GOVERNMENT RELATIONS & ADVOCACY
A
mid ever-increasing competition 
for human capital, the ability 
to vie for international talent 
remains critical. The increas-
ingly fraught trade and political 
situation between Canada and the U.S. 
is just one factor in the talent landscape 
that requires constant vigilance and strong 
advocacy for relief. CERC’s efforts in this 
area are an ongoing priority, reflecting the 
priorities of its membership polled in a 
recent survey.
The latest efforts by CERC include 
lobbying Canada’s Minister of Immi-
gration to change immigration policy 
that directly impacts CERC members; 
drafting a brief to the House of Commons 
Standing Committee on the Temporary 
Foreign Worker Program (TFWP); and 
communicating the need to preserve 
programs for highly skilled workers. Argu-
ably, the most critical effort in 2026 will be 
providing the Canadian and U.S. govern-
ments with briefs about the importance of 
cross-border mobility and close consulta-
tion with the Canadian negotiating team 
By Kelly Parker
CERC draws on its pooled skill set to successfully advocate for the 
interests of its membership
COLLECTIVE 
STRENGTH
during the upcoming Canada-United 
States-Mexico Agreement (CUSMA) talks.
In today’s regulatory landscape, it’s critical 
for businesses – especially smaller ones – 
to have CERC advocating for their inter-
ests with the government and providing 
them with a voice in the development of 
immigration policy.
“CERC is a unique, well-connected 
community with members that are key 
stakeholders of large and mid-sized 
companies across different industries and 
professional vendors,” notes Smita Poddar, 
a senior manager with Ernst & Young and 
member of CERC’s Government  
Relations Tax Committee. “So our 
collective voice ensures that the unique 
challenges that businesses face in the 
mobility space, in payroll, immigra-
tion and tax, are acknowledged and 
addressed. By advocating like this, we can 
foster an environment for global mobility 
that is more conducive to the growth of 
Canadian businesses.” 
Among recent policy changes that have 
been most impactful is Ottawa’s mandate 
to reduce the number of temporary 
residents in Canada and to narrow the 
eligibility criteria for open-spousal work 
permits. “As a result, spouses of these 
individuals who formerly would have 
been eligible for work permits in certain 
cases no longer are,” notes Susan Martyn, 
counsel Canadian immigration at Harris 
& Company LLP. “That impacts not 
just foreign workers looking to come to 
Canada, but also, in many cases, spouses 
who are already in Canada, currently on 
work permits, who suddenly can't extend 
their worker status.”
This is where the collective strength 
of CERC membership presents such a 
distinct advantage. The association can 
push for policy adjustment or reform, 
coming together with a united front that 
reflects the shared interests of its member-
ship. “One of our key focuses is modern-
izing talent mobility,” notes Poddar, “and 
tackling barriers like housing, taxation 
and credential recognition. This advocacy 
14 PERSPECTIVES  Spring 2026

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