Hiring a caregiver can be life-changing for Canadian families — especially those balancing work, childcare, or the needs of aging parents. The Home Support Worker (HSW) and Home Child Care Provider (HCCP) Programs offer a streamlined path for families and private households to hire qualified caregivers while providing these workers with a direct route to permanent residence.

But employers have specific responsibilities and requirements they must meet before hiring a caregiver under these programs. This guide outlines the key steps and obligations to help families understand the process clearly and confidently.

1. Who Can Hire a Caregiver Under These Programs?

Employers must be:

• A private household OR
• A Canadian family needing in-home care for children, seniors, or persons with disabilities.

Caregivers cannot be hired under these pilots by:

• Third-party staffing agencies
• Placement agencies
• Employers offering jobs outside private home settings

Only direct in-home employment is eligible.

2. Provide a Full-Time, Eligible Job Offer

Your job offer must meet all IRCC program requirements, including:

• Full-time employment: At least 30 hours per week
• Permanent or long-term duration
• Valid job duties aligned with the appropriate NOC:
  • HSW: NOC 44101 – Home Support Worker
  • HCCP: NOC 44100 – Home Child Care Provider
• Work location: Must be inside Canada but outside the province of Quebec

Your offer letter must clearly detail:

• Job title and NOC code
• Detailed duties
• Hourly wage and schedule
• Work address
• Employment conditions

A well-written, compliant job offer is essential for the Caregiver’s application.

3. Offer Fair and Compliant Wages

Employers must pay at least the provincial or territorial median hourly wage for that occupation.

This ensures fair compensation and protects caregivers from underpaid or unsafe employment conditions.

Wages must:

• Meet or exceed the local median wage
• Be paid regularly (weekly or bi-weekly)
• Follow all labour standards, including overtime rules where applicable

4. Demonstrate Ability to Pay

While an LMIA is not required for these pilots, employers must still show that they can financially support the Caregiver’s wages.

This may include:

• Recent pay stubs
• Tax returns
• Employment letters
• Bank statements

These documents assure IRCC that the employer can sustain ongoing payments.

5. Provide a Safe and Respectful Work Environment

Employers are responsible for ensuring:

• A healthy, safe workplace
• Reasonable hours and duties
• Compliance with employment standards laws
• Respect for workers’ rights and dignity

Caregivers cannot be required to live in the employer’s home — the Live-In requirement is forbidden under these programs.

If a caregiver chooses to live in, proper accommodation standards must be met.

6. Support the Caregiver with Accurate Documentation

Employers must provide the Caregiver with:

• A clear, accurate employment contract or job offer
• Any documents needed to verify job duties or employment conditions
• Records of wages and hours once the Caregiver begins working

Misrepresenting employment conditions can result in the Caregiver’s application being denied and in severe penalties for the employer.

7. No Fees Can Be Charged to the Caregiver

Employers must not:

• Charge caregivers recruitment fees
• Deduct unauthorized costs from pay
• Request payment for job offers

All fees associated with hiring — including recruitment, if used — must be paid by the employer.

8. Be Prepared for IRCC Verification

IRCC may contact employers to:

• Confirm the job offer
• Verify the work environment
• Ask questions about the Caregiver’s role and duties

Employers should respond promptly and provide complete information.

Compliance helps the Caregiver’s application move forward smoothly.

9. After Hiring: Employer Responsibilities Continue

Once the Caregiver begins their role, employers must:

• Pay wages on time
• Follow labour laws and employment standards
• Provide accurate Records of Employment (ROEs) when required
• Maintain a respectful, supportive workplace

These protections ensure a positive employment relationship and successful settlement.

10. How Change of Phase Consulting Group Supports Employers

Hiring a caregiver through the HSW or HCCP Programs can be complex, especially for families navigating the process for the first time.

Our team at Change of Phase Consulting Group assists employers by:

• Drafting compliant job offers and employment contracts
• Guiding wage and duty requirements
• Ensuring eligibility under the correct NOC
• Preparing supporting documentation for the Caregiver’s PR application
• Providing ongoing support through hiring and settlement

We make the process transparent, efficient, and compliant — helping families access the support they need while assisting caregivers to build a stable future in Canada.

Final Thoughts

Caregivers play a vital role in Canadian homes — supporting seniors with dignity and giving children the nurturing environment they need to thrive.

By understanding the employer requirements under the HSW and HCCP Programs, families can hire responsibly, ethically, and with full compliance.

At Change of Phase Consulting Group, we proudly support both employers and caregivers in creating meaningful, long-term working relationships that change lives on both sides.