New Brunswick Atlantic Immigration Program (AIP): Complete Guide
The New Brunswick Atlantic Immigration Program (AIP) is an employer-driven pathway to permanent residence.
Unlike Express Entry, the Atlantic Immigration Program is not based on Comprehensive Ranking System (CRS) scores. Instead, it allows designated employers in New Brunswick to hire qualified foreign workers and eligible international graduates when they cannot find suitable Canadian citizens or permanent residents to fill available positions.
Because the program is employer-driven, both employers and applicants have important responsibilities throughout the process.
Immigration New Brunswick (ImmigrationNB) and Immigration, Refugees and Citizenship Canada (IRCC) carefully review every application to ensure that the employment relationship is genuine, the employer meets program requirements and the applicant qualifies under the program.
This guide explains how the New Brunswick Atlantic Immigration Program works, and the best practices that can improve the chances of a successful application.
How the New Brunswick Atlantic Immigration Program Works
The Atlantic Immigration Program is a partnership between three key parties:
- Immigration New Brunswick (ImmigrationNB)
- Immigration, Refugees and Citizenship Canada (IRCC)
- A designated employer in New Brunswick
Although every application is different, the process generally follows the same sequence.
First, an employer must become designated under the Atlantic Immigration Program. Once designated, the employer may recruit a qualified foreign worker or eligible international graduate for a genuine job vacancy.
After selecting a candidate, the employer submits an endorsement application to Immigration New Brunswick. The province reviews both the employer and the worker to determine whether all program requirements have been met.
If the application is approved, Immigration New Brunswick issues an Endorsement Certificate. The worker can then submit an application for permanent residence to IRCC.
Where necessary, the employer may also support an Atlantic Immigration Program-specific temporary work permit, allowing the employee to begin working while the permanent residence application is being processed.
It is important to understand that employer designation alone does not authorize an employer to hire foreign workers through the Atlantic Immigration Program. Every individual worker must still receive provincial endorsement before proceeding with a permanent residence application.
Employer Designation
Only employers that have been officially designated by the Province of New Brunswick can participate in the Atlantic Immigration Program.
Employer designation simply means the business has been approved to participate in the program. It does not automatically authorize the employer to recruit foreign workers or guarantee that future endorsement applications will be approved.
Each foreign worker still requires an individual endorsement application, which is reviewed on its own merits.
To become designated, employers are generally expected to demonstrate that they:
- operate a legitimate business in New Brunswick;
- are legally established in the province;
- comply with provincial employment standards;
- remain in good standing with government requirements;
- participate in any required employer training; and
- are prepared to support the settlement of newcomers and their families.
Meeting these requirements helps ensure that employers participating in the program can provide genuine employment opportunities while supporting successful settlement in New Brunswick.
Job Offer Requirements
One of the most important parts of any Atlantic Immigration Program application is the job offer itself.
The program is designed to fill genuine labour shortages, not to create positions solely for immigration purposes. As a result, immigration officers carefully assess whether the offered position reflects a real business need.
Generally, the job offer must be:
- full-time;
- non-seasonal;
- permanent, with no predetermined end date;
- for at least 30 hours of paid work each week;
- consistent with provincial wage requirements; and
- signed by both the employer and the employee.
Beyond meeting these technical requirements, the position must also represent continuous employment and respond to a genuine need within the employer’s business.
If immigration officers conclude that a position was created primarily to facilitate immigration rather than meet a legitimate staffing requirement, the application may be refused.
Settlement Plan
One feature that makes the Atlantic Immigration Program different from many other Canadian immigration pathways is its mandatory settlement planning process.
Every worker endorsed through the program must complete a settlement needs assessment through an approved settlement service provider. Based on that assessment, an individualized settlement plan is prepared to help the worker and, where applicable, accompanying family members successfully establish themselves in New Brunswick.
The settlement plan may include guidance on:
- finding suitable housing;
- opening bank accounts;
- enrolling children in school;
- accessing transportation;
- language services; and
- connecting with community resources.
The completed settlement plan forms part of the endorsement application and must be submitted before provincial approval can be granted.
Rather than being an administrative requirement alone, the settlement plan is intended to help newcomers integrate successfully into their new community and begin life in New Brunswick with the support they need.
Endorsement
Provincial endorsement is one of the most important stages of the Atlantic Immigration Program.
An endorsement represents the Province of New Brunswick’s approval of both the employer’s job offer and the foreign worker being nominated under the program.
Without an approved endorsement:
- the worker cannot submit a permanent residence application under the Atlantic Immigration Program; and
- an Atlantic Immigration Program-specific temporary work permit cannot be issued.
Before granting an endorsement, Immigration New Brunswick reviews several factors, including:
- the employer’s eligibility under the program;
- the applicant’s eligibility;
- the job offer;
- recruitment efforts;
- wage information;
- the completed settlement plan; and
- the employer’s business need for filling the position.
Every endorsement application is assessed individually, and approval is never automatic simply because an employer has already been designated.
Temporary Work Permit
One advantage of the Atlantic Immigration Program is that eligible workers may not have to wait until their permanent residence application is finalized before beginning employment.
After receiving provincial endorsement, the employer may support the worker’s application for an Atlantic Immigration Program-specific temporary work permit.
When approved, this allows the worker to travel to Canada and begin working for the designated employer while IRCC continues processing the permanent residence application.
This pathway helps employers fill urgent labour shortages more quickly while allowing qualified workers to begin building their lives in New Brunswick before receiving their permanent residence decision.
Candidate Eligibility
To qualify under the New Brunswick Atlantic Immigration Program, applicants must meet the program’s eligibility requirements before an endorsement can be approved.
Generally, applicants need:
- qualifying work experience, unless exempt as an eligible international graduate;
- the required level of education;
- valid language test results;
- settlement funds, where applicable;
- a genuine job offer from a designated employer; and
- a provincial Endorsement Certificate.
Meeting these requirements does not automatically guarantee permanent residence. Both Immigration New Brunswick and IRCC will assess the application before making a final decision.
Recruitment Requirements
Although the Atlantic Immigration Program does not require a Labour Market Impact Assessment (LMIA), employers are still expected to make reasonable efforts to recruit Canadian citizens or permanent residents before hiring a foreign worker.
As part of the endorsement process, Immigration New Brunswick may review whether local recruitment efforts were unsuccessful before approving an application.
Employers should keep records of their recruitment activities, including job advertisements, interview notes, recruitment dates and the reasons candidates were not selected. These records may be requested during processing.
Employer Responsibilities
Participating in the Atlantic Immigration Program comes with ongoing responsibilities.
Employers are expected to provide accurate information throughout the application process, offer genuine employment, comply with provincial employment standards and pay employees according to the agreed terms.
They must also maintain payroll records, support the settlement of newcomers, cooperate during inspections or audits and notify Immigration New Brunswick if any significant business or employment changes occur after endorsement.
Maintaining compliance helps protect both the employer’s participation in the program and the worker’s immigration process.
Common Reasons Applications Are Refused
1. Non-Genuine Job Offer
One of the most common reasons applications are refused is when immigration officers determine that the job offer is not genuine.
This may happen if the position was created primarily to support immigration, there is no legitimate business need for the role or the duties do not reflect the employer’s actual operations.
2. Incorrect NOC
Choosing the wrong National Occupational Classification (NOC) can also lead to refusal.
Immigration officers compare the job duties, wage, qualifications and business activities to ensure the selected NOC accurately reflects the work the employee will perform. Selecting a NOC simply because it appears eligible may create serious problems during assessment.
3. Wage Issues
The wage offered should be appropriate for the occupation, consistent with provincial employment standards and reflect the employee’s skills and experience.
Wages that appear unusually low for the position may raise concerns about whether the job offer is genuine.
4. Missing Settlement Plan
A settlement plan is a mandatory part of the Atlantic Immigration Program.
Submitting an endorsement application without the required settlement documentation may delay processing or prevent approval altogether.
5. Business Changes
Significant business changes should never be ignored.
If there is a change in ownership, restructuring, bankruptcy, business closure or other major operational changes, Immigration New Brunswick should be informed promptly.
Employer designation does not automatically transfer to a new owner, and failing to report material changes may affect future applications.
6. Employer Compliance Issues
Employers that fail to comply with employment standards or immigration program requirements may be refused participation in the program.
Examples include providing false information, abusing temporary foreign workers, failing inspections or breaching provincial program requirements.
Things Employers Should Pay Close Attention To
A successful Atlantic Immigration Program application depends on more than meeting the minimum requirements. Employers should pay close attention to a few areas that are often reviewed during the endorsement process.
1. Genuine Business Need
Before offering a position, ask yourself a simple question: Would I still hire this person if immigration did not exist? If the answer is no, the job offer may not withstand scrutiny.
2. Accurate Job Description
The job description should accurately reflect the employee’s day-to-day responsibilities. Avoid copying NOC descriptions or exaggerating duties simply to match an eligible occupation.
3. Keep Documents Consistent
All supporting documents should match, including the wage, hours of work, location, supervisor, NOC, job duties and start date. Inconsistencies can delay processing or affect the outcome of the application.
3. Maintain Recruitment Records
Even though an LMIA is not required, employers should keep recruitment records, including advertisements, resumes received, interview notes and reasons applicants were not selected. Immigration New Brunswick may request these records during processing.
4. Maintain Financial Stability
Employers should be able to demonstrate that the business has the financial capacity to pay wages, continue operating and retain employees. Keeping business and financial records up to date can help support the application.
6. Report Material Changes
Immigration New Brunswick should be informed promptly if there are significant changes, such as a business sale, ownership change, closure, employee resignation or a change in the employee’s work location. Failing to report material changes may affect future participation in the program.
Best Practices for Employers
Employers should hire only where there is a genuine labour shortage and ensure every job offered under the program is full-time, permanent and non-seasonal. Maintaining accurate recruitment, payroll and employment records, completing required employer training, supporting newcomer settlement and keeping business information up to date are all important parts of ongoing compliance.
Employers should also avoid creating fictitious positions, selling jobs, selecting an incorrect NOC, reducing wages after endorsement without proper justification, submitting inconsistent information or assuming employer designation guarantees approval.
Best Practices for Applicants
Applicants should ensure that every document submitted is truthful, accurate and consistent. They should meet the required education, language and work experience requirements, complete the settlement process promptly and maintain valid immigration status while in Canada.
Applicants should also notify their employer and IRCC if important personal information changes, such as their marital status or contact details.
Equally important, applicants should never accept a non-genuine job offer, work without authorization, submit fraudulent documents or change employers without understanding how it may affect their Atlantic Immigration Program application. Receiving an endorsement does not automatically guarantee permanent residence, as the final decision remains with IRCC.
Current New Brunswick Program Updates (2026)
Due to reduced immigration allocations, New Brunswick has introduced additional measures under the Atlantic Immigration Program.
The province now uses a candidate pool system for endorsement applications and has limited certain endorsements for candidates outside Canada to government-led recruitment initiatives in sectors such as healthcare, education and construction trades.
The province also reminds applicants that it cannot guarantee endorsement or permanent residence decisions before a work permit expires. Applicants remain responsible for maintaining valid temporary resident status throughout the process.
How Sehli Global Can Help
As a licensed Canadian immigration consulting firm, we help both employers and foreign workers understand the Atlantic Immigration Program before applications are submitted.
We can assist employers in understanding program requirements, reviewing job offers, identifying the correct NOC, preparing supporting documents and navigating the endorsement process. We also help eligible foreign workers understand their options, prepare their permanent residence and work permit applications, and ensure their documents meet program requirements before submission.
If you’re considering the New Brunswick Atlantic Immigration Program, you can book a consultation with Sehli Global to discuss your eligibility and receive professional guidance tailored to your situation.
Conclusion
The New Brunswick Atlantic Immigration Program offers a valuable pathway to permanent residence for eligible foreign workers and international graduates, while helping employers address genuine labour shortages.
Success under the program depends on careful preparation, accurate documentation and full compliance with provincial and federal requirements. Understanding the rules before applying can help employers and applicants avoid common mistakes and improve the likelihood of a successful outcome.
