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Canada Work Permit HR Guide: ICT vs CUSMA vs GSS (Two-Week)

Updated: Sep 2

Short version. Use this Canada work permit HR guide to choose quickly between ICT (Intra-Company Transfer) and CUSMA Professional, and to understand when the GSS two-week service standard can speed things up. Plain steps, simple screens, and manager scripts you can copy.


Paint-style illustration in muted purple and charcoal showing the CN Tower and a small globe linked by a single sweeping brushstroke—suggesting ICT vs CUSMA vs GSS. No text.

Canada Work Permit HR guide — Quick Compare: ICT vs CUSMA, and how GSS fits

Use this Canada work permit hr guide to compare ICT vs CUSMA at a glance.

  • Pick ICT for moves within your corporate group;

  • Pick CUSMA Professional for U.S./Mexican citizens in the listed professions;

  • Layer GSS when eligibility allows a two-week target for complete applications filed outside Canada (actual times vary).




60-second decision snapshot


  • ICT (Intra-Company Transfer, LMIA-exempt) — Best when:

    • The candidate worked for your company (or affiliate) abroad for ≥1 year full-time in the last 3 years.

    • Canadian role is executive/managerial or specialized knowledge tied to your organization.

    • You want an LMIA-exempt path with clear company control.


  • CUSMA Professional (LMIA-exempt) — Best when:

    • The candidate is a U.S. or Mexican citizen.

    • The job matches a CUSMA professions list occupation (credentials required as listed).

    • Offer is from your Canadian entity with clear duties and wages.


  • GSS (Global Skills Strategy) two-week target — Use with the above when:

    • Application is outside Canada, complete, and the worker is ready for biometrics/medical.

    • The category is GSS-eligible (certain high-skill LMIA-exempt cases) or Global Talent Stream (LMIA-based).

    • Treat two weeks as a service standard, not a guarantee.






CUSMA reality check for software roles (read this first)

  • CUSMA Professional has only one IT category: Computer Systems Analyst (CSA).

    Typical Staff Software Engineer duties (designing/building features, coding, debugging, sprint ownership) do not fit CSA.

  • Titles don’t win, duties do. 

    Calling a developer an “Analyst” won’t work if the duties are plainly software development.

  • “Management Consultant” is narrow. 

    It’s advisory on organizational management, not line management or building products.



Better defaults for hands-on software roles

  • ICT if the person meets the one-year group employment test and the Canadian role is managerial/executive or specialized knowledge.

  • Global Talent Stream (LMIA-based) when it’s a straight software engineering role; pair with GSS work-permit processing (if eligible and filed outside Canada).




Side-by-side: what HR cares about

Topic

ICT (LMIA-exempt)

CUSMA Professional (LMIA-exempt)

GSS (Two-week target)

Who qualifies

Employee of your group abroad (≥1 yr recent FT)

U.S./Mexican citizen in a listed profession

High-skill cases filed outside Canada (LMIA-exempt) or GTS LMIA-based

Proof of fit

Corporate relationship + exec/manager or specialized knowledge

Citizenship + profession match + credentials

Completeness + eligibility; biometrics/medical ready

Typical use

Internal transfers, leadership, deep product know-how

Direct hires into list professions

Speed boost; timelines still vary

Family (spouse)

Often eligible for SOWP (role-dependent)

Often eligible for SOWP (role-dependent)

Aim to process together; may land at different times

PR pathway

Often bridges to Express Entry/PNP

Same

Same (GSS is a speed layer)

Fit for Staff Software Engineer

Often (if SK/managerial facts support)

Usually no (CSA ≠ software development)

N/A (apply to ICT or GTS for speed)




Quick screens you can run on a call


ICT screen (3 questions)

  1. Has the candidate worked ≥1 year full-time for your group abroad in the last 3 years?

  2. Is the Canadian role executive/managerial or specialized knowledge your org truly owns?

  3. Can you show the corporate relationship (parent/sub/affiliate) on paper?

    If yes to all → ICT is likely your cleanest LMIA-exempt path.


CUSMA Professional screen (CSA)

  1. Is the candidate a U.S. or Mexican citizen?

  2. Do the actual duties match systems analysis (not software development)?

  3. Do credentials align with the CSA profile?

    If any “no” → skip CUSMA. Use ICT (if eligible) or Global Talent Stream.


GSS two-week viability check

  1. Will you file outside Canada with a complete package (biometrics/medical ready)?

  2. Is the category GSS-eligible (LMIA-exempt) or is it Global Talent Stream (LMIA-based)?

  3. Are role, wage, and worksite details consistent across forms/letters?

    If yes → target GSS. (Remember: service standard ≠ guarantee.)





Plain steps for HR (offer → work start)

  1. Choose the route. Note why you’re using ICT vs CUSMA and whether GSS applies.

  2. Collect documents. Passport, resume/LinkedIn, credentials, job description, wage, worksites.

    • ICT add-ons: org chart, employment letters, corporate relationship proof.

    • CUSMA add-ons: profession match evidence; licensure if required.

  3. Draft support letters. Keep duties, wage, and worksites consistent across all docs.

  4. File outside Canada if you want a GSS two-week target and you’re eligible.

  5. Set expectations. Travel holds may apply; family processing may trail the principal.

  6. Day-one compliance. Confirm worksite(s), keep records that match the application, and log expiries in your tracker.





Manager message template (copy/paste)


If using ICT

“We’re moving this transfer under an ICT route. It’s LMIA-exempt and fits because of prior service and the role level. We’ll file as soon as the org docs and letters are ready.”


If using CUSMA

“This role fits the CUSMA professions list, and the candidate is a U.S./Mexican citizen, so we can use the LMIA-exempt path. We’ll finalize credentials and file.”


If aiming for GSS

“We’re targeting the two-week GSS service standard by filing outside Canada with a complete package. Timelines are targets, not guarantees.”




Do / Don’t (saves time later)

  • Do keep duties, title, wage, and worksites aligned across the offer, letters, and forms.

  • Do verify CUSMA profession match early (titles alone mislead).

  • Do confirm ICT corporate relationship and the one-year prior service before promising dates.

  • Don’t shuffle work sites after filing without checking the impact.

  • Don’t assume family applications will finish the same day, and set expectations.




FAQ


Is CUSMA Professional a fit for a Staff Software Engineer?

Usually no. The IT category is Computer Systems Analyst, interpreted as systems/business analysis, not software development. Use ICT (if the one-year affiliate rule fits) or Global Talent Stream.


Does GSS cover everyone?

No. It applies to specific high-skill categories filed outside Canada (and GTS LMIA-based). Treat two weeks as a target, not a promise.


Do we need an LMIA for ICT or CUSMA?

No — both are LMIA-exempt.


What about remote work?

List the Canadian work location(s) clearly. If they change, check whether an update is needed.



Disclaimer: Content in this publication is not intended as legal advice, nor should it be relied on as such. For additional information on the issues discussed, consult a WayLit-affiliated attorney or another qualified professional.

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