By Mata Press Service

A sweeping internal report has revealed a troubling pattern of employee misconduct within Immigration, Refugees and Citizenship Canada (IRCC), exposing cases of harassment, unauthorized system access, and ethical breaches that threaten the credibility of one of Canada’s most critical government agencies.

In its first-ever Annual Report on Misconduct and Wrongdoing for the fiscal year 2023–24, IRCC confirmed 62 founded cases following 86 investigations. While none met the legal threshold of "wrongdoing" under the Public Servants Disclosure Protection Act, the findings paint a stark picture of internal challenges within a department responsible for managing immigration and refugee programs that affect millions worldwide.

The department employs nearly 14,000 people and plays a central role in shaping Canada’s demographic and economic future. Yet the report’s findings suggest significant cultural and procedural gaps inside an agency that has long promoted itself as a global leader in inclusive immigration policies.

The majority of the confirmed cases—37 in total—related to administrative misconduct, including absenteeism, time theft, and unauthorized leave. In one case, an employee was absent without approval on multiple occasions and failed to respond to requests to explain their absences. That individual was ultimately dismissed. Another worker was suspended for repeated lateness and extended lunch breaks, despite multiple warnings.

These types of violations, though less headline-grabbing, point to what internal critics describe as a culture of lax accountability. In interviews with staff members and workplace observers, it was noted that some forms of misconduct, especially absenteeism and system misuse, had become normalized in certain units.

Nine cases involved harassment, violence, or disrespectful behaviour. In one serious incident, a senior employee made a death threat against a colleague. Although the individual later apologized, the employee was removed from their role, and the branch instituted workplace training for all staff.

In another case, two coworkers engaged in a heated verbal dispute in front of clients, resulting in formal reprimands and mandatory conflict resolution workshops.

Other incidents included racially insensitive remarks. One employee received a formal reprimand and diversity training after making derogatory comments about a colleague’s religious practices.

Another staff member was suspended for five days after using a racial slur in the office. Several reports involved bullying and exclusionary behaviour, which, though less overtly violent, had a significant impact on workplace morale and productivity.

Three cases were classified as ethical misconduct. One involved a staff member entering into an inappropriate relationship with an asylum seeker whose case they handled. Another employee helped a family member obtain a departmental secondment through misleading information. A third was found to have improperly shared confidential internal documents with an unauthorized external contact. All three were suspended and barred from related duties.

Twelve incidents involved the inappropriate use of IRCC's internal systems. Employees were found to have accessed files of family members, former partners, or high-profile clients without authorization. Several of these individuals received suspensions; one resigned before disciplinary action could be taken. In one case, an employee attempted to manipulate file data to expedite a relative’s immigration case, though the system detected the irregularity before it was finalized.

The report also referenced a serious case involving an overseas IRCC agent who allegedly solicited gifts in exchange for expediting a student visa. Although the bribe could not be conclusively proven, the agent’s security clearance was revoked, and the contract was terminated. According to the report, the department is reviewing additional protocols for monitoring and auditing international operations.

Disciplinary measures included written warnings, suspensions, demotions, terminations, ethics training, and revocation of duties. The department emphasized that each case was reviewed under its existing code of conduct and workplace policies.

An immigration lawyer who asked not to be named said the findings were concerning, particularly for vulnerable clients who rely on the integrity of IRCC employees.

"This report raises serious questions about how misconduct is monitored and addressed inside IRCC," the lawyer said. "When you see cases of employees accessing files without justification or forming relationships with asylum seekers, that undermines the credibility of the entire system."

The lawyer added that transparency is a step in the right direction, but enforcement and consistency are critical. "We need to know these are not isolated cases and that IRCC is building internal safeguards to prevent them from happening again."

Deputy Immigration Minister Dr. Harpreet Kochhar said in a statement that the department is taking the findings seriously and has committed to improving workplace culture.

"We want to create a safe, respectful and professional workplace that reflects the values we uphold for all Canadians and newcomers," he said.

"This report is part of a larger strategy to foster integrity, transparency and accountability across the department."

To that end, IRCC has pledged to expand employee engagement programs, increase ethics training, launch new leadership development modules, and provide more accessible whistleblower protections. Officials said future misconduct data will be released annually and tied to performance reviews and departmental learning plans.

A former senior IRCC manager, speaking off the record, said the release of the report marks a "culture shift" within IRCC. "For years, this kind of data was treated as internal HR noise. Now there’s real pressure from the top to make accountability part of our identity."

The immigration lawyer noted that internal misconduct at IRCC can have far-reaching consequences. "For immigrants and refugees, delays or unfair treatment caused by staff misconduct can mean missed deadlines, lost jobs, or even deportation. These aren’t just HR issues…they’re issues of access to justice."

The release of the report comes at a time of significant transition in Canada’s immigration policy. In late 2024, the federal government unveiled the 2025–2027 Immigration Levels Plan, which marked a sharp departure from previous years’ expansion. Instead of increasing admissions, the plan sets lower targets for permanent residents and introduces caps on temporary residents, such as international students and foreign workers.

Against this backdrop, the misconduct report’s findings of internal challenges within IRCC take on added significance, said an immigration consultant based in Surrey.

“As the department navigates the complexities of implementing a more cautious and targeted immigration strategy, public trust in its integrity and accountability is essential,” she said in an email.