Employers in Quebec received a welcome boost this week after IRCC quietly expanded a March 2026 public policy that lets temporary foreign workers who have entered Quebec’s permanent selection pathway keep working while their applications are processed. Effective 5 June 2026, spouses and common-law partners of those workers can now apply for open work permits valid for up to one year, aligned with the principal applicant’s status.
![Canada opens spousal open-work permits for Quebec skilled-worker applicants’ partners]()
Companies and families that prefer expert, end-to-end help with these new filings can streamline the process through VisaHQ’s digital portal. The firm’s Canada desk—accessible at https://www.visahq.com/canada/—offers document vetting, deadline tracking and direct submission support for all Canadian work-permit classes, ensuring applications carry the correct PPTR2PRQC2026 code and reach IRCC within the promised 30-day window.
To be eligible, the principal worker must have received an invitation under the Programme de sélection des travailleurs qualifiés (PSTQ) and submitted a Demande de sélection permanente. Qualifying spouses must already hold valid temporary status (worker, student or visitor) or be eligible for restoration and must be listed as accompanying family members. Applications that carry the special code PPTR2PRQC2026 will be processed within 30 days, and employers are exempt from paying the usual employer-compliance fee. The measure addresses two pressing problems: Quebec’s chronic labour shortages—especially in health care, construction and tourism—and rising family-separation cases caused by long permanent-residence queues. By allowing spouses to work for any employer without a Labour Market Impact Assessment, the province gains an immediate pool of job-ready talent while increasing retention of skilled workers already integrated into French-language workplaces. For multinational companies with Quebec operations the change simplifies assignment planning. Previously, firms often had to relocate key employees to other provinces or postpone projects because spouses lacked work authorization. With the new rule, HR officers can craft dual-career relocation packages and reduce the risk of early assignment failure linked to dependent under-employment. The policy is in force until 31 December 2026. Stakeholders still urge Ottawa and Quebec City to publish real-time usage statistics and to coordinate the rule with forthcoming reforms to the Quebec Experience Program, slated to reopen 2 July 2026. Companies are advised to file spousal applications early and to remind employees to include the processing code to secure the promised 30-day service standard.
Companies and families that prefer expert, end-to-end help with these new filings can streamline the process through VisaHQ’s digital portal. The firm’s Canada desk—accessible at https://www.visahq.com/canada/—offers document vetting, deadline tracking and direct submission support for all Canadian work-permit classes, ensuring applications carry the correct PPTR2PRQC2026 code and reach IRCC within the promised 30-day window.
To be eligible, the principal worker must have received an invitation under the Programme de sélection des travailleurs qualifiés (PSTQ) and submitted a Demande de sélection permanente. Qualifying spouses must already hold valid temporary status (worker, student or visitor) or be eligible for restoration and must be listed as accompanying family members. Applications that carry the special code PPTR2PRQC2026 will be processed within 30 days, and employers are exempt from paying the usual employer-compliance fee. The measure addresses two pressing problems: Quebec’s chronic labour shortages—especially in health care, construction and tourism—and rising family-separation cases caused by long permanent-residence queues. By allowing spouses to work for any employer without a Labour Market Impact Assessment, the province gains an immediate pool of job-ready talent while increasing retention of skilled workers already integrated into French-language workplaces. For multinational companies with Quebec operations the change simplifies assignment planning. Previously, firms often had to relocate key employees to other provinces or postpone projects because spouses lacked work authorization. With the new rule, HR officers can craft dual-career relocation packages and reduce the risk of early assignment failure linked to dependent under-employment. The policy is in force until 31 December 2026. Stakeholders still urge Ottawa and Quebec City to publish real-time usage statistics and to coordinate the rule with forthcoming reforms to the Quebec Experience Program, slated to reopen 2 July 2026. Companies are advised to file spousal applications early and to remind employees to include the processing code to secure the promised 30-day service standard.
