Pathway guide
Significant benefit to Canada (C10)
Significant benefit (exemption code C10) lets IRCC issue a work permit without an LMIA when a worker's job will create or keep significant economic, social or cultural benefits for Canadians. It is meant for unique or exceptional cases backed by strong evidence, not for convenience. Officers weigh the benefits against risks such as displacing Canadian workers or holding down wages.
Who it’s for
- Employers bringing in a worker whose expertise will create or protect Canadian jobs, exports, investment or innovation
- Employers whose project, operations or major event would be disrupted without a specific foreign expert
- Organizations hiring people of recognized distinction in business, science, culture or the arts
- Employers for whom no more specific exemption, such as an intra-company transfer or a trade agreement, fits
What it asks for
- The work must bring significant economic, social or cultural benefits to Canadians that reach beyond your company and the worker
- You need detailed, documented evidence of the benefit; a copy of IRCC guidance is not enough
- Submit the offer of employment in the Employer Portal and pay the $230 compliance fee before the worker applies
- Explain in the offer how the job meets C10, with duties that match the NOC code
- Work in Quebec under C10 does not need a Quebec Acceptance Certificate (CAQ)
What the employer does
- Check that no more specific exemption fits, such as an intra-company transfer, a trade agreement, Francophone Mobility or reciprocal employment.
- Gather evidence of the benefit: contracts, a business plan, letters of support, figures on jobs or investment, and the worker's awards or publications.
- Write a specific explanation of the benefit for the "Requirements Exemptions Met" field of the offer.
- Submit the offer of employment in the Employer Portal using code C10 and pay the $230 employer compliance fee.
- Give the worker the 7-digit offer of employment number, a copy of the signed employment agreement and your evidence.
- The worker applies for the work permit; for a TEER 0 or 1 job, applying online from outside Canada can qualify for Global Skills Strategy processing.
- After approval, follow the offer's terms and keep employment records for 6 years for possible inspections.
Documents you’ll usually need
- Offer of employment and the employment agreement signed by you and the worker
- A detailed letter explaining the benefit to Canada
- Contracts, business plan, letters of support or economic data
- The worker's resume, credentials, awards, publications or industry recognition
- Proof of any licence or certification the job requires
- Employer Portal receipt for the compliance fee
Fees and timing
- Employer compliance fee: $230 per offer, paid before the worker applies
Official source - Work permit processing fee: $155 per person; biometrics: $85 per person if required
Official source - TEER 0 or 1 jobs may get Global Skills Strategy processing, which IRCC aims to complete in 2 weeks
Official source - IRCC says GSS applications will probably take more than 2 weeks while it recovers (help centre, modified 2026-09-28)
Official source
Watch out for
- C10 is discretionary, and IRCC says it should not be used for the sake of convenience; generic or copied submissions do not meet the standard.
- Benefits that stay inside your company are not enough unless you show how they support the wider community, region or sector.
- Do not paste IRCC's own wording into the offer; officers look for an explanation specific to this hire.
- Once the offer is matched to the worker's application it cannot be changed, and it cannot be reused for a renewal.
- Most foreign nationals already in Canada can no longer apply for a work permit at a port of entry; they apply online.
- The 2026-2028 Immigration Levels Plan targets 170,000 new International Mobility Program worker arrivals in 2026, as part of reducing the temporary population.
This guide is general information, not legal advice. Checked against official sources on October 16, 2026. The employer assessment checks your answers against these requirements, and a lawyer reviews anything unusual.