On July 2, 2026, the Department of Migrant Workers (DMW) of the Philippines and the Department of Citizenship and Immigration Canada (CIC) signed the Joint Declaration of Intent on Labour and Migration Cooperation. This milestone document strengthens ethical recruitment, enhances worker protections, and aligns both countries with international labour standards under the International Labour Organization (ILO).

This article provides a structured analysis of the Declaration and outlines critical considerations for Filipino applicants, Alberta employers, and recruitment agencies operating in both jurisdictions.

Core Principles of the Declaration

The Declaration affirms eight major principles:

1. Uniform application of labour and recruitment laws
2. Prohibition of recruitment fees charged to workers
3. Transparent licensing and registration systems
4. Respect for workers’ freedom of movement
5. Protection from deception and coercion
6. Access to accurate information
7. Access to grievance mechanisms
8. Application of domestic laws to protect migrant workers

These principles form the foundation of future labour cooperation between the two countries.

Implications for Filipino Applicants

Filipino workers planning to migrate to Canada must be aware of the following:

• Recruitment fees are prohibited. Workers should not pay placement fees, travel costs, or “processing fees” unless explicitly allowed by law.
• Employment contracts must be voluntary and fully understood. Workers must receive clear information on wages, duties, location, and conditions before signing.
• Freedom of movement is protected. Workers cannot be restricted from leaving an employer or moving within Canada except as allowed by law.
• Identity documents cannot be confiscated. Any attempt by an employer or recruiter to hold passports or IDs is unlawful.
• Information and grievance channels are available. Workers have access to support through DMW, CIC, provincial labour offices, and community organizations.

These protections aim to reduce vulnerability and ensure informed decisionmaking.

Implications for Alberta Employers

Employers in Alberta must align their recruitment and employment practices with the Declaration:

• Recruitment must be conducted through licensed agencies. Employers must verify that Philippine and Canadian recruiters are properly accredited.
• No costshifting to workers. Recruitmentrelated expenses must be borne by employers, not workers.
• Compliance with federal and provincial labour laws is essential. Violations may result in LMIA refusals, penalties, or increased scrutiny.
• Employment contracts must be accurate and enforceable. Misrepresentation of job conditions is considered unethical and unlawful.
• Workers must have access to grievance mechanisms. Employers should cooperate with authorities when complaints arise.

This framework promotes fairness and reduces the risk of disputes or regulatory action.

Responsibilities of Recruiters in the Philippines and Canada

Recruitment agencies must adhere to strict standards:

• Philippine recruiters must be licensed by DMW. Unauthorized recruitment is a criminal offense.
• Canadian recruiters must comply with provincial licensing requirements. In Alberta, this includes adherence to consumer protection and employment agency regulations.
• Recruitment must be free from deception. Agencies cannot promise guaranteed approvals, permanent residency, or inflated wages.
• Full transparency is mandatory. Workers must receive accurate job descriptions, employer details, and contract terms.

The Declaration reinforces ethical recruitment as a shared responsibility.

A Warning to the Filipino Community

While the Declaration strengthens enforcement, it should not be interpreted as a threat. Instead, it serves as:

• A reminder to verify recruiters
• A guide for employers to avoid LMIA issues
• A protection for workers against exploitation
• A framework for cooperation between both countries

The tone is preventive, not punitive.

Conclusion

The 2026 Joint Declaration of Intent marks a significant advancement in Canada–Philippines labour cooperation. For Alberta’s Filipino community, it provides clearer protections, stronger enforcement mechanisms, and a renewed commitment to ethical recruitment.

By understanding these principles, Filipino workers, Alberta employers, and recruitment agencies can contribute to a migration system that is fair, transparent, and beneficial for all parties. 

Source: Immigration, Refugees and Citizenship Canada and ESDC

Contact Marjorie at info@mcncanadaimmigration.com

Disclaimer: The information provided in this column is for general informational purposes only and does not constitute legal advice. You should not act or rely solely on the information presented here. To ensure your interests are fully protected, please consult a Regulated Canadian Immigration Consultant (RCIC) in good standing with the College of Immigration and Citizenship Consultants (CICC). The views expressed in this article do not necessarily reflect those of RCICs as a whole.