Employers and immigration practitioners often consider C20 Work Permits and Intra-Company Transfer (ICT) Work Permits when facilitating the transfer of foreign talent to Canada. Both are exempt from the Labour Market Impact Assessment (LMIA) under R205 of the Immigration and Refugee Protection Regulations (IRPR), but the eligibility requirements and flexibility vary significantly.

ICT Work Permits

ICTs are designed for employees transferring within multinational organizations. To qualify, the foreign worker must:

• Be currently employed by a foreign entity with a qualifying relationship to the Canadian company.
• Have at least one year of full-time employment in the past three years (or six months under certain treaties).
• Be transferring to an executive, senior managerial, or specialized knowledge position (some treaties also include management trainees).

The maximum duration for ICTs is capped at five or seven years, depending on the role and treaty provisions. Under R205, positions must meet prevailing wage requirements, and the foreign company must be a multinational corporation.

C20 Work Permits

C20 work permits, on the other hand, provide much greater flexibility. They can be used for intermittent employment and do not require specialized knowledge, a managerial role, or prior employment with a related company.

Key advantages include:

• No minimum wage requirement, though wages are still assessed for NOC accuracy and worker self-support.
• No maximum duration or renewal cap — permits can align with the employment contract or offer.
• The ability for an ICT holder to switch to a C20.
• No one-year prior employment requirement, unless reciprocity arrangements dictate otherwise.

Key Takeaway

While both categories serve to facilitate foreign workers entering Canada without an LMIA, their practical implications differ.
👉 ICTs come with stricter eligibility criteria and capped durations.
👉 C20s offer broader flexibility and longer-term options.

Choosing the right pathway depends on the employer’s structure, the worker’s profile, and the nature of the transfer. Understanding these distinctions ensures compliance while maximizing opportunities for both employers and foreign professionals.