (15.4%).

Figure 4: Proportion of English-speaking skilled TFWs who transitioned to permanent residence by year when the first work permit was obtained, 2012 to 2021, Quebec

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 4

	2012	2013	2014	2015	2016	2017	2018	2019	2020	2021
Anglophone	16.2%	17.4%	16.7%	16.4%	20.4%	15.5%	18.3%	13.2%	7.0%	1.1%
Total	22.8%	24.7%	19.3%	19.2%	17.7%	16.4%	17.3%	12.7%	6.1%	0.9%

Of those who transitioned to permanent residence, 72.3% came from the IMP and 27.7% from the TFWP (Table 2). In terms of permanent residence programs, the vast majority (86.3%) were admitted under the economic class. The family class accounts for 13.1% of admissions, and refugees or protected persons, 0.5%.

Table 3: Number and percentage of English-speaking skilled TFWs who transitioned to permanent residence by permanent residence admission category, Quebec

*This class includes the Quebec and federal government components. IRCC does not have information on Quebec-specific immigration streams in the data for this project.

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

As described in the introduction, the Province of Quebec offers a variety of immigration programs for temporary workers: the Programme de l’expérience québécoise (PEQ), the Regular Skilled Worker Program (RSWP), and pilot programs for specific occupations. During the study period, the PEQ and RSWP were the main pathways for skilled TFWs specifically.

The number of TFWs who obtained a Certificat de sélection du Québec (CSQ) through the PEQ increased steadily over the study period (MIFI, 2020). Given its criteria, the PEQ is less accessible to people with limited knowledge of French. Although the total number of TFWs who obtained a CSQ through the PEQ increased steadily over the study period, only a few of the temporary residents interviewed were considering using this pathway, and four had applied for their CSQ under this program. The linguistic profile and migratory paths of these people varied. In addition, some of them had difficulty applying to the program, or abandoned their plans to settle permanently in Quebec for reasons unrelated to the program:

• One person improved their French quickly after arriving in 2019 and did everything through the PEQ. They obtained the CSQ, but had to wait a long time before finally being granted permanent residence in 2022. The delay caused them a great deal of stress and prevented them from taking advantage of several job opportunities that arose in the meantime.
• One person met a Canadian partner during their temporary stay and applied to the PEQ and for family sponsorship at the same time. This person sought to improve their French, but their application to the PEQ was rejected because their level of French was too low. They eventually obtained permanent residence through sponsorship.
• Two people were already proficient in French when they arrived. They went through the PEQ and obtained a CSQ. However, they then terminated the process, in one case because their spouse had secured permanent employment in their home country, and in the other because of the complexity of the administrative procedures and after receiving a satisfactory job offer in their home country.

Our interviews confirm that, for skilled TFWs with limited proficiency in French, the PEQ is an inaccessible pathway. Most must therefore transition to permanent residence through the RSWP, using, as of 2019, the Arrima portal. Three people in our sample obtained permanent residence through this pathway, and several others were considering doing so. One key condition for transitioning through the RSWP is having a permanent job offer in Quebec. At the time of the study, more points were awarded for jobs in the regions, with a view to fostering the regionalization of immigration. This criterion can represent a challenge for people whose temporary contract is due to expire and whose employer does not wish to renew it. Furthermore, one stakeholder said that people who go through the RSWP have no chance of being invited to submit a permanent selection application (CSQ) if their expression of interest does not include a permanent job offer (PJO) from their employer validated by MIFI (Government of Quebec, n.d.c.) According to the Quebec government’s website, an RSWP candidate with a PJO is awarded additional points in the ranking system for the expression of interest. The respondent maintained, however, that this is more of an absolute condition, even though it is not made clear to candidates.

Three people in our sample obtained permanent residence through sponsorship instead, and a few others were considering it. For example, one person who was interviewed had just applied for permanent residence through sponsorship using the services of a consultant. This individual would have liked to obtain permanent residence following their temporary stay, but was unable to obtain a permanent job.

Finally, two respondents in our sample had initiated procedures to obtain permanent residence in Canada through programs using Express Entry in another Canadian province. For example, one returned to India after a temporary stay in Quebec and began the process to settle in Ontario or Alberta through the Canadian Experience Class, because they could not speak French. One couple in our sample also chose to proceed through Express Entry to try to settle in another province because Quebec had just increased the language requirements for the PEQ, but also because the principal applicant’s partner would like to work in a regulated occupation that requires citizenship in Quebec rather than just permanent residence as in other Canadian provinces.

The trajectories of the permanent residents in our sample show the variety of transition pathways that may or may not lead an English-speaking skilled TFW to permanent residence in Quebec. However, one theme ran through all the interviews: people found it difficult to get clear information about their options for obtaining permanent residence, as well as guidance for making their choice.

Characteristics of English-speaking temporary foreign workers who transitioned to permanent residence

As previously mentioned, more English-speaking men (73.1%) than women (26.9%) obtained a work permit as a skilled TFW during the period from 2012 to 2021. This gap is slightly wider for those who transitioned to permanent residence, 75% of whom are men. When the totals are examined separately based on gender, we note that a slightly higher proportion of men than women are likely to transition to permanent residence. A total of 14.9% of all English-speaking men who obtained a work permit as a skilled worker between 2012 and 2021 transitioned to permanent residence, compared with 13.5% of all women.

In terms of country of birth, 52.9% of those who transitioned to permanent residence were born in Asia, and 23.9% in the Americas (Figure 2).

Additionally, those who transitioned to permanent residence were also proportionally slightly younger at the time of their first admission than those who did not (Figure 5). This could be explained by the fact that age is one of the variables that determine scores in the RSWP and in programs managed through Express Entry, with older candidates being awarded fewer points.

Figure 5: Proportion of English-speaking skilled TFWs by age group, Quebec

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 5

Age group	Total	Have not transitioned	Have transitioned
Under 18 years	0.7%	0.9%	0.0%
18 to 24 years	14.7%	15.8%	7.8%
25 to 34 years	50.3%	47.8%	64.5%
35 to 49 years	27.4%	27.7%	26.0%
50 years and older	6.9%	7.8%	1.7%

As for marital status, we note that a slightly higher proportion of English-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 were single (45.7%), as opposed to those who were married or in a common-law relationship (40.8%) (Figure 6). However, this is not the case for those who subsequently transitioned to permanent residence, where there is a higher proportion of people in relationships (53.1%) than single (38%). These differences appear to indicate that marital status has some influence on the transition to permanent residence, with individuals in a relationship being more likely to transition. Indeed, our interviews show that having a Canadian partner, or seeing their partner and/or children thrive in Canada, can be an important determinant in the decision to apply for permanent residence. Stakeholders also pointed out that the RSWP favours people with families, but that those individuals are also less likely to want to relocate once they are settled, compared to single people who have fewer ties. That said, one stakeholder explained that those applying through the RSWP may face difficulties given the way the scoring system takes family members into account.

Figure 6: Proportion of English-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 by marital status, Quebec

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 6

Marital status	Total	Have not transitioned	Have transitioned
Single / Separated / Divorced / Widowed	45.7%	47.0%	38.0%
Common-law / Married	40.8%	38.7%	53.0%
Not declared	13.5%	14.3%	9.0%

In terms of skill levels, English-speaking skilled TFWs who transitioned to permanent residence are slightly more likely to hold professional or managerial positions than those who did not, and slightly less likely to be employed in technical occupations or skilled trades.

Figure 7: Proportion of English-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 by professional skill level, Quebec

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 7

Professional skill level	Total	Have not transitioned	Have transitioned
0 - Managerial	8.7%	8.5%	10.2%
A - Professional occupations	61.5%	60.4%	67.9%
B - Technical occupations and skilled trades	29.8%	31.1%	21.9%

Reasons for choosing permanent residence

The reasons why people transitioned or are considering transitioning are varied and overlap. A number of respondents explained their desire to settle in Quebec, or in Canada, for the long term by citing a greater feeling of security, better social programs, a better educational system, better infrastructure, a more dynamic environment (whether work or general), vibrant living conditions, a pace of life that appeals to them, a society perceived as being more tolerant or welcoming, a work structure more in tune with their values (e.g., with regard to performance expectations and work-life balance), or a healthier political context than in their country of origin. Some also mentioned that living in a more or less bilingual environment was appealing.

Several respondents wanted to obtain permanent residence chiefly in order to be done with temporary status, which requires constant renewals and comes with various drawbacks and restrictions. Stakeholders confirm that temporary status is uncomfortable for most people.

For a number of our respondents, the decision to transition to permanent residence was also very much connected to their partner’s situation.

• As noted above, several people were or became involved in a romantic relationship with Canadians, and were able to get sponsored to obtain permanent residence.
• One skilled individual with an open permit, who had accompanied her Canadian spouse when he returned from Europe, never managed to find a job in her field after some time doing university research. This person told us that she stayed in Quebec for her spouse and would have gone back if she had been alone. This woman obtained permanent residence via sponsorship in 2021.
• Conversely, another person, who had good proficiency in French on arrival and who managed to obtain the CSQ through the PEQ, put an end to her efforts to obtain permanent residence and returned to her country of origin, where her partner had found a permanent job in line with his skills, something he had not managed to do in Quebec.

These examples demonstrate that having good professional opportunities that match with the ambitions of the individual and their partner, if applicable, is an important determinant for skilled TFWs.

Reasons for hesitating to apply for permanent residence

A number of people in our sample were not sure if they wanted to apply for permanent residence, either because they were not aware of the various programs and their criteria or because they were waiting to see if their quality of life in Quebec, whether professional or personal, would be satisfactory. A few who returned to their country of origin or moved outside of Canada after their temporary residence had not ruled out the possibility of returning to Canada someday in a more permanent way, for all the same reasons as those who had begun or completed the process of obtaining permanent residence.

That said, several people still living in Quebec or now living abroad have hesitated to begin the process of obtaining permanent residence because it seems long and arduous. Some of these individuals would consider settling outside Quebec, in the hopes that the process would be a little simpler or quicker, even though they are enjoying or enjoyed their experience in Quebec. We will return to these points below, in the section that deals with challenges encountered in transitioning.

Reasons for not choosing permanent residence

A number of people in our sample chose not to apply for permanent residence. For some, this decision was based on more personal factors. For example, one person obtained an offer extending their temporary contract but returned to India to look after their sick father. Other respondents, or their partners, were offered better job opportunities abroad or realized that the opportunities in Quebec would be limited in their field for various reasons (e.g., few positions available, language restrictions). One person who planned to go back to school chose to continue their education in Europe because of the quota system at McGill University and the high tuition fees for international students in Quebec. Another respondent returned to Europe after their stay and got a permanent job, but explained in passing that it had never been clear to them that temporary residence could serve as a springboard to permanent residence. Finally, one doctor who had enjoyed their time doing a post-doctorate fellowship in Quebec mentioned that they did not want to stay because they would not be able to practise medicine in Canada due to the fact that their credentials would not be recognized.

The reasons given by some respondents also shed light on the challenges potentially faced by English-speaking skilled TFWs attempting the transition. Some gave up on starting the process because obtaining permanent residence seemed too difficult without proficiency in French.

Challenges encountered in the transition process

This section summarizes some of the challenges that English-speaking skilled TFWs can face when trying to transition to permanent residence, namely criteria connected with proficiency in French and—according to some—the difficulty of the tests used to demonstrate this proficiency, the complexity of the processes, the points system for RSWP cases, the situation of their spouses, and fact that their credentials are not recognized. Stakeholders are practically unanimous in saying that it is not easy for an immigrant, especially if they are non-Francophone, to navigate their way through immigration procedures, particularly if their case is not simple. The agencies cannot offer immigration advice and therefore refer people to consultants, but acknowledge that the costs are likely prohibitive for many TFWs, even skilled ones.

That said, the issue most frequently mentioned by all respondents and by stakeholders with regard to transitioning to permanent residence is how long everything takes. For people who submit an application under the RSWP, the timelines are especially long. A person who completes an expression of interest in Arrima has to wait to be invited to apply for selection. It is impossible to estimate how long this step will take. Once a person has received an invitation to submit their application, the average time to obtain a response was six months (Diallo et al., 2022). Subsequently, a person who has obtained the CSQ must then submit a permanent residence application to IRCC. In 2021, the average processing time was 31 months (Diallo et al., 2022). Although a person eligible for the PEQ does not have to submit an expression of interest, the total time to obtain permanent residence could take up to 37 months in 2021 (Diallo et al., 2022). The issue of timelines was raised by all stakeholders, who indicated that long delays are an issue when it comes to obtaining both temporary work permits and permanent residence.

In comparison, as pointed out by Diallo et al. (2022), programs managed via Express Entry make quicker immigration possible in other provinces. Sure enough, this has led some of our respondents to choose that option. That said, Express Entry is also not stress-free. For example, our respondents have had to take the English language test multiple times in order to obtain the necessary points and have also worried about the timelines between invitations to apply. Moreover, two people mentioned that because their temporary stays in Quebec had been cut short, they had not accumulated the sufficient number of months to apply through Express Entry. Finally, one person who is now abroad would have liked to have been able to apply to a program through Express Entry, but they consulted a specialist who explained to them that they would need high marks in French and English as well as at least three years of professional experience in their field. This person is striving to meet these criteria so that they can return to Canada.

The other challenges encountered by those in our sample no doubt overlap with those experienced by everyone who tries to obtain permanent residence, including the cost involved in the process and the administrative burden. With regard to the IRCC permanent residence procedure, several respondents mentioned that it was very cumbersome to have to recount all the travel they had done over the past 10 years, especially for people who had been in long-distance relationships in different countries or who had had to travel frequently for work. Some respondents said that it was difficult for them to provide certain documents, but also that, because of the timelines, they were afraid that these documents might expire before the file was assessed.

The respondents also mentioned several times that it had been difficult or nearly impossible for them to contact an IRCC employee to obtain assistance. A number of people were successful in contacting IRCC directly, but most of them said that they had trouble speaking to an IRCC representative or getting clear answers to their questions about the process. Representatives of immigration agencies also indicated that communicating with IRCC was difficult and that they did not have a direct point of contact with the Department.

Positive factors and support with transition

In terms of support received in the process of transitioning to permanent residence, responses varied greatly from case to case. Some respondents used lawyers or specialized consultants to help them with a part of the process (e.g., choosing a program) or the entirety.

In some cases, respondents received information or support from their employer, often for a specific part of the process (e.g., an information session about permanent residence, financial support from employers for the CSQ, the services of a lawyer, a letter of support, a permanent job offer). Some respondents told us that their employers encouraged and/or supported them in the steps they took to obtain permanent residence. Stakeholders explained that some employers support the transition of their skilled TFWs, chiefly in order to reduce the costs and complexity of administrative processes associated with getting a temporary permit but also as a long-term retention strategy. However, some employers fear that a TFW will leave their employment once they have obtained permanent residence. Other employers simply do not have the resources or knowledge to help their employees with their transition, so the degree of employer support and involvement varies significantly.

Some respondents proceeded completely autonomously, finding information on the IRCC website or on forums and blogs. That said, a number of skilled TFWs interviewed indicated that they would have liked to obtain more information about transitioning from temporary to permanent status.

The interviews indicate that some resources about this topic are indeed available. For example, Montréal International, one of the agencies devoted to attracting international talent to Quebec, offers information sessions for its client companies and skilled TFWs regarding the transition to permanent residence even though this is not the agency’s primary mandate. Respondents also told us that they attended these types of presentations through the university with which they were affiliated in Quebec. Such resources are not always available or visible to English-speaking skilled TFWs. As mentioned, most organizations do not have specialized knowledge about temporary workers transitioning to permanent residence, and therefore refer their clients to immigration consultants or lawyers, all the while acknowledging that these resources are not within everyone’s reach.

Impact of permanent residence

Most respondents who obtained permanent residence did not see any major changes with regard to their employment. One person got a promotion when they obtained their open permit while waiting for permanent residence. The respondents and the stakeholders indicated that permanent residence is especially associated with greater peace of mind, a profound feeling of relief and a sense of accomplishment. Permanent residence also gives access to more services (e.g., mortgage loans to buy a property, courses without the need to pay international student tuition, more settlement services). Respondents also think that having permanent residence helps them when they are looking for work. That said, many say that permanent status is not a panacea because, in their view, Canadian citizens and people with more Canadian experience continue to be prioritized when it comes to employment. Moreover, having a limited knowledge of French remains a barrier in terms of professional and personal integration, even for someone who has obtained permanent residence. In the same way, stakeholders say, successful long-term integration also depends on the reception and integration in a person’s workplace or living environment, not only on obtaining permanent residence.

Decision to reamin in Quebec

Only slightly more than half (54%) of those who transitioned to permanent residence intended to remain in Quebec when they obtained their permanent residence (Figure 8). A little over a third (34.8%) intended to settle in Ontario. Of the five main cities of destination considered when they got permanent residence, only two are located in Quebec: Montreal (48%) and Québec (2.6%). The three others are Toronto (26.2%), Vancouver (6.4%) and Ottawa (5.2%).

This is reflected in the responses of some of our respondents. For example, one person said that they were in the process of improving their French because they wanted to apply for the PEQ, but would much prefer to settle in an anglophone province in the future.

Figure 8: Proportion of English-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 by intended province of destination at the time of obtaining permanent residence, Quebec

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 8

Province	Total
Quebec	54.0%
Ontario	34.8%
Western Provinces or Territories	9.6%
Atlantic Provinces	1.6%

On the whole, only some of those interviewed (2) said that they intended to remain in Quebec, and specifically Montreal, in the long term. Furthermore, three people said that they planned to stay in Montreal for the medium term. One of those individuals, who is overqualified, said that even though she and her husband are prepared to relocate for a job that matches their skills and qualifications, she would prefer to stay in Montréal for now and try to overcome the difficulties she faces, despite the fact that the passing of Bill 96 has made her life harder. For the two others, the reasons for this choice are related to factors such as higher cost of living in other provinces, the fact that they like the city, easy access to public transit, good employment opportunities, the fact that they have established social networks in the city, the fact that they bought property, and not wanting to manage the stress of organizing another move. Despite this, one of these individuals still plans to relocate after obtaining Canadian citizenship, for language barrier reasons. Both also mentioned that permanent residence gives them more professional options and more access to property ownership, and that it means they are free to determine where they would like to stay in the long term without having to worry about timelines dictated by the duration of work permits.

These perceptions are similar to those of another individual who had not yet defined their long-term plans but who thought that having permanent residence gave them the necessary security to put those plans into motion, whatever they might be. Their plans are ambivalent: although they had put down roots in Quebec, they considered moving to a different province because of language issues but hesitated to uproot themselves yet again and to move further away from Europe.

Finally, one person said that they wanted to settle in Canada in the long term but not necessarily in Quebec, and another person, who moved back to Europe after obtaining permanent residence because they could not find work in their field due to language issues, said that they thought about returning in order to settle in Canada, outside Quebec.

A number of studies have further explored this increased mobility capital associated with having permanent residence. These studies show that, for skilled individuals in particular, obtaining permanent residence is more a question of convenience, as it gives them more rights and opportunities in Canada, while allowing them to consider various forms of mobility in the medium and long term, in Canada or elsewhere (Bélanger et al., 2021; Nakache and Dixon-Perera, 2016; Patzelt, 2021; Traisnel et al., 2020). These individuals often want to have the option of being mobile so that they can react to changes in opportunities, contexts, and wellbeing (Bélanger et al., 2021; Désilets, 2019; Nakache and Dixon-Perera, 2016; Patzelt, 2021).

Conclusion

Through a literature review, quantitative data analysis and interviews, this study sought to answer the following question: What factors influenced English-speaking skilled TFWs’ transition to permanent residence in Quebec?

English speakers accounted for approximately 28% of the skilled TFWs who obtained an initial work permit in Quebec during the study period (approximately 27,500 people). These people, who were relatively young and comprised more men than women, had arrived mainly via the IMP (82%). The English-speaking skilled TFW population in Quebec is quite varied in terms of the context for their stay, country of origin, and linguistic profile. Our sample includes professionals who were offered business or agency jobs in Montreal and in the regions, post-doctoral candidates and masters and doctoral students doing research in Quebec, participants in international professional programs, and spouses of temporary skilled workers or Canadian citizens. Most of these people had proficiency in English, often spoke one or more other languages, and had limited proficiency in French on arrival. While a number of them were able to work in a multilingual context or mostly in English, especially in a university setting, others encountered more language-related challenges to professional integration.

Immigration agencies in Quebec, especially in the regions, support TFWs, including skilled ones, when they arrive, and work with employers to facilitate their settlement and promote the integration of these workers and their families. With regards to francization, although services in Quebec have recently been improved and a number of options are within reach of skilled TFWs who want to improve their French, learning a language may be difficult to combine with a full-time work schedule and other obligations. This may pose a serious challenge for someone looking to reach the language level required to obtain permanent residence with the PEQ.

Our respondents who chose to stay in Quebec for the longer term did so for various reasons, but chiefly owing to professional opportunities. Similarly, those who decided not to transition often made this choice because of a lack of satisfactory professional opportunities for them or their partner in Quebec, or because they had better opportunities elsewhere. However, it is important to keep in mind that many other personal and family factors can influence decision-making. The reasons why English-speaking skilled TFWs wish to obtain permanent residence in Canada most often include a mix of professional interests and the desire for a good quality of life. A number of our respondents want to remain in Canada because it boasts a more stimulating or balanced work environment, a more stable socio-political situation, a greater feeling of security, good social programs or an educational system that is better than in their country of origin. In this sense, obtaining permanent residence in Canada is a natural step in implementing a medium- or long-term professional, personal and family plan. Moreover, temporary status is a stress or vulnerability factor for these skilled TFWs, and even more so for those with a closed permit and who do not feel comfortable speaking French. Accordingly, peace of mind, better mobility, more protections and better access to various services and programs also motivate these people to obtain permanent residence, in order to stabilize their situation and that of their family.

Their experience transitioning is not always easy. First, depending on their level of French, they cannot have access to the PEQ, the “express” route for obtaining permanent residence in Quebec. Those who obtain permanent employment tend to gravitate toward the RSWP, but this stream may be quite long and is less favourable to anglophone and allophone applicants or those whose partner does not have proficiency in Canada’s official languages. Some of those who have this option will opt for sponsorship or will plan to relocate elsewhere in Canada in order to transition more easily or more quickly. The complexity, slowness, inconsistencies, and impersonal nature of the process, as well as the fact that credentials are not recognized, can negatively impact the transition experience, even dissuading some from trying to change their status. Immigration agencies are generally not able to offer advice or closely assist skilled TFWs in their transition to permanent residence, and the costs of hiring an immigration consultant are high.

While proficiency in French often seems like an advantage for skilled TFWs outside Quebec when they obtain their permanent residence, people who have limited proficiency in French in Quebec and who want to remain in the province long term are faced with many more challenges, not only in making the transition, but also in integrating in the workplace and settling in the province. Services offered in English may be more limited depending on the region, and some programs offered by immigration agencies are only available in French. All these factors no doubt play a role in the fact that only half of those who obtained their permanent residence during the study period wanted to remain in Quebec in long term.

Possible courses of action

Because Quebec and Canada share immigration responsibilities, we will present the courses of action and suggestions that have emerged from the research and on which IRCC can have an influence for a smoother transition process.

Reduce processing delays for work permit and renewal applications from skilled TFWs, including for people who have obtained a CSQ. Processing delays are a major concern that was raised by stakeholders and English-speaking skilled TFWs. In the summer of 2022, wait times to obtain permanent residence were 37 months in Quebec, in contrast with six to 28 months elsewhere in Canada (Diallo et al., 2022).

Ensure that clear and complete information is provided to English-speaking skilled TFWs before they arrive in Quebec, especially about the language situation in the province and about options for francization, the resources available for integration, and the transition to permanent residence. Providing skilled TFWs with this information (pre-departure or at least on arrival), especially for people who do not have strong support from their employer, would help them prepare and could help reduce setbacks during the settlement period. Moreover, a number of our respondents would have liked to have had access to a kit, a practical guide or a checklist to help them navigate the administrative procedures for settlement, including the costs involved, access to health care, banking procedures, transportation, and tax rules. It would also be important to ensure that English-speaking skilled TFWs are informed of the existence of anglophone associations and organizations where such organizations exist.

Facilitate access to immigration consulting resources. Immigration agencies are frequently approached by TFWs looking for immigration advice, either to make decisions (e.g., choosing one program over another), to solve problems (e.g., issues related to the closed permit or a renewal) or to get help with the application process. Because the cost of hiring consultants and specialized lawyers is high, it would be good to facilitate access to such resources, at least for temporary residents with limited resources. IRCC could facilitate such access by supporting immigration agencies in Montreal and in the regions that want to hire staff certified in immigration or by giving grants to employers who want to use regulated resources to support their employees.

Increase support for and awareness of temporary foreign workers’ rights. IRCC could encourage and showcase the success of employers and their partner agencies that use best practices with regard to reception, integration, and good working conditions for skilled TFWs. TFWs also need to be better informed and supported so that they feel safe inquiring about their rights or reporting abusive workplace situations in their preferred official language. Currently, a lack of information and fear of reprisals or of further delays in processing their files discourage temporary residents from filing complaints, even though channels exist for them to leave a problematic workplace.

Provide compassionate and personal client service, as well as systematic, clear and easy access to Department information for temporary residents. Many of our respondents encourage IRCC to provide compassionate, personal and more transparent client service and to tackle not only delays but also inconsistencies and variations in the processing of files. Respondents who have dealt with complex situations (e.g., significant administrative problems, change in status due to a workplace injury) would also have liked to contact someone at the Department to help them with the process. The impersonal aspect of the process was a significant stress factor for a number of those interviewed.

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Appendix

Stakeholders interviewed

As it was collecting qualitative data, the research team enlisted the help of representatives from the following organizations:

1. Accueil et intégration Bas-Saint-Laurent
2. Regulated immigration consultant
3. Community Economic Development and Employability Corporation (CEDEC) (Montreal)
4. Montréal International
5. Mosaïque interculturelle (Abitibi)
6. Préférence Estrie (Sherbrooke)
7. Provincial Employment Roundtable (Montreal)
8. Services d’aide aux néo-Canadiens (Sherbrooke)
9. Sherbrooke Innopole
10. Voices of English-Speaking Quebec (Québec)

Additional information on the qualitative sample

The following tables contain additional information regarding the 35 temporary residents interviewed in the context of the research project.

Table 1: Duration of interviewees’ temporary stay

Table 2: Year first work permit was obtained by interviewees

Table 3: Age group of interviewees