OINP TEER 4-5 Pathway: Requirements and Process

Ontario has redesigned the Ontario Immigrant Nominee Program, commonly known as the OINP. One of the new options is the Ontario Workforce Priority: TEER 4-5 category.

This pathway is important because it opens the door for workers in TEER 4 and 5 occupations who have a full-time, permanent job offer in Ontario. These occupations are often essential to Ontario’s labour market, but they do not always fall within higher-skilled immigration pathways. However, this is not a simple job offer stream. The applicant must meet the TEER 4-5 eligibility requirements. The employer must qualify. The job offer must support an approved employment position. The applicant must also meet the work experience, education, language, licensing, and ownership requirements.

Ontario Regulation 422/17, General, under the Ontario Immigration Act, 2015, establishes the Ontario Workforce Priority categories, including the TEER 4-5 category. The current consolidated regulation reviewed for this article shows a consolidation period beginning June 25, 2026, with O. Reg. 204/26 as the last amendment.

Ontario’s public update confirms that the former eight OINP streams were removed and replaced by the new Ontario Workforce Priority stream. The TEER 4-5 pathway is open to workers in TEER 4 and 5 occupations who have a full-time, permanent job offer in Ontario.

What is the OINP TEER 4-5 category?

The OINP TEER 4-5 category is a pathway under the new Ontario Workforce Priority stream. It is for foreign nationals with a qualifying Ontario job offer in an NOC occupation listed under TEER 4 or TEER 5.

TEER refers to Training, Education, Experience and Responsibilities under Canada’s National Occupational Classification system. For this category, the offered position must fall under TEER 4 or 5.

The TEER 4-5 category is employer-driven. This means the worker cannot rely only on their own qualifications. The Ontario employer and the offered position must also meet detailed OINP requirements.

Basic eligibility rules for all applicants

Before reviewing the TEER 4-5-specific criteria, applicants must first meet the general rules that apply to all OINP nomination categories.

The applicant must be a foreign national. The applicant must also demonstrate, on a reasonable basis, an intention to reside in Ontario. If the person applies from inside Canada, they must be a temporary resident under section 22 of the Immigration and Refugee Protection Act.

The applicant must attend any in-person interview requested by the director. The regulation allows the director to request an interview, including an interview separate from other persons.

There is also a transition rule. If a person applied for an approval or a certificate of nomination before May 30, 2026, their application is assessed under the criteria that applied immediately before that day.

An invitation to apply is required.

An applicant cannot apply under the TEER 4-5 category without first receiving an invitation to apply.

The applicant must have been invited to apply for a certificate of nomination from the Government of Ontario. They must then apply within the deadline determined by the director and published on the Ministry’s website.

The applicant must also prove the qualifications they claimed during the Expression of Interest process. In other words, if Ontario ranked the EOI and issued an invitation based on certain claimed qualifications, the applicant must later demonstrate those qualifications.

This makes accuracy at the EOI stage very important. A weak or inaccurate EOI can create problems later.

The job offer must be approved.

The applicant must have a job offer for a position approved by the director. The approved position must be in a NOC occupation listed under TEER 4 or TEER 5.

This is a key point. A regular employment letter is not enough. The position must meet OINP approval requirements, and the employer must complete the required process through the Employer Portal.

How the job-offer process works

Ontario’s Employer Portal instructions explain the general process for employer-supported OINP applications.

First, the employer submits a job offer through the Employer Portal. This is required even if the employee-applicant is already working in the position. Once the job offer is submitted, the employee-applicant receives a Job Offer ID and may use it to register an Expression of Interest.

The employee-applicant must register the EOI within 30 calendar days after the job offer is submitted. If they do not, the job offer expires, and the employer must create a new one.

If the worker is selected and receives an invitation to apply, the employer must apply for approval of the employment position within 14 calendar days. The employee-applicant must submit the worker application within 17 calendar days from the invitation. If the employer does not apply within 14 days, the application will be withdrawn, and a new job offer will be required for future consideration.

Employer and position requirements

For the TEER 4-5 category, the employer and position must meet the requirements for approval of an employment position under section 4 of the regulation.

The employer must meet the deadline.

The employer must submit the application for approval of the employment position within the deadline determined by the director and published on the Ministry’s website.

In practice, Ontario’s Employer Portal guidance currently refers to the employer’s 14-calendar-day deadline after the invitation to apply.

The business must be established and active.e

The employer’s business must have existed and been active for at least three years before the application is made.

This requirement can be a barrier for new businesses, inactive entities, shell businesses, and recently reorganized businesses that cannot show the required operating history.

The employer must have an Ontario place of business

The employer must maintain a place of business in Ontario.

This is not just a mailing address requirement. The OINP is an Ontario economic immigration program, so the employer must have a genuine Ontario business presence.

The work must usually occur primarily in Ontario.

The anticipated employment activities related to the position must occur primarily in Ontario.

There is a specific exception in the employment-position approval rules for:

• NOC 73300, Transport truck drivers
• NOC 73301, Bus drivers, subway operators and other transit operators

For those occupations, the employer must demonstrate that it has a valid CVOR certificate and a safety rating under the Highway Traffic Act of Excellent or Satisfactory.

This exception matters only where the offered occupation fits within the category being used. For TEER 4-5, the occupation must still be a TEER 4 or TEER 5 NOC.

The employer must meet the revenue threshold.d

The employer must meet a gross annual revenue requirement. The threshold depends on where the prospective nominee will work or report to work.

If the worker will work in the Greater Toronto Area, or will work at more than one location but report to work at a location in the GTA, the employer must have at least $1,000,000 in total gross annual revenue in its most recently completed fiscal year.

If the worker will work in one of the listed census divisions, or will report to work at a location in one of those census divisions, the employer must have at least $500,000 in total gross annual revenue in its most recently completed fiscal year. The listed locations are:

• Ottawa
• Waterloo
• Hamilton
• Simcoe
• Middlesex
• Niagara
• Essex
• Wellington
• Greater Sudbury
• Frontenac
• Brant
• Peterborough
• Hastings
• Thunder Bay

If the worker will work at a location other than those listed above, or will report to work at another location, the employer must have at least $250,000 in total gross annual revenue in each of its most recently completed two fiscal years.

Ontario’s public update describes the redesigned program as improving access for employers in rural and northern communities through more flexible revenue thresholds.

The employer must meet the employee threshold.

The employer must have a minimum number of full-time employees who are Canadian citizens or permanent residents.

If the worker will work in the GTA or report to a GTA location, the employer must have at least five full-time Canadian citizens or permanent residents at that location.

If the worker will work outside the GTA or report to work there, the employer must have at least three full-time Canadian citizens or permanent residents at that location.

The location is important. The analysis focuses on the location where the prospective nominee will work or report to work.

The position must be full-time and permanent

The position must be full-time and have an indeterminate duration.

The regulation defines full-time employment as at least 1,560 hours of paid work in 12 months and at least 30 hours of paid work per week in those 12 months.

Ontario’s Employer Portal guidance also explains that permanent means the job must have no end date.

In practical terms, temporary, seasonal, casual, or fixed-term work may create serious eligibility issues.

The position is urgently necessary

The position must be urgently necessary to the employer’s business.

This requirement should not be treated as a formality. The employer should be ready to explain why the position is needed, how it fits the business, and why the business requires the worker in that role.

The position must be in TEER 4 or TEER 5

For the TEER 4-5 category, the position must be in a NOC occupation listed under TEER 4 or TEER 5.

The NOC should be selected carefully. An incorrect NOC can undermine both the employer’s application and the worker’s eligibility.

The job must not be affected by a labour dispute.

The approval must not be likely to affect the settlement of a labour dispute or the employment of a person involved in a labour dispute.

This rule protects the labour market and prevents the program from being used in ways that interfere with workplace disputes.

The wage must meet the required level.

If the applicant is already working for the employer in the position, the wage must be at least equal to the wage the employer currently pays the applicant in that position.

The position must also meet at least the applicable wage level for the occupation and region, as determined by the Government of Canada Job Bank on the day the application is made. For TEER 4-5, the practical wage threshold is the median wage because the low-wage exception in the regulation applies to recent Ontario graduates in the TEER 0-3 category, not to TEER 4-5.

If the worker is salaried, Ontario’s Employer Portal guidance instructs employers to calculate the hourly wage by excluding bonuses and discretionary benefits, then dividing the amount by the number of weeks of work per year and the hours of work per week.

What if Job Bank wage data is unavailable

If the usual current Job Bank wage data does not exist for the occupation and region, the regulation creates fallback rules.

First, the employer must use the wage level from the most recently available historical Job Bank data for the occupation and region. If that data does not exist, the employer must use the national wage level for the occupation from Job Bank on the date the application is made.

The employer cannot simply choose a wage because local data is missing.

Collective agreements

If a collective agreement applies to the position, the wage level must be determined with reference to that collective agreement.

Ontario’s Employer Portal guidance also states that the low median-wage requirements do not apply if the job offer is for a position whose pay is governed by a collective agreement.

For unionized positions, the collective agreement must be reviewed carefully.

No outstanding ESA or OHSA orders

The employer must not have outstanding orders under the Employment Standards Act, 2000 or the Occupational Health and Safety Act.

This is a direct compliance requirement. Employers should resolve outstanding employment standards or occupational health and safety orders before proceeding.

Recruitment may be required.

If the director determines that it is necessary, the employer must show that it made reasonable but unsuccessful efforts to fill the position with a Canadian citizen or permanent resident before offering the position to the applicant.

This is not framed as a universal recruitment requirement, but employers should be prepared to provide evidence of recruitment if Ontario requests it.

Applicant requirements under the TEER 4-5 category

Section 6 of the regulation sets out the criteria for applicants in the Ontario Workforce Priority: TEER 4-5 category.

Work experience requirement

The applicant must have accumulated at least nine months of paid full-time work experience in the employment position to which the application relates. The experience must have been accumulated within the two years preceding the application. It must also have been obtained while the applicant was lawfully residing and working in Ontario.

Ontario’s public update describes this requirement as 9 months of cumulative experience in the last 2 years in the job-offer position with the job-offer employer.

This means the experience must be closely related to the position being offered. A worker with unrelated experience may not meet this requirement.

No part-time equivalency rule for TEER 4-5

The regulation contains a specific part-time equivalency rule, but that rule applies to the two-year work-experience route under the TEER 0-3 category. It does not apply to the TEER 4-5 nine-month work-experience requirement.

For TEER 4-5, the requirement is stated as paid full-time work experience. Applicants should be cautious about relying on part-time work unless Ontario later publishes separate guidance allowing it.

No recent Ontario graduate shortcut

Unlike the TEER 0-3 category, the TEER 4-5 category does not contain a reduced work-experience rule for recent Ontario graduates. The nine-month work-experience requirement applies to TEER 4-5 applicants.

The TEER 4-5 category also does not include the TEER 0-3 wage exception, which allows some recent Ontario graduates to rely on the low wage level rather than the median wage level.

Licensing and authorization

If Ontario law or federal law requires a licence or other authorization to perform the job, the applicant must have obtained that licence or authorization.

This may matter for regulated or safety-sensitive occupations. The requirement depends on the specific occupation and the legal authority that regulates it.

No licensing exemption from work experience or education

The TEER 0-3 category includes licensing-related exceptions that may waive certain work experience or education requirements. The TEER 4-5 category does not contain the same wording.

For TEER 4-5, the applicant must still meet the nine-month work-experience requirement and the education requirement, even if the occupation requires a licence or authorization. The licence is an additional requirement, not a substitute for the other criteria.

Education requirement

The applicant must submit proof of having obtained a Canadian secondary school diploma or equivalent. Alternatively, they may submit an equivalent credential from another jurisdiction supported by an educational credential assessment report.

If the credential is foreign, the ECA report must:

• be less than five years old on the date the application is made;
• be produced by a designated educational credential assessment organization;
• indicate that the foreign credential is authentic; and
• indicate that it is equivalent to a completed Canadian educational credential.

Ontario’s public update states that the minimum education requirement for TEER 4-5 is a Canadian secondary school diploma or equivalent.

Language requirement

The applicant must demonstrate English or French language proficiency at Canadian Language Benchmark 4 or higher in all four abilities. The language test must have been completed within two years before the application is made.

The four abilities are usually understood as listening, speaking, reading, and writing.

The test must be administered by an institution listed on the federal immigration department’s website as approved to conduct language testing.

Equity in the employer’s business

The applicant and their family members must not hold, and must not have held, equity in the employer’s business, directly or indirectly.

There is a limited exception. Equity is allowed if it was obtained as part of the applicant’s remuneration as an employee, and the total equity held by the applicant and family members is less than 10 percent of the employer’s business equity.

This rule is important in family businesses, start-ups, shareholder-employee arrangements, and situations involving direct or indirect ownership.

What happens if the job offer is changed or withdrawn?

A submitted job offer cannot be changed. If changes are needed, the employer must withdraw the job offer and create a new one. If the employee-applicant has already registered an EOI based on that job offer, the EOI will also be withdrawn, and the worker must register a new EOI using the new Job Offer ID.

The employer can withdraw a job offer at any time. If the job offer is withdrawn after the worker has registered an EOI, the worker receives notice that the EOI was automatically withdrawn. However, if the job offer is withdrawn after the employer has submitted the application for approval of the employment position, the worker receives notice that the application was withdrawn.

If the parties still want to proceed, the employer must register a new job offer, and the worker must register a new EOI.

Comparing TEER 4-5 with TEER 0-3

The TEER 4-5 category is related to the TEER 0-3 category, but the requirements differ.

Practical application checklist

Before applying under the OINP TEER 4-5 category, the applicant and employer should confirm the following:

• The applicant is a foreign national;
• The applicant intends to reside in Ontario;
• If applying from inside Canada, the applicant has temporary resident status;
• Ontario has invited you to apply;
• The applicant can prove the qualifications claimed in the EOI;
• The job offer is in a TEER 4 or TEER 5 occupation;
• The employer qualifies under the OINP employer rules;
• The employer has existed and been active for at least three years;
• The employer maintains a place of business in Ontario;
• The position is full-time and indeterminate;
• The position is urgently necessary to the employer’s business;
• The employer meets the applicable revenue threshold;
• The employer meets the applicable employee threshold;
• The offered wage meets the applicable wage requirement;
• The applicant has at least nine months of paid full-time work experience in the offered position within the last two years;
• The work experience obtained lawfully in Ontario;
• The applicant has a Canadian secondary school diploma or equivalent;
• The applicant has CLB 4 or higher in English or French in all four abilities;
• The language test is less than two years old;
• The applicant has gained any required licence or authorization;
• Neither the applicant nor their family members have a prohibited equity interest in the employer’s business;
• The employer has no outstanding ESA or OHSA orders;
• The job offer does not interfere with a labour dispute;
• Recruitment evidence is available upon request from Ontario.

Common refusal risks

A TEER 4-5 application may face problems if:

• The occupation is not actually TEER 4 or TEER 5;
• The employer does not meet the revenue threshold;
• the employer does not have enough full-time Canadian citizen or permanent resident employees at the relevant location;
• the position is temporary, seasonal, casual, or fixed-term;
• The wage is too low;
• The worker lacks nine months of qualifying Ontario work experience in the offered position;
• The applicant got the work experience without lawful residency in Ontario.
• The applicant lacks the required education or ECA;
• The language test has expired or is below CLB 4;
• The applicant doesn’t have the required licence;
• The employer has outstanding ESA or OHSA orders;
• the applicant or family members have a prohibited ownership interest in the employer;
• The employer misses the 14-day application deadline;
• The worker misses the 17-day application deadline;
• The job offer expires, or the employer withdraws.

Frequently asked questions

Does every TEER 4-5 applicant need a job offer?

Yes. The applicant must have a job offer for an employment position approved by the director. The position must be in a TEER 4 or TEER 5 NOC occupation.

Can a TEER 4-5 applicant apply without an invitation?

No. The applicant must receive an invitation to apply from the Government of Ontario and apply within the deadline determined by the director.

How much is the required work experience?

The applicant must have at least 9 months of paid full-time work experience in the offered position within the 2 years before the application. The applicant must have obtained the experience while lawfully residing and working in Ontario.

Does part-time work count?

The regulation does not provide a specific part-time equivalency rule for the TEER 4-5 nine-month requirement. The wording requires paid full-time work experience.

Is there a special rule for recent Ontario graduates?

Not under the TEER 4-5 criteria in section 6. The recent Ontario graduate shortcuts appear in the TEER 0-3 category, not in the TEER 4-5 category.

What is the required education?

The applicant must have a Canadian secondary school diploma or equivalent foreign credential, supported by a valid ECA report.

What is the required language level?

The applicant must demonstrate CLB 4 or higher in English or French across all four abilities, based on an approved language test taken within 2 years of the application.

Can a licence replace the education or work-experience requirement?

No. In the TEER 4-5 category, the licence requirement is separate. If the occupation requires a licence or authorization, the applicant must have it. However, the TEER 4-5 regulation does not provide the same licensing exemption from work experience or education as in some TEER 0-3 situations.

Does a job offer guarantee nomination?

No. A job offer does not guarantee an invitation, approval of the employment position, nomination, or permanent residence. The employer, position, and applicant must all meet the applicable requirements.

Final thoughts

The OINP TEER 4-5 category is a significant pathway for workers in lower-TEER occupations who have proven employment in Ontario. However, it is not a loose or informal route for job offers. The regulation imposes clear requirements on both the applicant and the employer.

The worker must have a TEER 4 or 5 job offer, nine months of qualifying full-time Ontario work experience, a secondary school credential or equivalent, CLB 4 language ability, and any required licence or authorization. The employer must satisfy business history, Ontario presence, revenue, employee count, wage, full-time permanent position, urgency, and compliance requirements.

The most important practical point is this: the TEER 4-5 pathway depends on the strength of both sides of the file. A qualified worker may still fail if the employer or position does not qualify. Similarly, a strong employer cannot overcome missing worker eligibility requirements.

Before proceeding, applicants and employers should answer five questions:

1. Is the job truly TEER 4 or TEER 5?
2. Does the employer meet the revenue and employee thresholds?
3. Has the worker completed nine months of qualifying full-time Ontario work experience?
4. Does the worker meet the education, language, and licensing requirements?
5. Are there any compliance, wage, ownership, or deadline issues?

A careful review of these questions can prevent avoidable refusals and help determine whether the OINP TEER 4-5 category is a realistic pathway to permanent residence.

Ontario Workforce Priorities Assessment Form

Sources

• Ontario Regulation 422/17, General, under the Ontario Immigration Act, 2015.
• Ontario, 2026 Ontario Immigrant Nominee Program Updates.
• Ontario, How to Use the Employer Portal: Ontario Immigrant Nominee Program.