Temporary Foreign Workers

Develop an emergency response plan to manage your workforce and enable employees to self-isolate during arrival and if they exhibit symptoms or test positive for COVID-19.  All employers must have an Isolation Plan that details how and where new arrivals and/or ill TFWs will be isolated from the rest of the group. 

• Due to the number of individuals who typically reside in seasonal housing accommodations, you may be required to provide alternative housing arrangements for ill and isolating employees. Ensure medical care is available if needed.
• Enhance cleaning and disinfection in living quarters, work areas, and other common areas immediately. The employer is expected to provide the cleaning materials. A log should be maintained.

The employer must house self-isolating TFWs in accommodations separate from those not subject to self-isolation. They may be required to find alternate accommodations (i.e. a hotel) if this requirement cannot be met.

Learn more about self isolation.

The employer should also have a plan in place to guarantee groceries and essential goods for workers during the quarantine period.
Employers must also ensure that the newly arrived TFWs administer the COVID 19 molecular tests provided for upon arrival on day 10 of the TFWs quarantine. 

If new TFWs are housed for self-isolation in the same accommodations as others who are self-isolating, the clock resets to the day the most recent TFW arrived to account for the potential exposure of the new person from outside of the country to those already here.

The employer cannot authorize the TFW to work during the self-isolation period, even if requested by the TFW. Also, the employer cannot ask the TFW to perform other duties during that period, such as building repairs or administrative tasks.

The employer is responsible for regularly monitoring the health of TFWs who are self-isolating, as well as, any TFW who becomes sick after the self-isolation period. The employer can communicate with the TFW on a daily basis (i.e. call, text, e-mail or in-person 2 m away) during the self-isolation period and ask if he/she is experiencing any symptoms; maintain a record of the responses. Here’s a list of symptoms.

The TFWs must feel confident in self-reporting sickness. Tell the TFWs, who may become sick during the season, how they will be supported during recovery, and how their employment will be protected.

The employer should refer their Isolation Plan and isolate the TFW accordingly.  If a TFW becomes symptomatic at any time the TFW cannot attend work and must be isolated. Refer to the Guide for Caregiver, Household members and Close Contacts for additional information on public health precautions. If the TFW is unable to adequately isolate from other housemates, alternate arrangement must be made. If COVID-19 is suspected or diagnosed in a TFW, return to work should be determined in consultation with their employer, health-care provider and Lambton Public Health.

TFWs should be provided with information on how to regularly self-monitor for symptoms of COVID-19 and how to perform a self-assessment if they become ill.

Here’s how employees can prevent the risks of COVID-19.

The employer must ensure that all TFWs have the tools needed to practise good hygiene. This includes access to facilities for hand washing, providing soap and/or an alcohol based sanitizer if soap and water are not available and hands are not visibly soiled. This must also be provided in field locations.

The Agri-food Workplace Protection Program provides funding opportunities to help farmers enhance health and safety measures to prevent the spread of COVID-19.

If a TFW is not respecting the mandatory self-isolation period, the employer is asked to report the violation to the Quarantine Act to local law enforcement.

Transportation must be arranged by the employer that would ensure TFWs remain isolated from the general population while in transit to their housing and worksites. No public transit is required.