WP Reconsideration: Got IRCC Standard Acknowledgment Email – Anyone with Similar Experience & Outcomes?

[Bubu12]

Hi everyone,

I’m reaching out to see if any of you have had a similar experience with IRCC work permit (WP) reconsideration, as I’m feeling a bit stuck and hoping to get some real-world insights.

Let me start with a quick overview of my situation:

• Application Type: Canada Work Permit (WP)
• Key Timeline:
  1. My initial WP application was refused, with the refusal letter documented as IMM0276 in the system (dated Dec 8, 2025).
  2. I submitted a reconsideration request to IRCC on Dec 17, 2025.
  3. On Dec 19, 2025, I received an official acknowledgment email from the Migration Section of the Canadian Embassy – the content is exactly the standard template as follows:

Thank you for contacting the Migration Section of the Embassy of Canada.

This is to acknowledge receipt of your email requesting a reconsideration or a review of the decision on your application. Please be aware that a reconsideration of a decision only occurs when the circumstances are justified. An applicant's dissatisfaction or disagreement with the decision does not by itself qualify as a reason to reconsider. If you have additional information that was not included in your original application, you may submit a new application.

Please be advised that the request has been forwarded to the responsible officer for review. You will receive a notification only if there is a change to the decision. If there is no change to the decision, you will not receive further communication.

Do not resend any email related to the same query, as this may delay your current request.

We trust this information will be of assistance.

1. The application tracker showed a last update on Dec 22, 2025, which I confirmed was just the system assigning my case to an officer – my GCKey account has had no changes at all since then.

My Questions for You All:​

1. Has anyone here received the exact same IRCC reconsideration acknowledgment email? What was your final outcome (approved/rejected/no response)?
2. How long did you wait to get a final decision (if any) after receiving this email?
3. IRCC mentioned "submit a new application if you have additional info" – if I prepare a new application now, will it conflict with my ongoing reconsideration request?
4. Anyone knowns IRCC Beijing Officer?

I’d really appreciate any shared experiences, tips, or advice from those who’ve been through this. This wait is so stressful, and real applicant stories are way more helpful than generic official guidelines.

Thank you so much in advance for your help!

Best regards,

A Stressed WP Applicant

 

[canuck78]

Hi everyone,

I’m reaching out to see if any of you have had a similar experience with IRCC work permit (WP) reconsideration, as I’m feeling a bit stuck and hoping to get some real-world insights.

Let me start with a quick overview of my situation:

• Application Type: Canada Work Permit (WP)
• Key Timeline:
  1. My initial WP application was refused, with the refusal letter documented as IMM0276 in the system (dated Dec 8, 2025).
  2. I submitted a reconsideration request to IRCC on Dec 17, 2025.
  3. On Dec 19, 2025, I received an official acknowledgment email from the Migration Section of the Canadian Embassy – the content is exactly the standard template as follows:

1. The application tracker showed a last update on Dec 22, 2025, which I confirmed was just the system assigning my case to an officer – my GCKey account has had no changes at all since then.

My Questions for You All:​

1. Has anyone here received the exact same IRCC reconsideration acknowledgment email? What was your final outcome (approved/rejected/no response)?
2. How long did you wait to get a final decision (if any) after receiving this email?
3. IRCC mentioned "submit a new application if you have additional info" – if I prepare a new application now, will it conflict with my ongoing reconsideration request?
4. Anyone knowns IRCC Beijing Officer?

I’d really appreciate any shared experiences, tips, or advice from those who’ve been through this. This wait is so stressful, and real applicant stories are way more helpful than generic official guidelines.

Thank you so much in advance for your help!

Best regards,

A Stressed WP Applicant

1. This is a standard email for anyone requesting reconsideration. Isn’t related to possible outcome.
2 Reconsideration is an informal process with no timeline. Could take many months for a response.
3. Pick one or the other.

 

[Bubu12]

I have seen many people receive manual responses regarding reconsideration online, no two of which are the same. I have also asked my RCIC to retrieve the GCMS notes in preparation for re-submission. My application is for an ICT work permit, and I fully meet the criteria set out in C62. I am utterly confused as to why my application was rejected.

 

[canuck78]

I have seen many people receive manual responses regarding reconsideration online, no two of which are the same. I have also asked my RCIC to retrieve the GCMS notes in preparation for re-submission. My application is for an ICT work permit, and I fully meet the criteria set out in C62. I am utterly confused as to why my application was rejected.

Tough to comment without knowing your education and work history and what Canadian job you are trying to get a WP for. There is quite a lot of fraud so there may be concerns about your profile.

 

[Bubu12]

Tough to comment without knowing your education and work history and what Canadian job you are trying to get a WP for. There is quite a lot of fraud so there may be concerns about your profile.

Hi Canuck,

My reconsideration application was ultimately upheld, with the decision citing "insufficient documentation, I fully concur that hiring two employees alone does not constitute a significant economic contribution. Allow me to present the key details of our company’s plan and relevant context in a structured manner:


Our global headquarters holds a formal contract with the client’s North American (NA) headquarters, valued at approximately $2.3 million, which explicitly mandates my relocation to the North American timezone to support project delivery. Additionally, our Canadian (CA) office maintains an existing cooperative agreement with the client’s Canadian team, with a contract value of around $2.1 million.


The NA-CA linkage is not merely a structural formality but a operational synergy: the NA team takes the lead in securing client partnerships, driving project acquisition, and sharing market insights, while the CA office serves as the core technical delivery hub, responsible for executing project requirements. I have personally overseen cross-regional coordination between our CA and US teams to support the client’s initiatives—including addressing time zone coordination challenges, streamlining technical handoffs, and ensuring seamless collaboration across the North American network.


Our long-term strategic plan targets a team expansion for the CA office to 50 employees by 2027, with the NA office growing to 20 staff. My on-site presence in Canada will further strengthen this NA-CA synergy, facilitating the direct flow of NA’s client resources and market opportunities to the CA team, thereby scaling our business in the automotive software and AI sectors locally.


Does this combination of formal contractual commitments, proven cross-regional operational synergy, and a substantive CA team expansion plan qualify as a "significant benefit" to Canada? It represents far more than incremental hiring—it underscores a sustained investment in Canada’s tech ecosystem. I would welcome your insights on whether this meets the relevant criteria.

 

[canuck78]

Hi Canuck,

My reconsideration application was ultimately upheld, with the decision citing "insufficient documentation, I fully concur that hiring two employees alone does not constitute a significant economic contribution. Allow me to present the key details of our company’s plan and relevant context in a structured manner:


Our global headquarters holds a formal contract with the client’s North American (NA) headquarters, valued at approximately $2.3 million, which explicitly mandates my relocation to the North American timezone to support project delivery. Additionally, our Canadian (CA) office maintains an existing cooperative agreement with the client’s Canadian team, with a contract value of around $2.1 million.


The NA-CA linkage is not merely a structural formality but a operational synergy: the NA team takes the lead in securing client partnerships, driving project acquisition, and sharing market insights, while the CA office serves as the core technical delivery hub, responsible for executing project requirements. I have personally overseen cross-regional coordination between our CA and US teams to support the client’s initiatives—including addressing time zone coordination challenges, streamlining technical handoffs, and ensuring seamless collaboration across the North American network.


Our long-term strategic plan targets a team expansion for the CA office to 50 employees by 2027, with the NA office growing to 20 staff. My on-site presence in Canada will further strengthen this NA-CA synergy, facilitating the direct flow of NA’s client resources and market opportunities to the CA team, thereby scaling our business in the automotive software and AI sectors locally.


Does this combination of formal contractual commitments, proven cross-regional operational synergy, and a substantive CA team expansion plan qualify as a "significant benefit" to Canada? It represents far more than incremental hiring—it underscores a sustained investment in Canada’s tech ecosystem. I would welcome your insights on whether this meets the relevant criteria.

Neither the employer or client can force IRCC to grant you a WP as a condition of a business contract. If so many employers would do this. If these are fair sized employers why is a lawyer not trying to secure your WP?

 

[Bubu12]

Neither the employer or client can force IRCC to grant you a WP as a condition of a business contract. If so many employers would do this. If these are fair sized employers why is a lawyer not trying to secure your WP?

Thanks for your insights—really appreciate you weighing in!


To clarify: I do have professional support throughout this process—specifically a RCIC (CL3) handling the application submission, and I’ve also consulted both a specialized immigration lawyer and a senior counsel. We discussed challenging the decision, but after reviewing the case thoroughly, we agreed that supplementing stronger evidence of "significant benefit" (rather than litigation) is the more effective path for reapplication.


You’re absolutely right that no lawyer or contract can "force" IRCC’s decision—that’s never been our expectation. The professionals have guided us on process, compliance, and R205a requirements, but at the end of the day, the burden of proving tangible benefit to Canada falls on the documentation my company and I can provide (contracts, operational synergy records, expansion plans, etc.).


My main confusion now is understanding IRCC’s specific lenses for evaluating "significant benefit"—beyond just headcount, what weight do they place on cross-regional business synergy, sustained local revenue streams, and long-term investment in Canada’s tech sector? I’m trying to align our supplemental materials with those unspoken priorities but feel a bit in the dark.


Would love to hear any thoughts on how IRCC typically assesses these non-hiring-related benefits, if you have experience with similar cases!

 

[Naturgrl]

Thanks for your insights—really appreciate you weighing in!


To clarify: I do have professional support throughout this process—specifically a RCIC (CL3) handling the application submission, and I’ve also consulted both a specialized immigration lawyer and a senior counsel. We discussed challenging the decision, but after reviewing the case thoroughly, we agreed that supplementing stronger evidence of "significant benefit" (rather than litigation) is the more effective path for reapplication.


You’re absolutely right that no lawyer or contract can "force" IRCC’s decision—that’s never been our expectation. The professionals have guided us on process, compliance, and R205a requirements, but at the end of the day, the burden of proving tangible benefit to Canada falls on the documentation my company and I can provide (contracts, operational synergy records, expansion plans, etc.).


My main confusion now is understanding IRCC’s specific lenses for evaluating "significant benefit"—beyond just headcount, what weight do they place on cross-regional business synergy, sustained local revenue streams, and long-term investment in Canada’s tech sector? I’m trying to align our supplemental materials with those unspoken priorities but feel a bit in the dark.


Would love to hear any thoughts on how IRCC typically assesses these non-hiring-related benefits, if you have experience with similar cases!

You can reapply with your documentation but I don't see a significant benefit with Canadian HQ only valued at $2.5 and only a contract value of $2.1 million. A value of $2.5 million is really low to bring in a foreign worker. There is 20 office staff and that is the value? Are you including actuary/accounting reports proving the value? Does the Canadian office own space which could almost be the total value?

Also it is a very small contract...$2.1 million. How is this an economic in benefit. Need to focus on how this $2.1 million contract will generate tens of millions. If in Ontario this contract is a drop in the bucket. For example, opening a franchise restaurant which has high chance of failure costs more than $2.1 million to build. The average home price in Toronto is over $1 million so many homeowners may have a higher net wealth than your company.

 

[Bubu12]

You can reapply with your documentation but I don't see a significant benefit with Canadian HQ only valued at $2.5 and only a contract value of $2.1 million. A value of $2.5 million is really low to bring in a foreign worker. There is 20 office staff and that is the value? Are you including actuary/accounting reports proving the value? Does the Canadian office own space which could almost be the total value?

Also it is a very small contract...$2.1 million. How is this an economic in benefit. Need to focus on how this $2.1 million contract will generate tens of millions. If in Ontario this contract is a drop in the bucket. For example, opening a franchise restaurant which has high chance of failure costs more than $2.1 million to build. The average home price in Toronto is over $1 million so many homeowners may have a higher net wealth than your company.

Thank you for your consistent replies and insights—your analysis aligns perfectly with my paid lawyer’s advice, and I truly regard you as a trusted expert from across the ocean.


Our Canadian branch is indeed a growing entity. While Canada’s labor costs are lower than the U.S., they remain higher than in India or China, making rapid expansion challenging in software industry. Geopolitical factors have recently positioned this branch as the primary North American delivery hub, which is why we’re transferring me to drive its growth.


Currently, we serve one local client with ~CAD2.1M annual revenue, but our 2023 financials reflect strong momentum: total assets reached CAD1.723M (up 74% YoY from CAD988k in 2022), retained earnings hit CAD218k (up 59% YoY), and cash reserves stand at CAD951k. Incorporated in Ontario in 2019, we’re a fully compliant legal entity.


I wonder if my core contribution—transferring critical automotive technologies (e.g., in-vehicle OS, Qualcomm platform adaptation) to fill Canada’s industry gaps—could be emphasized. Does ICT C62 only favor large corporations? We aspire to scale to CAD10M+ revenue, but it’s a gradual “chicken-and-egg” process.

Could you point me in the right direction? Given the current situation of our company, would it be better not to pursue the LMIA Exempt route?
P.S. I totally agree—Toronto’s housing prices are indeed prohibitively high!

 

[Naturgrl]

Thank you for your consistent replies and insights—your analysis aligns perfectly with my paid lawyer’s advice, and I truly regard you as a trusted expert from across the ocean.


Our Canadian branch is indeed a growing entity. While Canada’s labor costs are lower than the U.S., they remain higher than in India or China, making rapid expansion challenging in software industry. Geopolitical factors have recently positioned this branch as the primary North American delivery hub, which is why we’re transferring me to drive its growth.


Currently, we serve one local client with ~CAD2.1M annual revenue, but our 2023 financials reflect strong momentum: total assets reached CAD1.723M (up 74% YoY from CAD988k in 2022), retained earnings hit CAD218k (up 59% YoY), and cash reserves stand at CAD951k. Incorporated in Ontario in 2019, we’re a fully compliant legal entity.


I wonder if my core contribution—transferring critical automotive technologies (e.g., in-vehicle OS, Qualcomm platform adaptation) to fill Canada’s industry gaps—could be emphasized. Does ICT C62 only favor large corporations? We aspire to scale to CAD10M+ revenue, but it’s a gradual “chicken-and-egg” process.

Could you point me in the right direction? Given the current situation of our company, would it be better not to pursue the LMIA Exempt route?
P.S. I totally agree—Toronto’s housing prices are indeed prohibitively high!

How is the Canadian office growing with only one client retained earnings of only $218k? That is probably your salary. Your total assets are only 1.7m. If hope is for $10m then how will your working there do that in 2-3 years (length of contract). You have a lawyer and consultant who I assume have experience in business start ups and immigration. You need a professional.

 

[Buletruck]

The other issue you're going to run into is the current restructuring of the automotive industry in Canada due to tariffs. It's going to be extremely difficult to prove there are no Canadians capable of performing those duties with potential lay offs looming in the industry. In your previous posts you noted that your company has had 2 people in Canada posted to the position (unsuccessfully), so it seems their is talent available to do the job, so that'll be a hurdle.
So what other contracts does your company have? What's the client history if completed contracts? How much if the future growth is in progress? Are their client proposals available or future contracts in place already? As @Naturgrl has noted, $2.1 million in contracts is hardly substantial and I'd argue is only about 8-10 months worth of labour hours for the 3 person office you've previously described.
Having worked in and with international suppliers, not being in the same time zone is not an insurmountable obstical to doing business....it just means the supplier gets less sleep. Call centres and program support are a perfect example of business working across time zones.