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Canada: Ontario Implements Key Reforms to the Immigrant Nominee Program

July 3, 2025

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  • CanadaCanada

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At a Glance

  • Ontario has implemented changes to the Ontario Immigrant Nominee Program (OINP), effective July 2, 2025, to enhance program integrity and better align with labour market needs.
  • Key changes include in-person interview requirements, new authority to return applications before nomination, and updated submission timelines for employers and applicants.
  • The updates introduce greater employer involvement, predictable filing timelines, stricter coordination requirements, and added uncertainty for applicants.
  • These reforms build on the launch of the OINP Employer Portal and support Ontario and Canada’s broader immigration goals to attract skilled talent and address regional labour gaps.

The situation

Ontario enacted significant changes to the Ontario Immigrant Nominee Program (OINP) on July 2, 2025, following the passage of the Working for Workers Seven Act, 2025.

Background

The Working for Workers Seven Act, 2025 is part of the Ontario government’s broader initiative to modernize its labour and immigration frameworks. As part of this effort, the Act introduced targeted reforms to the OINP - the province’s economic immigration program that nominates foreign nationals for permanent residence - to enhance its responsiveness to labour market needs and strengthen program integrity.

These legislative changes build on the recent launch of the OINP Employer Portal, a digital platform that replaced the program’s former paper-based application process.

A closer look

The updates include: 

Change

Impact

Discretionary in-person interview requirement. The OINP now has the discretion to require in-person interviews with employers, through a designated representative, and/or foreign national applicants, introducing a new procedural element that was not previously part of the application process.

 

·       This measure is intended to enhance the program’s ability to verify the credibility and authenticity of applications.

·       Employers and applicants should anticipate the possibility of in-person meetings during the adjudication process, which may involve logistical challenges and travel-related expenses.

·       Affected parties are encouraged to consult with their immigration professionals to help stay informed and better positioned to respond to potential program inquiries.

 

Authority to return applications before nomination.

·       The OINP now has expanded discretion to return applications at any point before a nomination certificate is issued. If an application is returned, the applicant and/or their authorized representative will be notified, and the full application fee will be refunded.

·       Previously, applications were typically only returned in cases of clear ineligibility or significant errors. Under this new authority, however, the program may return applications based on broader considerations, such as reaching the annual nomination allocation, shifting alignment with Ontario’s evolving labour market priorities, or concerns related to program integrity. This means that even applications that meet all formal eligibility criteria could still be returned if they no longer align with the program’s current objectives.

 

·       This creates a heightened level of uncertainty for applicants, as meeting all requirements at the time of submission does not guarantee continued processing or nomination. If an application is returned for any of these reasons, the individual would need to re-enter the candidate pool and await a future invitation to apply, with no assurance of when or if that invitation will come.

·       Applicants should be aware of this added layer of discretion and consider it when planning timelines and managing expectations under the OINP.

 

New submission timelines.

·       The OINP has revised its application timelines to allow more structured and transparent coordination between employers and applicants. Once an employee’s Expression of Interest (EOI) is selected, both parties will be notified by email. The employer now has 14 calendar days to submit the job offer through the employer portal. After that, the employee has up to 17 calendar days from the date of the invitation to submit their application, including payment.

·       This marks a shift from the previous 14-day window for applicants and introduces clearer sequencing of responsibilities.

 

This change allows employers dedicated time to complete their portion and gives applicants a brief extension. However, if either party misses their deadline, the opportunity is withdrawn, and a new EOI and job offer must be submitted for future consideration. Timely coordination between employers and applicants will be critical.

Looking ahead

As Ontario refines its selection and adjudication processes, stakeholders can expect greater emphasis on transparency, application quality, employer accountability, and alignment with real-time economic priorities.

This direction aligns with Canada’s national Immigration Levels Plan, which prioritizes the strategic selection of skilled workers to support economic growth and address labour shortages. As provinces like Ontario take a more active role in shaping regional outcomes, continued alignment with federal goals is expected, with a focus on integrity, employer involvement, and responsiveness to labour market needs.

This alert is for informational purposes only. If you have any questions, please contact the global immigration professional with whom you work at Fragomen. 

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  • CanadaCanada

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