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Discover the top 10 Canadian Immigration updates from 2025 and practical ways HR leaders can mitigate their impact.
In brief
- New restrictions on dependent work permits, combined with the elimination of flagpoling and evolving provincial nomination rules, are reshaping how foreign workers and their families navigate Canada’s temporary and permanent immigration pathways.
- Reduced permanent residence opportunities — driven by changes to Express Entry, lower PNP allocations and declining national admissions — require employers to plan earlier and more strategically to retain foreign talent.
- Increased federal and provincial compliance scrutiny underscores the need for employers to strengthen governance, documentation and oversight to mitigate rising regulatory and operational risks.
What changed in 2025?
The past year saw rapid and substantial changes in Canadian immigration policy, affecting both temporary and permanent residence applicants and their employers. Below are the top 10 updates from 2025, their effects on foreign nationals and their employers, and some ideas and strategies for mitigating their impact.
Top 10 Canadian Immigration updates HR leaders should know:
- Changes to eligibility requirements for dependent work permits
- Amendments to Express Entry system
- Elimination of flagpoling
- Reduced Provincial Nominee Program (PNP) allocations in 2025
- Ontario Immigrant Nominee Program (OINP) Employer Portal
- Annual Immigration Levels Plan
- Canada’s 2025 budget – immigration implications
- Express Entry French draws – increasing francophone allocations outside Québec
- Significant changes to Québec’s immigration rules
- Bill C-3: Amendments to the Citizenship Act
Download our report to learn more about the top 10 Canadian Immigration updates from 2025 that HR leaders should know.
Summary
As Canadian immigration policy continues to evolve and the government strives to find the right balance in terms of levels of temporary and permanent residents, it is increasingly important for employers to remain informed, and to approach immigration and access to foreign talent strategically and proactively. Employers who do so will be in a better position to mitigate risk and to reduce the impact of the ever-changing immigration landscape on their talent agenda.
For additional information, or to discuss the insights shared in this article, please contact the contributors, Batia Stein or Gabriela Ramo. You can find their contact details at eylaw.ca.