If you’re a global mobility professional tasked with relocating talent to Vancouver, you already know: this city is a magnet for opportunity, offering exceptional quality of life, year-round mountain views, and a thriving economy powered by a wide range of industries. But today’s Vancouver mobility landscape? It’s more complex than ever. And the challenges go far beyond securing a place to live.

Earlier this month, Weichert joined forces with EY and Synergy Global Housing for an interactive three-city roundtable series, helping mobility leaders prepare for the year ahead with powerful insights from experts in immigration, tax, and housing. Our Vancouver session featured a diverse collection of attendees from a broad range of industries who shared their experiences, frustrations, and creative solutions for tackling Vancouver’s unique challenges—from immigration hurdles to compliance headaches and talent retention. Here’s what you need to know, and what you can do to help your assignees thrive.

Vancouver’s Stickiest Challenges:

Immigration Barriers:
Securing Labor Market Impact Assessments (LMIAs) and permanent residency for non-Canadian employees is becoming increasingly difficult. Stricter government requirements, high unemployment rates, and meticulous documentation are now the norm. The process to prove that no Canadian can fill a given role is more onerous than ever, and new French language requirements for permanent residency add another layer of complexity. Age and language requirements can disadvantage experienced professionals and non-French speakers, making talent retention a real challenge.

Compliance and Inspections:
Government inspections and fines related to the Temporary Foreign Worker Program are on the rise. Companies must proactively review job titles, pay, and benefits for compliance, as discrepancies can lead to blacklisting and serious immigration issues. Non-compliance can result in border stops and corporate risks, especially in countries with strict enforcement.

US H1B Visa Changes:
Recent changes to the US H1B visa program—including a $100,000 fee and a new points-based lottery system—are creating uncertainty for employers and international hires. Companies are waiting for further government clarification and the outcome of ongoing lawsuits before making major decisions, while privately estimating potential costs and considering which employees to prioritize for sponsorship.

Employee and Recruiter Concerns:
Growing anxiety among employees and recruiters about eligibility, future costs, and policy changes means companies are fielding more questions and considering how to communicate and plan for various scenarios. This is also an opportunity for mobility professionals to gain a seat at the table with key decision makers.

Housing & Family Support:
Housing remains a persistent challenge in high-demand markets like Vancouver and Toronto. Prices are high, inventory is limited, and local regulations—such as foreign buyer bans and taxes—can restrict employees’ ability to purchase property. Daycare shortages add another layer of complexity for families relocating internationally.

Solutions: Best Practices from the Field

  1. Proactive Communication:
    Update relocation checklists to include information about property purchase restrictions, language requirements for PR, and daycare waitlists. Make sure employees know what to expect before they arrive.
  2. Flexible Mobility Policies:
    Many companies are moving away from rigid, one-size-fits-all relocation programs, instead adopting flexible or core-flex policies that allow for tailored support based on business unit autonomy, employee needs, and assignment specifics. This approach helps address the diverse requirements of today’s workforce, from single parents to executives with large families. Designing these programs requires upfront decision-making and buy-in from senior leadership, with careful budgeting and policy design essential for managing exception requests and global relocations.
  1. Temporary Housing and Short-Term Assignments:
    Short-term work permit exemptions and business travel programs are increasingly used to address talent needs, allowing consultants or employees to support projects for limited periods without the need for full relocation.
  2. Support and Education for Travelers:
    Provide business travel letters, training on border interactions, and guidance on documentation. Offer additional support for regular travelers, such as medical coverage and safety training.
  3. Monitoring and Compliance:
    Map business traveler volumes and monitor days spent in each country to avoid exceeding thresholds that trigger tax or immigration obligations. Develop intranet resources and training programs to ensure travelers are informed and compliant.
  4. Alternative Visa Strategies:
    Organizations are exploring alternative visas such as L1 and H1B1 for employees with specialized knowledge or those needing flexibility in work location. L1 visas, with no annual cap, can be advantageous for certain roles, while H1B1 is used for specific nationalities.

Looking Ahead: The Human Factor

Ultimately, the success of any mobility program hinges on empathy and adaptability. The top current challenges—immigration, compliance, retention, housing, and family support—may present as barriers to Vancouver relocation, but with clear communication, flexible policies, and a commitment to supporting employees’ unique needs, mobility professionals can turn these hurdles into opportunities.

As one roundtable participant put it:

“The ability to customize support can enhance the overall mobility experience and address diverse workforce requirements.”

In Vancouver, that means thinking outside the box, staying informed, and always putting people first.