Posted on Tuesday, January 27 2026
The basics
The C20 Reciprocal Employment work permit is a program by which a foreign worker can legally work in Canada as long as Canadians have similar work opportunities abroad:
“A work permit may be issued under sction 200 to a foreign national who intends to perform work that would create or maintain reciprocal employment of Canadian citizens or permanent residents of Canada in other countries.”
Immigration, Refugees and Citizenship Canada (“IRCC”) accordingly has a Labour Market Impact Assessment Confirmation Exemption Code C-20 which allows foreign workers to take up employment in Canada when Canadians have similar reciprocal opportunities abroad.
It’s been part of the International Mobility Program since 2014, but is often not well understood. While the previous Temporary Foreign Worker Program was primarily designed to fill labour shortages in specific industries, the C20 Reciprocal Employment exemption was created to allow for exchanges of more high-skilled workers. Many organizations think of it as an ‘exchange program’ for employees with specialized skills.
What’s required
While proof of exact reciprocity (i.e. a one-for-one exchange) isn’t required, organizations are expected to demonstrate the general order of magnitude of exchanges are reasonably similar on an annual basis.
From the IRCC (Immigration, Refugees and Citizenship Canada) website:
“This could be indicated in the exchange agreement between the Canadian and foreign parties, a letter from the receiving Canadian institution, the work contract (if it provides evidence of reciprocity) and, if necessary, the officer can request documents and/or data to enable verification of reciprocal employment volumes. Bona fide evidence of reciprocity will allow the officer to issue a work permit.
In assessing reciprocity, one would consider the relative number and percentage. For example, for exchanges involving larger numbers of foreign nationals (e.g. greater than 25), officers could require a higher minimum proportion of Canadians employed abroad to foreign nationals employed in Canada (e.g. at least 75%) than for smaller exchanges.
When the entities involved have no history of conducting reciprocal exchanges with Canada, it is reasonable to initially limit work permits to a small number of individuals and that subsequent work permits be issued only when reciprocity has been demonstrated. When organizations have a demonstrated history of reciprocal exchanges, they may be permitted some flexibility in the flow of exchange on an annual basis, as long as they are able to demonstrate that the exchanges are similar over a reasonable period of time (e.g. five years), there is a general neutral impact on the labour market
In assessing reciprocity, officers can consider not only the number of individuals working in Canada and abroad, but also employment duration and job level.
If evidence of reciprocity is not presented to the satisfaction of the officer, the work permit may be refused, or the applicant may be notified that an LMO must be obtained for further consideration of a work permit.”
One key advantage for global mobility managers is that the C20 work permits don’t have a maximum duration or renewal cap. The length of the permit can align with the employment contract on offer.
Particularly relevant for athletes and coaches
Because we host so many professional and amateur athletes in our furnished suites across Canada, while they train or play for local teams, we wanted to point out that C20 is especially relevant for athletes and their coaches.
How Premiere Suites can help
Effective global mobility can be a key driver of business success, and in these times, thinking globally is more important than ever. If you’re considering C20-based permits for your employees, talk to us about how we can help them get settled, faster.
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