Immigration is often a cornerstone of a business’s HR plan and disruptions and delays have meaningful impacts. Don’t scramble, get ahead and build defensible systems before you need them.

For six years beginning on the first day of the work-permit employment period, the employer must be able to demonstrate that they retained all records relating to the recruitment, hiring, onboarding and employment of the temporary foreign worker. Documents requested may include:

  • LMIA decision letter and all annexes, plus the job offer / employment agreement whose terms the employment must continue to match

  • Payroll and pay stubs as wages must stay substantially the same as, not less favourable than, the offer (IRPR s. 209.3(1)(a)(iv))

  • Working-conditions records and evidence of a workplace free of abuse (IRPR s. 209.3(1)(a)(v))

  • Private health insurance registration, receipts for disbursements, and housing condition records for temporary foreign workers

  • Recruitment records (retained the full six years)

  • Know Your Rights information provided to the worker

ESDC may inspect any employer-specific permit, with or without notice, for six years, and now leans on random selection and data-driven targeting, not just complaints.

Callie works as the shared system of record — a neutral place where HR, global mobility, operations and counsel each contribute the piece they hold, so the responsibility everyone shares is actually kept whole for all six years.

What Sets Us Apart

As counsel, I've reconstituted audit files after the fact — pulling documents out of old email threads, chasing payroll for pay slips, combing through employee handbooks to show the worker received the anti-harassment policy, and tracking down proof of private health insurance. It's a scramble: hours of sudden work for counsel and a real time-tax on HR, operations and payroll teams that are already stretched. A little structure up front, in Callie, avoids the entire exercise.

Employer-First Approach

Everything we do is built around understanding an employer’s internal workflow and how they interact with their immigration counsel. From there, we craft a workflow that facilitates employer-counsel collaboration and a shared understanding of where responsibility lies. The end result, all documents are saved in Callie and no one thinks about it unless an inspection happens at some point in the next 6 years.

A Focus on Clarity

We hold Callie to high standards. We focus on providing the infrastructure that allows employers and counsel to clearly understand the gaps in audit files and how best to mitigate this risk.

One System, Two Ways to Use It

Whether you want to use Callie as an employer and manage the storage of all documents yourself, or, as counsel and fold it into your service offering, Callie is proven infrastructure that works. Trust us to help build and maintain a defensible audit-ready immigration program.

Let’s Work Together

If you're interested in working with us, complete the form with a few details. We'll review your message and get back to you within 48 hours.