On October 1, Canada will lift all travel restrictions related to COVID-19. Use of ArriveCan app and immunization documentation are no longer requirements for entry into Canada. In accordance with the Public Health Agency of Canada (PHAC), beginning on October 1, 2022, all travelers, regardless of citizenship, won't be required to:
Additionally, masks won't be required on Canadian trains or airplanes. According to PHAC, Canada's high vaccination rates, low hospitalization and death rates, as well as the availability and use of vaccine boosters, are the main reasons why travel restrictions have been lifted. The government will continue to strongly advise travelers to wear masks and constantly monitor their wellness. Since last June, Canada has waived the immunization requirements for both domestic and international travel. Government representatives claimed at the time that the suspension of those vaccination requirements was a representation of the improved public health situation, with 90% of Canadians already having received the COVID-19 vaccine. Canada's aggressive immigration goals, including those achieved through Express Entry programs, are the result of a number of factors, including a 5.7% job vacancy rate at the moment. The largest group of Canadians in the working age population, the baby boomers, will soon reach retirement age and there will be an even greater shortage of skilled workers. Canada has extended invitations to 28,039 immigrants through Express Entry programs so far in 2022. IRCC invited 3750 Express Entry applicants to apply for permanent residency on September 28, 2022. The cut-off score for the Comprehensive Ranking System (CRS) was 504. The CRS is also at its lowest level since all-program draws have resumed. Since the CRS scores peaked at 557 on July 6, they have been gradually declining.
Given the current state of the COVID-19 pandemic, this announcement was anticipated. As more people get immunized and the virus shifts from being a pandemic to being endemic, like the common cold, the number of cases has been declining.
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Immigration Minister said that IRCC plans to start all- program Express Entry draws on July 66/23/2022 Immigration Minister Sean Fraser stated at the Collision Conference in Toronto, that IRCC is "tentatively" planning to begin all-program draws on July 6. Although all-program draws might return in two weeks, the suspension of PNP draws may not be irrevocable. Prior to the pandemic, IRCC hosted PNP-only draws on occasion. The PNP is important to IRCC's assistance of economic development areas across Canada.
Overall, 520,000 or more people may be granted permanent residency, as well as study and work permits, during the course of this summer. This would be a significant amount in just three months and would signal a remarkable reversal after two challenging years in Canadian immigration. This is your chance to climb the ladder and become a permanent resident of Canada.
According to the most recent Canadian government data received on April 29, backlog of PR, TR, and citizenship applications has grown above 2.1 million. In just 18 days, the backlog of PR, TR, and citizenship applications at Immigration Canada swelled by over 99,000 persons. Since last summer, the backlog at (IRCC) has advanced upward every month. On July 6, 2021 the backlog was 1,447,474 persons which increased to 1,792,404 persons on October 27, 2021. On December 15, 2021 backlog increased to 1,813,144 persons. The backlog has aggregated to 2,130,385 persons on April 30, 2022. For a number of reasons, including social isolation and travel limitations imposed at the outset of the epidemic, IRCC has struggled to maintain its inventory during the pandemic. Canada, IRCC will reopen Express Entry to all applicants in July, following a pause that began in December 2020. IRCC invited 545 Express Entry applicants to apply for permanent residence on May 11. All of the candidates who were invited should have already been nominated through a Provincial Nominee Program (PNP). The cut-off (CRS) dropped this time to 753.
Since mid-April, the IRCC has decreased its Express Entry backlog by 4,292 people. With the Express Entry backlog reduced, IRCC will be able to begin all-program drawings in early July. For those who have been preparing to relocate to Canada since December 2020, you can start your process now. Expansion in immigration pathways should be the key priority to alleviate labour shortage in Canada.12/17/2021 The pandemic has aggravated Canada's long-standing labour shortages, and there is no easy remedy. In this context Trudeau unveils Canada's new immigration system priorities. According to the Canadian Federation of Independent Business (CFIB), labour shortages affect more than half of small Canadian organizations. These organizations may have been understaffed as a result of challenges in finding, retaining, or getting employees to work the required hours. As a result of these labour shortages, over one-third of firms reported cancelling or delaying projects, as well as rejecting down contracts and sales, in June. Additionally, the firms that report they have enough employees, but at a major additional expense owing to salary hikes, flexible hours, or recruiting bonuses, among other things. According to the CFIB, raising wages is not the solution because higher wages imply higher labour costs, which drive up prices and create inflationary pressure. Finally, in order to overcome its labour shortages, Canada must tap into as many talent sources as possible, both in the short and long term. Canada now has over 1 million job openings and will continue to have labour market shortages as the country's 9 million baby boomers reach retirement age during the next decade. Since the 1990s, Canada's working-age population has been dropping, and future predictions predict that trend will continue. If nothing changes, Canada will have lost a huge portion of its working-age population by 2050.
Addressing labour shortages will need a series of activities over a longer period of time. Improving in automation processes and enhancing the TFWP, may be done in the near run. The more focus must be on the long run labour shortages. This means that governments and businesses must do a better job of determining ways to link under-represented employment groups, newcomers in general, Indigenous peoples, people with disabilities, disenfranchised youth, and others, with relevant work opportunities. Governments have a role to play in alleviating labour shortages, solutions mostly lie with businesses improving salaries and training. But one solution is to expand immigration pathways for skilles workers either temporary or permanent – outside of Canada. Immigration programs can help businesses to overcome the labour shortages. Immigration programs aims to bring more employees into Canada more quickly while also ensuring a suitable fit between immigrants and the roles they fill. A better Immigration Program would be more accessible to a larger range of talents and industries, and would provide additional avenues to permanent residency. Canadian government should focus on increasing the number of pathways available to international worker, international students and temporary foreign workers via Express Entry. The COVID-19 epidemic has undoubtedly changed people's lives, causing governments, society, businesses, and individuals to rethink how they live and work. Even for adaptable and crisis-preparedness organizations, a crisis is not a novel scenario. However, the Covid-19 epidemic presented unforeseen problems of unprecedented proportions. Throughout the world, organizations that have been particularly badly struck by pandemics are facing risks to their existence and viability. During the year 2020-21, the COVID-19 epidemic affected worldwide labour markets. The immediate and frequently severe repercussions were that millions of people were furloughed or lost their jobs, while others quickly adjusted to working from home when workplaces closed. Many additional personnel were judged necessary and continued to work in hospitals and grocery shops, on trash trucks, and in warehouses, but with new measures in place to limit the spread of the novel coronavirus. The future of labour following COVID-19, demands to look into many elements of the post-pandemic economy. China, France, Germany, India, Japan, Spain, the United Kingdom, and the United States: the mix of industries and workforce skills necessary in eight nations with different economic and labour market patterns. These eight countries account for over half of the world's population and approximately 60% of GDP.
We discovered that employment in work domains with higher degrees of physical interaction are more likely to change after the epidemic, causing ripple effects in other work arenas as business models adapt in response. During the pandemic, the virus impacted negatively on the industries with the highest total physical interaction scores: medical care, personal care, on-site customer service, leisure and travel. Work environments with higher physical connection ratings are more likely to be unsettled in the long run, however interaction isn't the sole factor. Human resource management (HRM) is generally put at the core of this turmoil, due to the influence of COVID-19 on workers and the necessity for organizations to prioritize employee health and safety, as well as the requirement to adapt employees in a new context. Employee health and safety will lead to increased productivity, higher quality work, greater worker morale, and lower employee turnover rates, all of which will improve quality of life. As Human Resources continue to grapple with how to keep employees safe and informed, the following are some key considerations to help companies manage this pandemic situation: - Follow up the government advisories: Due to a large amount of inaccurate information based on fake news, rumors, individual assumptions, and perceptions, it is difficult for an employer to make good judgments. As a result, it is critical for an employer to keep up with current news and information in order to make better decisions. As a result, employers should keep an eye on official information platforms like government advisories from state and center. Local authorities’ official website to ensure that the information received is accurate and based on the facts. Employers must also keep their employees up to date on benefits, incentive kinds, salary, work environment, and other pertinent information. Communicate with your employees: Employers should communicate with their workers freely and regularly so that they have the information they need to stay informed and educated about the COVID-19 problems. It is unrealistic to expect that all employees will be well trained and given access to trustworthy information. Getting everyone on the same page will help to decrease the amount of ambiguity in messages or information coming from reputable sources. Employees also want information about their working conditions, compensation, benefits, and how the company will safeguard and support their well-being. Open and timely information can assist to develop trust and reduce the spread of false information, which might contribute to workplace anxiety. Allow the employees to be flexible. Employers must recognize that the epidemic has created a difficult environment for all parties involved, including workers. When a result, it's critical to recognize that employees' demands vary depending on their circumstances. For example, working parents with school-aged children may require additional time off as lessons are transferred to online platforms. This period of uncertain conditions will pass, but employees will recall how their bosses handled them after the virus threat had passed. A disgruntled employee may strive to disseminate negativity around the globe as a result of their employer's poor treatment of them. This might harm the company's reputation and make it more difficult to recruit and retain talent. Provide emotional support and secure environment for workers: Employers should offer a secure environment for workers to express their concerns regarding work-related issues such as emotional stress and mental health, as well as the risk of contracting Covid-19. This not only helps to build excellent employee relationships, but it also aids in early identification and identifying strategies to stop the spread of viruses, as well as overcoming mental health difficulties caused by emotional stress. Furthermore, when distant work and family life intersect, people struggle to cope with the stress that both responsibilities bring. This emphasizes the significance of employees' well-being, since they are struggling with anxiety as a result of the stress of balancing work and family life, as well as the Covid-19 epidemic. Employers put their faith in successful workers: Employees have succeeded for decades in environments where they are given autonomy over how they execute job and get regular constructive feedback. Employees are under a lot of strain when they move from regular office work to working from home, which leads to insecurity due to trust concerns. Employers must build confidence in their employees by showing that they care about their work and that they will perform to the best of their abilities even if no one is watching over their shoulder. As a result, companies should refrain from micromanaging their workers and instead begin to trust and assist them through successful collaborations. The underlying fact is that the Covid-19 pandemic is changing the nature of job as we know it, and these changes are likely to continue long after the virus is gone. As a result, HR professionals and businesses must educate their employees to embrace the organization's work-related possibilities in order to combat the Covid-19 pandemic. What travelers need to do?
Fully vaccinated travelers no longer have to undergo an on-arrival and day eight testing, although they may be subject to random testing at the border. Before coming to Canada, all documents need to be submitted to the Arrive Can app or website. Approval of vaccinations: Fully vaccinated travelers must have the recommended dosage of a vaccine approved for use in Canada. These include:
Measures for unvaccinated children/dependents:
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This was the biggest year in the history of the express entry program, considering the pandemic Covid -19 and hits Canada took the immigration to next level in 2020. Canada has ended the year sending 107,350 Express Entry Nominee Invitations (ITAs). The highest invitation since the Express Entry System was started in 2015, in order to regulate the pool of applicants for Canada’s three Federal High-Skilled immigration programs — the Federal Skilled Worker Program (FSWP), Federal Skilled Trades Program (FSTP) and Canadian Experience Class (CEC)— and some for its Provincial Nominee Programs (PNP) as well. The Immigration, Refugees and Citizenship Canada (IRCC) Canada's Immigration Department hosted 36 invitations in 2020. This is 10 more than last year when only targeted CEC and PNP nominations were drawn in the early weeks due to the pandemic. This was achieved in an attempt to assign preference to Express Entry candidates already in Canada. In 2020 the biggest and the smallest express entry records ever have been broken. The smallest draw was a PNP draw on 15 April, where only 118 invitations were issued. By the end of the year, 5,000 ITAs had been issued at a time by Canada. The rise in draw sizes may be an attempt to meet the immigration goal of 401,000 new permanent residents next year. Those who apply for permanent residency after they receive an ITA will usually be selected in six months' time, meaning that those applicants who received ITAs in late 20202 will get to become permanent residents in the beginning of 2021.
Canada has earmarked 108,500 of the 401,000 eligible immigrants projected for next year for an Express Entry-managed program to take effect in 2021. In future years, these targets will only increase maximizing out at 113,750 in 2023. |
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