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For employers · Updated November 2026
What Saskatchewan employers need to know about the Saskatchewan Immigrant Nominee Program, the new Employer Position Assessment and The Immigration Services Act, and how we help at each step.
General information, not legal advice. Program rules change during the year; we confirm every case against saskatchewan.ca before you apply.
In April 2026 the Employer Position Assessment (EPA) replaced the Job Approval Form and Job Approval Letter. You submit the job and the named candidate together, and the candidate confirms the details in OASIS.
Priority sectors receive at least half of Saskatchewan's nominations. Capped sectors are limited to 25 per cent. All other sectors share the rest.
Retail, trucking, and accommodation and food services can only support current employees with six months or less left on their work permit, and only during scheduled intake windows. Spots go first come, first served.
| Group | Sectors | What it means for you |
|---|---|---|
| Priority | Health care, agriculture, skilled trades, mining, manufacturing, energy, technology | At least 50 per cent of nominations. You can recruit from overseas as well as in Canada. |
| Capped | Retail (NAICS 44–45), trucking (NAICS 48–49), accommodation and food services (NAICS 72) | Current employees only, six months or less left on their work permit, during intake windows. Your sector is set by the NAICS code on your Certificate of Registration. |
| Other | Every sector not listed above | No intake windows; you share the remaining nominations. |
Apply to the Ministry of Immigration and Career Training for a Certificate of Registration. They check that you operate in Saskatchewan, can afford to hire and are in good standing. It lasts two years and is also needed for an LMIA.
We help: eligibility check and document preparation.
The SINP reviews the job offer, your capacity to hire and the working conditions, and checks past SINP hires are still in their approved roles. The target is six weeks (four weeks in July to September 2026). Your candidate logs in to OASIS to confirm the details.
We help: job description matched to the NOC code, wage check, candidate sourcing and screening.
The SINP compares the candidate's education and experience with the category and the job. If approved, they receive a Nomination Letter and a Work Permit Support Letter, both valid for six months.
Immigration applications are prepared by a licensed immigration consultant or lawyer, never by a recruiter alone.
Enter the job offer in the IRCC Employer Portal and pay the $230 Employer Compliance Fee. The worker uses the A-number on your receipt.
Within six months of nomination the worker applies to IRCC for an employer-specific work permit and permanent residence, and can start work once the permit is approved.
We help: arrival planning, orientation and settlement referrals.
The Immigration Services Act, in force since July 1, 2024, protects foreign workers and is actively enforced. Breaking it can mean losing your registration and your ability to hire foreign workers, and fines of up to $750,000 for an individual or $1,250,000 for a corporation.
Working with a licensed recruiter keeps every contract, fee and record compliant from day one.
Talent Recruitment Services · Saskatchewan Foreign Worker Recruiter Licence No. 001538
For roles you cannot fill locally, we source candidates in Canada and abroad for professional, skilled, agricultural and caregiving positions.
It is the SINP's approval for an employer to hire an international worker who can then apply to immigrate through the SINP. It replaced the Job Approval Form in April 2026.
No. New SINP job approvals go through the Employer Position Assessment in OASIS.
Yes, before you recruit a foreign national on an employer-specific work permit, through the SINP or an LMIA. It is valid for two years.
Not in 2026. These capped sectors can only support current employees with six months or less left on their work permit, during intake windows.
The IRCC Employer Compliance Fee is $230, plus your recruitment costs, which you must pay yourself. Our fees are set out in a written contract before work starts.
You can raise it, but never lower it. Tell the SINP about any change to hours, duties, location or wage.
Send us the role, your NAICS code and your timeline. We will reply within one business day.
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