Canadian work permits fall into two fundamental categories: employer-specific work permits (also called "closed" work permits) and open work permits. An employer-specific permit ties the holder to a single, named employer in a specified occupation and location — changing employers requires obtaining a new permit. An open work permit allows the holder to work for any eligible employer in Canada without restriction on the employer, occupation, or location. Understanding which type of permit applies to a given situation is essential for both workers and employers, as the two types have very different practical implications for workplace flexibility and compliance.

For current guidance on work permits, refer to the IRCC work permit page and the IRCC employer-specific work permit page.

• Immigration and Refugee Protection Regulations (IRPR), s 185 — conditions on work permits generally
• IRPR, s 199 — open work permits; situations in which IRCC may issue a work permit that is not employer-specific
• IRPR, s 200(1) — the general requirement for a positive LMIA before issuing an employer-specific work permit
• IRPR, s 204–208 — exemptions from the LMIA requirement (including open work permits and LMIA-exempt employer-specific permits)
• IRCC: Employer-specific work permits — canada.ca/employer-specific-wp
• IRCC: Work in Canada — canada.ca/work-permit

Employer-specific work permits

An employer-specific work permit contains the following conditions on its face:

• The name of the specific employer the holder may work for
• The location (province or city) where work is permitted
• The occupation or NOC code

The holder may only work for that employer, in that location, in that occupation. If any of these conditions changes — the worker wants to take a second job, move to a different employer, or work in a different location — a new work permit or an amendment is required before the new work begins. Working outside the conditions of an employer-specific permit is a status violation that can have serious immigration consequences.

Who receives employer-specific permits

Employer-specific permits are issued in two main streams:

1. LMIA-based (TFWP): The employer has obtained a positive Labour Market Impact Assessment (LMIA) confirming no qualified Canadian workers are available for the position. The LMIA is employer-, occupation-, and location-specific — the resulting work permit mirrors those restrictions. Most Temporary Foreign Worker Program (TFWP) positions produce employer-specific permits
2. LMIA-exempt employer-specific (IMP): Some International Mobility Program (IMP) work permit categories are LMIA-exempt but still employer-specific — meaning the worker is tied to the employer but no LMIA is required. Examples include intra-company transfers (C12), CUSMA/USMCA professionals (T24/T25), and some other LMIA-exempt categories under IRPR s.204–208

Open work permits

An open work permit does not name a specific employer — the holder may work for any eligible employer in Canada in any occupation and location. Open work permits are available only in specific circumstances defined by IRCC policy. Key categories include:

1. International Experience Canada (IEC) — Working Holiday

Participants in IEC's Working Holiday stream (and some IEC Youth Exchange streams) receive open work permits that allow them to work for any eligible employer anywhere in Canada for the duration of the permit (typically 1–2 years). For details, see the IEC page.

2. Spouses and common-law partners of skilled workers

Spouses and common-law partners of persons holding employer-specific work permits in skilled occupations (NOC TEER 0, 1, 2, or 3) can apply for an open work permit — allowing them to work for any employer while their spouse is working in Canada. This is a key family facilitation measure. For details, see the spouse OWP page.

3. Spouses and CLPs of international students

Spouses and common-law partners of international students enrolled in full-time programs at designated learning institutions at certain levels (master's, doctoral, and some other programs) may receive an open work permit to work in Canada while their partner is studying.

4. Refugee claimants

Persons who have filed a refugee claim in Canada may apply for an open work permit that allows them to work while their claim is pending before the Refugee Protection Division (RPD). For details, see the refugee claimant work permit page.

5. Bridging Open Work Permit (BOWP)

Persons who hold an employer-specific work permit and have a pending permanent residence application may apply for a Bridging Open Work Permit (BOWP) — transitioning from the employer-specific restriction to an open permit while their PR application is processed. For details, see the BOWP page.

6. Vulnerable worker open work permit

Persons holding employer-specific permits who are experiencing or at risk of abuse in their employment situation can apply for an open work permit under the Vulnerable Worker pathway. For details, see the vulnerable worker OWP page.

7. Protected persons and certain other status holders

Persons who have been recognized as Convention Refugees or protected persons by the IRB (RPD or RAD) may receive an open work permit as part of the protected person pathway to permanent residence. For details, see the protected person pathway page.

Ineligible employers — both permit types

Open work permit holders are subject to two categories of employment restriction:

• Non-compliant employer list: IRCC maintains a public list of employers found to have violated TFWP or IMP conditions — open work permit holders cannot work for these employers
• Sex industry restriction: Open work permit holders cannot work in businesses that regularly offer striptease, exotic dance, escort services, or erotic massage

Changing employers — employer-specific permit holders

A common practical issue for employer-specific work permit holders is what to do when they want to change employers. The options are:

• If the new employer is LMIA-required: the new employer must obtain a new positive LMIA, and the worker must apply for a new employer-specific work permit before starting work with the new employer
• If the new employer is LMIA-exempt (IMP): the new employer submits an offer of employment through the IRCC Employer Portal, and the worker applies for a new work permit
• Workers should not start working for a new employer before the new work permit is issued (or, in limited circumstances, before the application is approved in principle) — doing so is a status violation

The distinction between employer-specific and open work permits is one of the most practically important in Canadian immigration — it determines a worker's flexibility to respond to new job offers and an employer's ability to bring in the worker they need. Many temporary workers in Canada are surprised to learn that they cannot simply accept a new job offer while holding an employer-specific permit — the transition requires a new work permit application, and in LMIA-required situations, a new LMIA as well. For current guidance on employer-specific and open work permit applications, the IMP Employer Portal, and the criteria for each open work permit category, refer to the IRCC work permit page.