The differences between the Open Work Permit and the Employer-Specific Work Permit are given below:
|
Criteria |
Open Work Permit |
Employer-Specific Work Permit |
|
Tied to Employer |
Not tied to any employer; you can work for almost any employer in Canada. |
Restricted to the specific employer, job role, and sometimes location stated on the permit. |
|
Job Offer Requirement |
No job offer required to apply. |
A valid job offer is mandatory, supported by either an LMIA or an LMIA-exempt submission. |
|
Labour Market Impact Assessment (LMIA) |
Not required for issuance. |
Usually required unless the job qualifies for an LMIA exemption (e.g., intra-company transfer, CUSMA professional). |
|
Flexibility of Work |
Provides flexibility to change employers without reapplying for a new permit. |
You must apply for a new work permit if you wish to change employers or roles. |
|
Eligibility |
Limited to specific groups: international graduates (PGWP), spouses/partners of workers or students, PR applicants (Bridging Open Work Permit), certain humanitarian cases. |
Open to most foreign workers with a valid job offer and employer support, covering a wide range of industries and occupations. |
|
Processing Complexity |
Generally simpler since no employer paperwork or LMIA is needed. |
More complex as it involves employer compliance steps, LMIA applications, or exemptions. |
|
Duration of Validity |
Varies by category, often up to 3 years (e.g., PGWP based on study length, spousal permits tied to partner’s status). |
Matches the duration of the job offer, LMIA validity, or employment contract, typically 1–3 years. |
|
Examples |
Post-Graduation Work Permit (PGWP), Spousal Open Work Permit, Bridging Open Work Permit. |
Temporary Foreign Worker Program, Intra-Company Transfers, CUSMA professionals, LMIA-based skilled worker roles. |