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Fridman & Co. - Immigration Law Office

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Winnipeg, MB
Fridman & Co. - Immigration Law Office

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Canadian Immigration Lawyer based in Winnipeg, Manitoba that can help you find your path to Canada.

Carolina is a Canadian lawyer specialized in Immigration Law. She is a member of the Law Society of Manitoba and the Canadian Bar Association. Carolina currently serves as a Chair of the Manitoba Bar Association – Immigration Law Section.

10/28/2026

Supporting a business through the employer-supported immigration process requires attention to detail and a clear understanding of program requirements.

Fridman & Co. works closely with Canadian employers to identify the right pathway, prepare a complete application, and plan for each stage of the process.

If your business is ready to explore its options, book your consultation through the link in bio.

10/24/2026

Common questions we receive from employers and business clients:

A promotion, a change in hours, a change in job duties, or a move to a different location can all affect a foreign worker's immigration status, even when the change seems routine from a business perspective.

Some changes must be reflected in immigration documents, and certain changes may require a new work permit application before they take effect.

Employers who plan ahead for these situations help protect both the business and the employee.

Book your consultation through the link in bio before making a significant change to a foreign employee's role.

10/20/2026

Receiving a positive Labour Market Impact Assessment is not the end of an employer's responsibilities.

Employers must continue to provide the wages, duties, and working conditions outlined in the job offer for as long as the foreign worker is employed under that authorization. Employers are also expected to keep employment records, such as payroll records, timesheets, and employment contracts, in case of a compliance review.

Understanding these obligations helps employers avoid compliance issues later in the process.

Book your consultation through the link in bio to review your obligations as an employer.

10/20/2026

✨ PROUD SPONSOR SPOTLIGHT | FRIDMAN & CO. IMMIGRATION LAW ✨ Fridman | Immigration 🇨🇦🇺🇸 | Visa | PR | Work | Study |

Nos complace destacar a Fridman & Co. Immigration Law como Patrocinador del Foro de Mujeres Hispanas en Manitoba 2026. 🇨🇦

⚖️ Liderada por Carolina Fridman, la firma ofrece servicios legales especializados en inmigración canadiense y estadounidense, acompañando a personas, familias y empresas en sus procesos migratorios.

Agradecemos especialmente a Carolina por su confianza y compromiso con iniciativas que impulsan el liderazgo, fortalecen nuestras comunidades y generan nuevas oportunidades.

Su valioso patrocinio contribuye a hacer posible este encuentro conectando comunidades de Manitoba y Québec.

🌐 Conoce más sobre sus servicios:
www.fridman.ca

✨ Thank you for supporting our community!

10/18/2026

Business immigration is often misunderstood.

Myth: Only large companies can hire foreign workers or support immigration applications.
Fact: Businesses of many sizes may be able to hire foreign workers, provided they meet the requirements of the applicable immigration program and can demonstrate that the job offer is genuine.

Myth: A positive LMIA guarantees that a worker will receive a work permit.
Fact: A positive LMIA is only one step in the process. The foreign worker must still meet all eligibility requirements and be approved by IRCC before a work permit can be issued.

Myth: Submitting an offer of employment means the employer becomes legally responsible for the employee's immigration application.
Fact: The worker remains responsible for their own immigration application. However, employers must comply with the conditions of the job offer and applicable immigration regulations.

Myth: Once a work permit is approved, the employer has no further responsibilities.
Fact: Employers must continue to provide the wages, duties, and working conditions outlined in the job offer and maintain records required under employer compliance rules.

For accurate and up-to-date immigration guidance, book a consultation through the link in our bio.

10/15/2026

Errors in the employer-supported process can delay a hire or create compliance issues.

Common mistakes include:

- Job offers where the duties, wage, hours, or location do not match the actual position, or do not match what was submitted to IRCC.
- Recruitment and advertising that does not meet LMIA requirements, or is not properly documented.
- Selecting the wrong National Occupational Classification (NOC) code for the position.
- Missing a foreign worker's work permit expiry date.
- Relying on verbal agreements instead of a written employment contract.
- Charging the foreign worker for recruitment or LMIA-related costs that the employer is not permitted to recover from them.
- Assuming that LMIA-exempt categories carry no compliance obligations, when accuracy and record-keeping still apply.

A complete and accurate application reduces the risk of delay, refusal, or a compliance review.

Book your consultation through the link in bio.

10/13/2026

For many employers, hiring a foreign worker is not only about filling an immediate need. It can also be the first step toward building a long-term member of the team.

Many foreign workers who get Canadian work experience become eligible for permanent residence through the Canadian Experience Class under Express Entry, or through a provincial nominee program employee-driven stream.

Employers who understand these pathways are better positioned to support valued employees and reduce turnover.

Book your consultation through the link in bio to discuss permanent residence options for your foreign employees.

10/11/2026

Not every employer requires a Labour Market Impact Assessment (LMIA). An LMIA is typically required when an employer wants to hire a foreign worker, unless the position qualifies for an exemption.

Certain categories fall under the International Mobility Program (IMP) and are exempt from the LMIA requirement.

Common examples include:

Intra-company transfers for employees moving within a multinational organization.
Positions covered by international trade agreements.
Roles that provide a significant social, cultural, or economic benefit to Canada.

Each exemption category has specific eligibility requirements.

Book a consultation through the link in our bio to determine whether your position qualifies for an LMIA exemption.

10/09/2026

Before a positive Labour Market Impact Assessment (LMIA) can be issued, the employer must complete several required steps.

The general LMIA steps are:

- Determine whether an LMIA is required.
- Meet recruitment and advertising requirements.
- Offer wages and working conditions that meet program requirements.
- Submit the LMIA application to Employment and Social Development Canada (ESDC).
Processing times vary by stream and by province.

Book your consultation through the link in bio to confirm the requirements for your company.

10/06/2026

Fridman & Company is pleased to welcome Nalini Reddy to the firm. Nalini is a Senior Immigration and Refugee Lawyer with 18 years of litigation experience at the Department of Justice and 9 years in private practice.

She brings deep expertise in complex immigration and refugee matters, extensive courtroom experience, and a strong record of advocacy before the Federal Court and the Immigration and Refugee Board. Nalini’s addition strengthens our litigation capacity and reinforces our commitment to delivering strategic, client-focused representation in all immigration and refugee matters.

We are delighted to have her on our team.

Address

83 Garry Street/Suite 201
Winnipeg, MB
R3C4J9

Opening Hours

Monday	8:30am - 5pm
Tuesday	8:30am - 5pm
Wednesday	8:30am - 5pm
Thursday	8:30am - 5pm
Friday	8:30am - 5pm

Website

http://www.fridman.ca/

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