Once a foreign national is hired by the employer and he/she starts working in that company or organization, the employer is subjected to go through inspection by the Immigration, Refugees and Citizenship, Canada (IRCC) to make sure below given conditions are met:

1. The employer has actively included the hired foreign worker in all compensation benefits and medical coverage programs.
2. The employer complies with the conditions and time limits mentioned in the worker’s work permit application.
3. The employer is actively involved in the business for which the worker was hired in the first place.
4. The worker is involved in the same occupation as was mentioned in the offer of employment.
5. The worker is provided with the same wage and working conditions as mentioned in the offer of employment.
6. The employer actively follows all federal, provincial, and territorial employment laws, including recruitment laws.
7. The workplace is free of any kind of physical, sexual, psychological, and financial abuse.
8. The employer contains documentations related to the hiring and employment of the foreign worker, up to a period of 6 years.

The employer may be considered for inspection by the IRCC, or the Employment and Social Development, Canada (ESDC) on behalf of the IRCC, for the following 3 reasons:

1. Valid reason to be suspected of non-compliance.
2. Past record of being found non-compliant.
3. Random selection of the employer for inspection.

Once an employer is selected for inspection, the following criteria must be met:

1. The employer reports at the specified time and location to answer questions.
2. Necessary documents are provided as mentioned in the received letter.
3. The employer attends any onsite inspections as requested.

If any employer is found to be non-compliant, a letter explaining the violation and the resulting penalties would be issued. The employee is then given 30 days to give a written response about the violation, resulting penalties or both.

The response from the employer includes justification from non-compliance, which can be acceptable on the below grounds:

1. Change in a collective agreement.
2. Change in provincial or federal laws.
3. Impact of changing economic conditions on the employer business.
4. Any unintentional administrative or accounting mistake made by the employer, and subsequent efforts made to rectify the errors.
5. Any exceptional event such as a natural disaster.

The above given justifications should be submitted on paper to the IRCC, and if the justification is accepted, the employer is freed of the non-compliant charge.