Francophone Mobility Program(FMP)
Hire French-speaking talent outside Quebec: LMIA-exempt, compliant, and PR-oriented
Canada is actively growing the number of French-speaking newcomers settling outside Quebec. The Francophone Mobility Program (FMP) lets employers hire eligible French-speaking or bilingual candidates on an LMIA-exempt employer-specific work permit (code C16), so long as the job is outside Quebec and the worker meets language and job requirements. (Canada)
Why Canada is emphasizing Francophone hiring now
- The federal plan sets rising Francophone permanent-resident shares outside Quebec over the next three years: 8.5% (2025), 9.5% (2026), 10% (2027) — after surpassing earlier targets in 2023–2024. These are PR admissions targets (not FMP quotas) but they signal sustained demand for Francophone talent. (Canada)
- IRCC has expanded FMP since June 15, 2023: eligibility now spans all TEER categories (0–5) except certain primary agriculture roles, and the French threshold was lowered to NCLC/CLB 5 (speaking & listening) to widen the pool. (Canada)
- The broader immigration plan also highlights Francophone community growth and includes complementary measures (e.g., Express Entry French-language category). (Canada)
About “how many will be entered under FMP in the next 3 years”: IRCC does not publish numeric quotas for this specific work-permit stream. Instead, it sets overall PR admissions targets for Francophones outside Quebec (above) and separate temporary-resident ceilings that apply to all workers and students combined. Use FMP strategically, but plan PR early. (Canada)
Who qualifies under Francophone Mobility (worker criteria)
To qualify, the worker must:
- Plan to live and work outside Quebec;
- Prove intermediate French in speaking and listening (≈ NCLC/CLB 5+ — TEF/TCF or acceptable French-education proof);
- Hold a valid job offer in any NOC TEER (0–5) except primary agriculture at TEER 4–5;
- Meet general work-permit admissibility (biometrics, medicals where required, no bars). (Canada)
Employer steps (high-level)
- Submit the job offer through the Employer Portal with LMIA-exemption code C16, pay the $230 employer compliance fee, and provide the offer of employment number to the candidate. (No recruitment proof or LMIA is needed for C16, but all other compliance rules still apply.) (Canada)
We handle employer-side compliance and worker filings end-to-end, including offer setup, attestations, and consistency across duties, wages, and location.
Family members: who can work or study
- Spouses/partners of FMP workers may qualify for open work permits, but eligibility depends on the principal worker’s occupation level and policy in effect at the time of filing. As of Jan 21, 2025, spousal OWP access is focused on high-skilled (TEER 0–1 and select 2–3) roles or in defined PR-pathway situations; low-skilled (TEER 4–5) spouses are generally ineligible, with limited exceptions tied to PR-pathway measures. (Canada)
- Dependent children can attend K-12 without their own study permit; post-secondary may require a study permit. Children’s open work permits are not generally available under this measure. (Canada)
If family work authorization is important, we’ll position the job and documentation to meet the current spousal-OWP criteria — and plan a PR pathway early to stabilize status.
What jobs are eligible (and not)
Compliance matters (for employers)
Even though FMP is LMIA-exempt, employers remain subject to Employer Compliance Regs under the International Mobility Program: correct wages/duties/location, record-keeping, and possible inspections. We implement practical checklists and training so you stay audit-ready. (Canada)
How FMP supports permanent residence (plan this early)
FMP is a temporary work-permit stream. PR typically comes through:
- Express Entry – French-language category (draws target candidates with proven French). Strong French plus Canadian work experience can be a decisive advantage. (Canada)
- Provincial Nominee Programs (PNPs) — many provinces offer points/priority or dedicated options for French-speaking candidates outside Quebec. (Requirements vary; we match your profile to the right province and stream.) (Canada)
We map a tailored Work → PR plan at intake (program choice, timing, language targets, and documentation), so you’re not “stuck” in temporary status.
What we do (for employers & candidates)
For Employers
- Introduce qualified Francophone candidates
- Verify C16 eligibility and language proof strategy;
- Prepare/submit the Employer Portal offer and compliance fee;
- Align duties, wage, and NOC to avoid refusals;
- Build internal compliance systems;
- Coordinate family-member options and PR planning.
For Workers
- Introduction to employers and set up of interviews
- Package language evidence (TEF/TCF or acceptable French-education proof);
- Prepare a compelling, refusal-resistant work-permit file;
- Advise on spousal OWP eligibility under current rules;
- Roadmap to PR via Express Entry (French category) or a suitable PNP.
Start with a strategic consult
Whether you’re an employer building a bilingual workforce or a candidate ready to work in any province other than Quebec, we’ll confirm eligibility, structure a compliant application, and plan a Work → PR pathway that matches evolving policy.