Live-in Caregiver & Labour Market Opinion

When proceeding with your intention to apply as a live-in caregiver in Canada, you must first find an eligible employer who is willing to file for a Labour Market Opinion on your behalf.

Before hiring you, your employer must:

• · apply to Human Resources and Skills Development Canada/Service Canada (HRSDC/SC) to have his or her suggested job offer reviewed; and
• receive a positive Labour Market Opinion (LMO) from HRSDC/SC.

HRSDC/SC will assess your employer’s job offer and the employment contract to be sure that it meets the requirements for:

• wages and working conditions
• the provincial labour and employment standards
• the fact that there are not enough Canadians or permanent residents available to work as live-in caregivers in Canada.

If HRSDC/SC finds the job offer acceptable, they will issue a positive LMO to your employer. This LMO will need to be submitted along with your application as a live-in caregiver.

Employment Contract

A written contract with your future employer, signed by you and the employer. You and your future employer are legally required to sign a written employment contract. You must submit the signed contract with your work permit application. This must be the same employment contract submitted to HRSDC by your employer unless you provide an explanation of any changes (for example, a new start date).

The written employment contract will ensure there is a fair working arrangement between you and your employer. The employment contract must demonstrate that the Live-in Caregiver Program requirements are met by including a description of the following:

Mandatory employer-paid benefits, including:

• Transportation to Canada from your country of permanent residence or the country of habitual residence to the location of work in Canada
• medical insurance coverage is provided from the date of your arrival until you are eligible for provincial health insurance
• workplace safety insurance coverage for the duration of the employment
• all recruitment fees, including any amount payable to a third-party recruiter or agents hired by the employer that would otherwise have been charged to you: job duties, hours of work and wages

Accommodation arrangements (including room and board)

• holiday and sick leave entitlements
• termination and resignation terms

Your contract does not have to look exactly like this, but it must contain all the information and clauses indicated as mandatory.