As BC’s hotel industry continues to rebuild post-pandemic, the role of international and temporary workers remains critical. Recent federal updates to Canada’s immigration and Temporary Foreign Worker (TFW) programs are reshaping how hotels recruit and retain staff.
Understanding the New Landscape
The new rules—introduced in late 2025—place greater emphasis on compliance, fair wages, and proof of domestic recruitment efforts. These changes, while positive in the long term, may initially slow hiring for many operators who rely on international talent.
Proactive Steps for Employers
1. Start early. Plan hiring cycles further in advance to account for longer LMIA processing times.
2. Strengthen local pipelines. Partner with regional colleges, WorkBC centres, and training programs to diversify recruitment sources.
3. Communicate transparently. Keep current and potential employees informed about visa timelines and workplace expectations.
4. Focus on retention. Offer training and career development opportunities to reduce turnover and reliance on new hires.
Looking Ahead
While policy changes introduce new challenges, they also provide a chance for BC hotels to strengthen workforce planning and build stability within existing teams. By staying proactive, informed, and people-focused, employers can adapt to a more sustainable and resilient labour model for 2026 and beyond.
Article by Peter Charles, Regional HR Consultant – Vancouver, Coast & Mountains, go2HR.
Reprinted with permission from the British Columbia Hotel Association’s InnFocus Magazine – Fall 2025 Edition.
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