A Lively Autumn in Immigration: Major Issues for the Manufacturing Sector

Quebec’s manufacturing sector is facing a persistent labour shortage. With more than 23,000 positions to fill, businesses are struggling with a scarcity of talent that is slowing growth, reducing competitiveness, and limiting their ability to meet demand. In this context, immigration stands out as one of the most effective structural solutions to support the manufacturing industry and strengthen the province’s active workforce.

Government decisions regarding immigration planning will have a direct impact on Quebec’s attractiveness to foreign workers and on businesses’ ability to recruit sustainably. Among the scenarios being considered, a gradual increase in immigration thresholds to 60,000 admissions by 2027 appears to be the most likely to support economic growth and address labour market needs.

Immigration and Manufacturing Workforce in Quebec

For the manufacturing sector, immigration is not simply a replacement lever—it is a true driver of economic development. Many businesses already rely on international recruitment to fill technical, specialized, or hard-to-fill roles.

However, immigration thresholds, eligibility programs, and processing times must be aligned with on-the-ground realities. A gradual increase in permanent admissions could help expand the available talent pool. That said, to generate tangible results in the manufacturing sector, certain eligible training programs should be revisited—particularly to include strategic programs under 1,800 hours, such as AEC certifications in automation, instrumentation, robotics, or technical training in electrical engineering.

Accelerating Permanent Residency Processing Times

The effectiveness of the immigration system does not rely solely on admission targets. Processing times for permanent residency in Quebec are also a major issue for employers. In some cases, these delays are significantly longer than in other Canadian provinces, reducing Quebec’s attractiveness and complicating the retention of foreign workers.

Better coordination between the Quebec and federal governments would therefore be essential to speed up processing, reduce interprovincial disparities, and allow manufacturing businesses to plan their workforce needs with greater predictability.

PSTQ: Current Limitations for Employers

The proposed PSTQ regulatory framework also raises several concerns for businesses. One key issue is the requirement for an advanced level of French for most candidates, as well as for their spouse or partner. While the objective of francization is widely supported, a more flexible approach adapted to the realities of specific roles would be preferable, particularly in the manufacturing sector.

In this context, francization efforts should be supported jointly by the government and employers. It would also be relevant to allow French language learning before arrival in Quebec, for both workers and their families, to facilitate long-term integration and retention.

The PSTQ also raises concerns regarding educational requirements for certain TEER 4 and 5 positions. Requiring a secondary or vocational diploma to access permanent residency—while allowing workers to hold these positions temporarily for two years—creates a significant inconsistency. This contradiction may limit employers’ ability to retain workers who are already trained, integrated, and contributing to Quebec’s economy.

Temporary Foreign Worker Program Remains Essential

Given the numerical limits and processing delays associated with permanent residency, the Temporary Foreign Worker Program will continue to play a crucial role for Quebec’s manufacturing sector. However, here again, administrative delays hinder companies’ ability to recruit quickly.

Among the proposed solutions, allowing Quebec employers to submit a Labour Market Impact Assessment (LMIA) application before identifying a candidate would enable them to initiate the process in parallel with international recruitment. This would significantly reduce hiring timelines and improve business agility. Currently, all other Canadian provinces benefit from this flexibility, further increasing Quebec’s competitive disadvantage.

Conclusion

In today’s demographic and economic context, immigration represents one of the most critical responses to labour shortages in Quebec’s manufacturing sector. To maximize its effectiveness, action will be required on multiple fronts: increasing admission thresholds, adapting program criteria, accelerating processing times, and providing businesses with more flexible tools to recruit and retain foreign workers.

More than ever, businesses should closely monitor evolving immigration policies and actively engage in discussions shaping the future of Quebec’s labour market.