Sourcing Filipino Workers for Canada: Legal, Ethical & Effective Strategies
When even major airlines like WestJet are considering temporary foreign workers (TFWs) to fill critical roles, you know Canada’s labor shortages are more than just a passing challenge. Industries from healthcare to construction are struggling to find skilled workers. That’s why hiring Filipino workers in Canada has become an increasingly popular solution.
Known for their strong work ethic, adaptability, and English proficiency, Filipino workers are helping businesses bridge labor gaps. But recruiting internationally comes with legal and ethical considerations.
This guide will walk you through the smartest, most compliant ways to navigate Canada’s job recruitment landscape.
Understanding the Legal and Ethical Aspects of Hiring Filipinos
As an employer, you need to navigate both Canadian immigration laws and Philippine labor regulations to hire Filipinos legally and smoothly. Otherwise, you’ll be looking at hefty fines and heavy consequences. Here’s what you need to know.
Labour Market Impact Assessment (LMIA)
An LMIA is a document that you need to secure to hire a foreign worker through the Temporary Foreign Worker (TFW) Program. A positive LMIA or a confirmation letter proves that you have a genuine need for a foreign worker to fill a specific role and that no Canadian citizen or permanent resident is available to take the job.
To secure an LMIA, you must:
• Determine if you need an LMIA for the job role under the TFW program.
• Advertise the job locally for a required period (usually four weeks) to show efforts to hire Canadians first.
• Apply to Employment and Social Development Canada (ESDC) with evidence of recruitment efforts, job offer details, and proof of business legitimacy.
• Wait for ESDC to assess your application. If approved, you’ll receive a positive LMIA.
• Send the LMIA and job offer to your chosen foreign worker so they can apply for a work permit with Immigration, Refugees and Citizenship Canada (IRCC).
Your chosen candidate should then submit the following to get a work permit:
• The LMIA confirmation letter
• The LMIA number
• A valid job offer and contract
Note that not all roles require an LMIA—certain LMIA-exempt work permits exist under programs like the International Mobility Program (IMP). However, for most general job categories, an LMIA is required.
Department of Migrant Workers (DMW)
The DMW is the Philippine government agency responsible for protecting the rights and promoting the welfare of overseas Filipino workers (OFWs). It oversees all aspects of overseas employment, including regulation, deployment, and reintegration.
The DMW absorbs the functions of the Philippine Overseas Employment Administration (POEA) and ensures that all recruitment and employment practices meet legal standards and follow ethical recruitment practices.
Directly hiring a Filipino worker is prohibited, except for:
• Diplomatic corps and international organizations
• Employers hiring professionals or skilled workers (up to five first-time hires)
If you don’t fall under those categories, you must hire through a Canada placement agency in the Philippines. It’s the standard and legally required route for most employers. These agencies handle screening, documentation, and DMW compliance.
Sourcing Strategies for Filipino Applicants
Hiring Filipino workers in Canada is like solving a puzzle—you need the right pieces in the right places to complete the picture. Here are the steps you should take to build a Filipino workforce for your business.
• Streamlined process – Agencies handle screening, documentation, and deployment.
• Quality hires – Pre-vetted candidates suited for your industry.
One of the most reputable agencies for ethical recruitment is Staffhouse International Resources. With over 20 years of experience, we uphold no placement fee policies and maintain a strong commitment to fair hiring practices. We take the guesswork out of recruitment so you can focus on other crucial aspects of your business.
2. Leverage Online Job Portals and Social Media
With many people going digital, it’s essential to build your online presence as an employer. That said, consider posting on online job portals in the Philippines, like:
• WorkAbroad.ph – A leading job site for overseas opportunities.
• JobStreet Philippines – Popular among professionals and skilled workers.
• LinkedIn – Ideal for recruiting highly skilled professionals.
You can also post opportunities on Facebook groups dedicated to overseas employment to expand your reach. Aside from organic posts, try running location-based and skill-specific job ads to capture the right audience.
Staffhouse, for example, maintains a strong digital presence across Facebook, Instagram, TikTok, LinkedIn, YouTube, and WorkAbroad.ph. This wide reach allows us to find qualified Filipino workers quickly for employers like you.
3. Conduct Direct Recruitment and Job Fairs
Organizing on-the-ground recruitment events in the Philippines is another effective way to find skilled Filipino workers. You can
•Host job fairs in key cities like Manila, Cebu, Davao, and Iloilo, where many skilled professionals reside.
• Collaborate with Philippine government agencies like the DMW, Technical Education and Skills Development Authority (TESDA), and Department of Labor and Employment (DOLE) comply with labor laws and attract high-quality applicants. • Strengthen your employer brand with a solid company profile, testimonials from current Filipino employees, and clear career growth opportunities.
4. Engage with Philippine-Based Training Centers
If you require special skills, you can work with TESDA-certified training centers in the Philippines. TESDA certifies skilled workers in industries like construction, healthcare, hospitality, and manufacturing. Its graduates often seek overseas employment and are already equipped with internationally recognized certifications.
Internship and apprenticeship programs can help develop and secure future talent before they enter the workforce.
5. Utilize Referral Programs
Filipino workers already employed in Canada can be one of your most effective recruitment channels. A referral program can encourage them to recommend qualified candidates from their networks. This approach is effective in many ways: referred candidates tend to be more reliable and better prepared due to the trust factor. The hiring process also becomes faster as it reduces sourcing time.
Plus, offering small bonuses or perks as incentives can further motivate employees to refer skilled, job-ready workers.
Legal and Ethical Considerations in Hiring Filipino Workers
Hiring Filipino workers for your Canadian business means following the law and doing things the right way. Take note of these essentials:
• Offer a compliant contract with fair wages and benefits.
• Secure an Overseas Employment Certificate (OEC) for legal deployment.
• Don’t charge placement fees for workers.
• Support the worker’s well-being.
Following these legal and ethical standards not only helps you avoid legal issues but also builds a strong reputation that attracts top Filipino talent.
Hire the Best Filipino Talent for Your Canadian Business with Staffhouse
Finding skilled Filipino workers for your business doesn’t have to be complicated—Staffhouse International Resources makes it seamless and compliant. With decades of experience and a track record of thousands of successful deployments, we ensure ethical, DMW-compliant recruitment across industries like healthcare, engineering, and hospitality.
