Canadian summer camps can hire international counsellors without a Labour Market Impact Assessment (LMIA) by using specific exemptions under the International Mobility Program, such as the residential summer camp counsellor stream (code C24) or reciprocal youth exchanges. This allows recreational facilities to affordably staff their seasonal operations while giving foreign youth a memorable Canadian experience.
Navigating Seasonal Camp Staffing in Canada
Every summer, thousands of children head to recreational camps in beautiful regions like Muskoka, Ontario, the Rocky Mountains of Alberta, and the lakes of British Columbia. To run these programmes safely and effectively, camp directors need an army of enthusiastic counsellors. Because seasonal staffing is notoriously difficult, many Canadian camps rely heavily on international youth to fill these roles.
Normally, bringing a foreign worker to Canada requires a Labour Market Impact Assessment (LMIA), an expensive and lengthy process designed to prove no Canadian is available for the job. 📜 Fortunately, Immigration, Refugees and Citizenship Canada (IRCC) provides specific exemptions that are perfect for summer camps. These exemptions fall under the International Mobility Program (IMP).
Depending on how your camp is registered, you may be able to hire international counsellors under the “Residential Summer Camp Counsellor” exemption (C24). Alternatively, young applicants from specific partner countries can utilize the International Experience Canada (IEC) Working Holiday programme, granting them an open work permit that allows them to work at any camp in the country with minimal paperwork for the employer.
Step-by-Step Process in Canada
Step 1: Identifying the Correct LMIA Exemption
First, evaluate your camp’s legal structure. If your camp is an overnight residential camp, you can use the C24 Residential Summer Camp Counsellor exemption. You must ensure you meet the strict IRCC program requirements for this specific code, as using code C50 (Charitable Worker) for standard camp activities is prohibited and will result in a refusal. If your camp is a day camp or does not qualify for C24, you should encourage applicants to apply through the IEC Working Holiday stream instead.
Step 2: Using the IRCC Employer Portal
If you are using an employer-specific LMIA exemption like the charitable worker route, you must register your camp on the IRCC Employer Portal. 💻 You will submit the formal offer of employment to the federal government electronically. This system generates an “Offer of Employment number” (A-number) which is absolutely required for the counsellor’s application.
Step 3: Drafting the Offer and Paying the Fee
Before submitting, you must pay the Employer Compliance Fee. The offer must clearly outline the counsellor’s duties, the seasonal nature of the role, and how their basic needs (like room, board, and a modest stipend) will be covered. Ensure you use proper Canadian spelling (like “counsellor” and “programme”) in your official documents to maintain a professional standard with IRCC.
Step 4: The Counsellor Applies for the Work Permit
Once you provide the A-number to the international applicant, they apply for their work permit online. 🛫 Many youth from visa-exempt countries (like the UK, Australia, or Germany) can even apply directly at the Port of Entry when they arrive in Canada. They must show the border officer your offer letter, their passport, and proof that they meet the residential summer camp counsellor requirements.
How Much Does it Cost in Canada?
Hiring camp staff through LMIA-exempt streams is incredibly cost-effective compared to the standard Temporary Foreign Worker Program. As of May 2026, here are the expected costs:
- Employer Compliance Fee: The camp must pay exactly $230 CAD per applicant if using an employer-specific LMIA exemption.
- Work Permit Fee: The applicant (or the camp) must pay the IRCC processing fee of $155 CAD.
- Biometrics Fee: The applicant will need to pay $85 CAD for fingerprinting if they have not done so in the past 10 years.
- IEC Open Work Permit (Alternative): If using the Working Holiday route, the camp pays $0 CAD in compliance fees, as the applicant handles their own open work permit costs (approx. $270 CAD total).
| Exemption Route | Best For | Employer Portal Required? |
|---|---|---|
| C24 Residential Camp Counsellor | Residential camps providing overnight programs | Yes ($230 fee applies) |
| IEC Working Holiday | For-profit camps, private recreation | No (Applicant gets open permit) |
| Standard LMIA | Specialized permanent camp directors | No (Service Canada LMIA needed) |
How Long Does the Process Take?
Timing is everything for seasonal operations. Creating an offer in the Employer Portal takes only a few hours. If the applicant is from a visa-exempt country and applies at the border, the permit is issued immediately upon landing. If they must apply online from their home country beforehand, IRCC processing typically takes 4 to 12 weeks, meaning camps should start recruiting in January for the summer season.
Frequently Asked Questions (FAQ)
Do summer camp counsellors need a medical exam?
Often, yes. Because counsellors work closely with children, IRCC usually requires them to undergo an Immigration Medical Exam (IME) by a Panel Physician, even if they are only coming to Canada for two months.
Can we just pay them a small stipend if they are residential summer camp counsellors?
Under the C24 Residential Summer Camp Counsellor exemption, while camps must comply with provincial labour laws, certain provinces have special minimum wage rules, seasonal calculations, or room-and-board deductions for residential camp staff. Always consult local provincial employment standards.
What happens if a counsellor is fired mid-summer?
If they are on an employer-specific work permit, they cannot legally work for another camp in Canada. They must either apply to change their conditions, find a new employer willing to sponsor them, or return to their home country.
Do we need to deduct Canadian income taxes?
If they are receiving a living allowance or stipend, it may be subject to CRA payroll deductions depending on the exact structure of the compensation. It is highly recommended to consult a Canadian accountant familiar with seasonal foreign workers.
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