What Is the Atlantic Immigration Program (AIP)?

The AIP is a fast-track immigration pathway for employers in Atlantic Canada to recruit and retain international talent for full-time, non-seasonal roles. Unlike other programs, AIP skips the Labour Market Impact Assessment (LMIA), saving time and costs. For example, a Halifax tech firm hired 10 developers via AIP in 2023, cutting recruitment time by 40%. By meeting AIP requirements, you can access global talent while supporting newcomers’ integration into Canadian life.

Employer Requirements for AIP

To participate, employers must meet specific criteria and fulfill ongoing responsibilities. Below are the key steps and obligations.

How Does AIP Work?

Streamlined Hiring Process

AIP simplifies hiring by eliminating the LMIA requirement. Once you offer a job to a foreign national, you must:

• Develop a Settlement Plan: Partner with a settlement service provider (e.g., YMCA Immigrant Services) to create a tailored plan for the worker and their family, ensuring smooth integration.

• Complete Application Forms: Accurately fill out employer sections in the AIP application, detailing job roles and terms.

• Report Changes: Notify provincial authorities of employment changes, such as promotions, terminations, extended leaves, or business closures.

Ongoing Support

Employers play a vital role in long-term integration. For instance, providing access to language training or housing resources helps workers settle, boosting retention rates by 85% (per AIP reports).

Becoming a Designated Employer

To hire through AIP, your business must earn designated employer status. Requirements include:

• Good Standing: Your business must be legally operating in Atlantic Canada with no compliance issues.

• Labor Needs: Demonstrate a need for foreign workers by showing failed attempts to hire Canadians or permanent residents.

• Job Offer: Provide a full-time, non-seasonal job offer with clear terms (e.g., salary, hours).

• Settlement Commitment: Submit a co-signed settlement plan with the worker, outlining support like housing or community connections.

• Reporting Compliance: Adhere to AIP’s reporting rules, such as updating worker status annually.

For example, a PEI fishery gained designation in 2024 by proving local hiring gaps and partnering with a settlement agency for worker support.