The Situation
A full-time undergraduate international student at a Canadian university holds two part-time jobs during the fall semester. The first is an on-campus position in the university library for approximately 10 hours per week. The second is an off-campus retail job that has recently increased its scheduling expectations, pushing the student to 28 hours per week in several recent weeks.
The student believed that on-campus work did not count toward any hour cap, which is correct. The student also believed that 28 hours off-campus was permissible because total weekly hours across both jobs did not seem excessive. This belief is incorrect under the 2026 rules.
The Legal Issue
Under the 2026 rules, the 24-hour weekly cap applies specifically to off-campus work. On-campus work is not counted toward the cap, but the cap itself is an absolute limit on off-campus hours during academic sessions, not a combined cap on all work.
The Off-Campus Hours Count
The student's 28 hours of off-campus retail work per week exceeds the 24-hour limit by four hours. This is a violation of the work condition on the study permit, even though total work hours including the 10 campus hours (38 total) would have been permitted in earlier years when the limit was 20 off-campus with separate on-campus allowance.
Why It Matters
Study permit conditions are enforced by IRCC. Violations can affect study permit status, the ability to renew permits, eligibility for a post-graduation work permit, and future applications for permanent residence. The consequences can be significant even when the violation was unintentional.
Options the Student Can Consider
A student in this situation has several options to consider, depending on how early the issue is identified and how consistent the over-hour weeks have been.
Reducing Off-Campus Hours Immediately
The most straightforward response is reducing off-campus hours back to 24 or fewer per week going forward. The student can speak with the retail employer about scheduling and make clear that 24 hours is the maximum allowable during the academic session. Employers are generally willing to accommodate student schedule restrictions when informed.
Documenting the Correction
Keeping records showing the date hours were reduced and the reason demonstrates a good-faith correction. Such records can be useful if questions arise during a future immigration application, as they show the student took steps to return to compliance once the issue was identified.
Consulting an Immigration Professional
For more serious or prolonged violations, consulting a regulated immigration consultant or immigration lawyer can help assess the situation and determine whether proactive disclosure or other steps are advisable. Professional advice is particularly valuable when a significant future application, such as a PGWP or permanent residence application, is upcoming.
Communication Example
When discussing schedule limits with an employer, clear and direct communication is usually most effective. Language such as the following tends to work well because it provides a clear reason without requiring the employer to understand immigration law in detail:
Example Language
"As an international student, I can work a maximum of 24 hours per week off-campus during the academic term. I need to stay within that limit to keep my study permit in good standing. Could we adjust my schedule going forward so my weekly hours stay at 24 or below through the end of the semester? During the winter break, I can work more hours if needed."
Written Confirmation
Following up the conversation with a short email confirming the new scheduling arrangement creates a record. Employers that use scheduling software may also be able to set hard caps on student schedules to prevent accidental over-scheduling.
Lessons from This Scenario
This scenario illustrates several points that apply to international students working in Canada.
The Cap Is on Off-Campus Hours Only
The 24-hour weekly cap applies specifically to off-campus work, not to total combined hours. On-campus hours do not count, but off-campus hours cannot exceed 24 regardless of how many on-campus hours are also worked.
Compliance Is the Student's Responsibility
Employers are not typically required to verify a student's hours across other employers. Students with multiple jobs carry the responsibility for tracking combined off-campus hours and staying within limits.
Early Correction Is Better
When a compliance issue is identified, early correction is generally better than waiting. Reducing hours promptly once the issue is known demonstrates good faith and minimizes the duration of any violation.