Employment, Residency and Jobs for Ukrainians in Canada

Employment, Residency and Jobs for Ukrainians in Canada

Craig Faucette

As the Russian invasion of Ukraine is close to entering its fourth month, more and more Ukrainians are looking to flee the conflict and resettle in welcoming countries. And, Canada is one of many countries opening its doors to Ukrainian newcomers.  As they arrive looking to create a new home, many supports are being made available, such as settlement services, housing and employment services. Our industry is also well positioned to help. The following information describes various pathways into Canada for Ukrainians and how trucking and logistics employers may be able to help.

Pathway to Canada:

Immigration, Refugees and Citizenship Canada (IRRC) has introduced new immigration streams for Ukrainians who want to come to Canada temporarily or permanently. A Canada-Ukrainian Authorization for Emergency Travel (CUAET) has been created, which is available for those fleeing the Ukraine and their immediate family members. There are no limits to the number of Ukrainians who can apply. This will eliminate most of the usual visa requirements in order to acquire residency in a timely matter. Their stay can also be extended by two years if needed. The Immigration and Refugee Board of Canada (IRB) has made pending files a priority to renew work permits, study permits, temporary residence and proof of citizenship while Ukrainian nationals are residing in Canada. The Canadian Border Services Agency also has a temporary measure put in place (Administrative Deferral of Removals) in order to delay Ukrainian nationals, currently residing in Canada, from having to leave the country.

Family Sponsorship:

Canadian citizens and permanent residents can apply to sponsor eligible family members to come to Canada. Applications are still to be submitted through usual procedures. Applications for immediate family members will be prioritized by the IRCC through the use of a special family reunification sponsorship pathway.

For more information on the immigration process visit:


Employment for Ukrainian nationals in Canada:

All Ukrainians who come to Canada as part of these measures are eligible to apply for open work permits and employers will be able to hire Ukrainian nationals through the process of CUAET. Employers looking to hire Ukrainian nationals in Canada can set up an employer profile on the Government of Canada’s Job Bank website, and then create a posting and submit a form (provided by the Job Bank site) specifically designed for this purpose. Ukrainian nationals in Canada can also visit the Job Bank’s job board free of cost.

Organizations Supporting Ukrainian Refugees:

There are over 550 organizations helping refugees with settlement and integration into Canadian society.  These organizations help with settlement and adaption services such as health, housing, schooling for children, continuing education, social services, and employment services to just name a few.

Connecting and building relationships with these organizations may be a valuable link to connecting to refugees and providing an avenue for employment with your company.  The Government of Canada has a settlement services finder that refugees can use to look for services in the communities they settle in.  Employers may find the tool useful to identifying local agencies that they can reach out and partner with.


Jobs for Ukrainians Facebook Group:

Facebook groups have been created that aim to facilitate contact between Ukrainians arriving in Canada who are seeking employment and employers who are hiring.  This may be a potential resource to help support Ukrainian newcomers while filling some of your recruitment needs.




As Ukrainians look to seek refuge or make Canada their new home, there are many opportunities for our industry to help make the process much smoother.  Offering opportunities and support to newcomers can help individuals who are fleeing incredibly difficult and traumatic circumstances while providing a head start on a new life in Canada.

Driving Diversity: How to develop DEI policies that work

Driving Diversity: How to develop DEI policies that work

Angela Splinter

Diversity, Equity, and Inclusion (DEI) sometimes feel like a “check the box” exercise, which is why these initiatives can fall short as you try to establish a culture where employees can imagine themselves as key contributors.

For many trucking and logistics employers, just getting started with DEI is the hard part. The longer you wait to develop policies and practices, the more you risk missing out on finding top talent among underrepresented people and reaping the benefits of a more inclusive workplace.

This is why Driving Diversity is the theme of our annual Women with Drive Leadership Summit on June 2 in Toronto.

This year’s conference will examine what it means to hire, train, and retain a more representative workforce in trucking and logistics, with a special emphasis on DEI tools, strategies, and best practices.

Our morning panel includes DEI experts from academia, government, employers, and business who will share ideas and actions they have taken to increase diversity across the industry.

The afternoon features what has quickly become the most popular piece of the program, the Learning Highway, where delegates can participate in speed-learning on topics including:

  • Using social media and marketing to recruit a diverse workforce
  • Workforce planning through diversity, equity, and inclusion
  • Canada Labour Code compliance
  • Using industry-specific wage subsidies to support recruiting a diverse workforce

The conference is also a place for HR professionals to network and learn from each other, and to access DEI resources they can take back and share with their own teams.

These resources include Recruiting and Retaining Diverse Communities: An Employer Roadmap. Produced in partnership with the Alberta Motor Transport Association, this guide identifies specific groups that are underrepresented in the industry and provide strategies that can help attract, recruit, and retain diverse talent.

THRC will introduce a suite of tools that HR professionals can use to create and implement effective DEI policies; manage hybrid and flexible workplaces; improve performance appraisals; develop workplace wellness programs; and create a compensation philosophy. Developed specifically for trucking and logistics employers, these resources will be available from the THRC website and provide templates and step-by-step support for HR teams.

DEI policies don’t exist as a “favour” to underrepresented groups. They’re intended to help employers establish and maintain a workplace that is welcoming, supportive, and draws strength from the knowledge and experiences that come from a diverse workforce.

Register and join us in Toronto on June 2 to learn more.

Trucking HR Canada’s wage subsidy programs are now fully part of Emterra’s recruitment strategy

Trucking HR Canada?s wage subsidy programs are now fully part of Emterra?s recruitment strategy

Janine Welch doesn?t miss a single issue of Trucking HR Canada?s e-bulletin called ?HR Insights?. That?s actually how the human resources manager at Emterra Group learned about the organization?s Career ExpressWay initiative and the different wage subsidy programs available.

The Canada-wide waste and recycling company has now hired over 15 new workers with the support of wage and new driver training subsidies available through the program. ?We also use the program for different logistics positions,? Welch says to illustrate that, in addition to drivers and the people loading the refuse trucks, the Career Expressway contributed to the successful hiring of staff for roles in multiple departments such as mechanics and mechanic apprentices, dispatchers, operations specialists and marketing & communications experts to name a few.

The financial support is very helpful. It allows us an opportunity to consider and explore different recruitment and attraction strategies. The subsidy offers a fantastic opportunity for young workers to enter the industry and allows Emterra the financial flexibility to hire and train more employees,?

Janine Welch, Human Resources Manager, Emterra Group

Evaluating a candidates? eligibility for the financial support brought by these Trucking HR Canada programs ? up to $10,000 in wage subsidy for a worker aged 30 and under; up to $10,000 to pay the training fees of a new truck driver ? has become second nature at the fleet. ?As we hire people through our recruitment process, if a potential worker meets the hiring criteria, we submit their name to the program for approval,? Welch says.

With recycling being at the heart of Emterra?s mission, the money saved with Career ExpressWay is reused to find even more new talent. ?The financial support is very helpful. It allows us an opportunity to consider and explore different recruitment and attraction strategies. The subsidy offers a fantastic opportunity for young workers to enter the industry and allows Emterra the financial flexibility to hire and train more employees,? says the HR expert who cherishes the concepts of diversity and inclusion in the workplace.

Besides, the process is seamless. ?It was very easy to navigate, and the turnaround time for processing a claim is minimal,? Welch says.

Getting access to young workers represents a considerable value in itself, according to the Emterra Group?s spokesperson. ?The shifting demographics make it even more important to attract and retain a young workforce, the wage and the training subsidy programs are very important for companies like Emterra to take advantage of,? she says.

?Young workers bring new ideas and perspectives. They?re always confident to share their ideas and provide feedback. They have a natural attraction and understanding of technology, and a strong desire to make a positive impact in the world. These traits are beneficial in supporting Emterra?s mission of enabling people and businesses to become stewards of the environment.?

Curbside appeal

At 28 years old, Kyle McGlynn-Bye already has several years of experience in the waste and recycling business. He used to be the one running behind the refuse truck to load it. Now he?s the one behind the wheel, as Career ExpressWay funded the training that led him to get his Class 1 licence.

?My dad has been involved with recycling and garbage collection since he and my mom got together, so I?ve been around trucks my whole life,? says the young man from Peterborough, Ontario. But he?s still learning every day, building on his past experience, which gave him an edge as a driver. ?I already knew what the job involved. There?s always more to learn, though, with doing this job because there are always new houses, new roads. There?s always something that can make things change in a moment,? he says.

Driving a refuse truck is certainly a unique kind of trucking that requires special skills. It?s a constant stop-and-go and the driver needs to stay focused at all times in case someone pulls out in front of his vehicle. There?s also the challenge of navigating in narrow streets with cars parked on both sides, a situation that gets even worse in wintertime.

Nonetheless, it?s still trucking, a heavily regulated industry. ?I didn?t really realize how many rules and regulations there actually were for bigger commercial vehicles than there are for cars. There?s a lot more that you need to pay attention to,? McGlynn-Bye says, referring to what he learned during his subsidized driver training.

?It?s not always easy, but I work with a great group of guys,? McGlynn-Bye summarizes about his new career as a truck driver.

And thanks to Trucking HR Canada?s Career ExpressWay, that group could very well expand soon, according to Janine Welch. ?It?s really an excellent program. It?s got lots of opportunities for those young people to get into the trucking and logistics sector. Emterra has been really pleased to be part of the program and we do look forward to continuing our support and participation,? she concludes.

To learn more about the wage subsidy and subsidized driver training programs, and how you too can benefit from this opportunity, please visit THRC Career Expressway or e-mail [email protected].

Trucking HR’s wage subsidy program helped continuous improvement at Arrow Logistics

Trucking HR's wage subsidy program helped continuous improvement at Arrow Logistics

Labour shortages in the trucking and logistics sector have led several employers to use signing bonuses as a recruitment strategy. What if the tables turned? What if there were bonuses or incentives for employers who hire students or young workers?

That’s exactly what Arrow Logistics found through Trucking HR Canada’s Career ExpressWay when they hired a student, and were able to receive a subsidy equivalent to 75% (up to $7,500) of that student hire’s wages through the Student Work Placement Program (SWPP).

I had my HR people look to see if there were any programs that would align with what we are doing and they are the ones who found the program, says McLean Cruthers, Project & Logistics Manager at Arrow Logistics about SWPP.

During a particularly busy period at Arrow, they noticed they needed help in warehouse logistics. The financial support from Trucking HR Canada (THRC) certainly helped Cruthers sell the idea of recruiting additional staff to upper management, he says.

Cruthers, having experienced being a co-op student himself as he began his career, was excited by the opportunity to introduce a young worker to the industry. I myself was a younger person in the industry. I, too, went through a similar student program that I hired with, he recalls.

Jeff Duong, the young man he recruited through the Career ExpressWay program, is 26 years old and on his way to earning a Bachelor’s degree in Commerce with a major in Supply Chain Management at MacEwan University in Edmonton.

My main job was to make sure that containers were arriving at specific times as well as organizing the warehouse and making sure that the products are going at the time that is needed, Duong says about his placement experience.

Getting better all the time

Cruthers liked Duong’s analytic approach to his work. We can always work more on the continuous improvement and, even though we’re doing well now, it doesn’t mean we can’t be doing better, he says.

Duong contributed to improving some aspects of the company’s operations and the partial wage subsidy was an added bonus. By the end of my co-op internship, I was able to improve upon some of the communication as well as inventory accuracy and efficiencies within the warehouse operations, the young man says about his time at Arrow.


Getting work experience before graduating and thus becoming even more attractive to future employers was Duong’s plan when he joined the SWPP. According to Cruthers, it was a win-win situation. It worked both ways. We were giving a student an opportunity and we were getting somebody we could hire for eight months through that contract work and get financial support. When I look just at my division, it helped in the overall bottom line, for sure, he says.

Cruthers helped Duong understand the functioning of the warehouse from the ground up and taught him what the forklift operators and the drivers go through before taking it to the next level of supervising.

You definitely have to be able to balance giving them an everyday job where they can get to a role, have functions that help operate the business on a day-to-day basis and keep the business going while also finding ways to develop through new things that happen as well, Cruthers says.

And new things happen all the time in the trucking and logistics sector, Duong learned. Something that was not in his books at University. You can’t really plan out everything because at the end of the day, when you’re working with trucks there will be things that go wrong all the time, he says about the need to have contingency plans and continually adapt to the situation.

His initial interest in logistics developed during travel in China in 2019, as he was visiting a trade city called Yiwu. I was mesmerized by the amounts of inventory and products that were there. I wanted to understand how that worked, Duong recalls.

Arrow contributed to that understanding. Cruthers says he and Duong had very interesting discussions about the evolution of the whole supply chain environment. Just having engaged conversations about that was, I guess, the most rewarding thing, Cruthers says, referring to the passion he could see in the intern’s eyes.

While it was the first time that Arrow hired a young worker through such an initiative, it probably won’t be the last. If the opportunity is there, for sure we’ll definitely do that, Cruthers says about using the Career ExpressWay program again.

To learn more about the Student Work Placement Program, and how you too can benefit from this opportunity, please visit THRC Career Expressway or e-mail [email protected].