It should cite the provincial licence you actually hold, describe the duties, and state a start date that follows state licensure. It must not describe a state licence that has not issued or imply the job is contingent on something that may not happen.
Write the letter around the credential that exists
Employer letters go wrong in two directions. Some are drafted from a template that assumes a state licence and name a number the nurse does not have, which an officer can check. Others hedge so heavily that the position no longer reads as prearranged, describing employment that will begin if and when licensure occurs.
The workable version states that the nurse is licensed in Saskatchewan, that the hospital has offered a registered-nurse position at a stated salary on a stated unit, and that the start date is a specific day after the state board's expected issuance. Attach the board's written timeline if it has given one. Ask the hospital's own immigration coordinator, if it has one, to sign rather than a unit manager, because the letter must speak for the employer.
Keep the health care worker certificate with the letter; the two are read together. Hypothetical example: A paediatric rehabilitation nurse receives a letter that gives a unit name but no employer address or proposed period of employment. A first review should turn that draft into a checklist: exact job title, duties, salary, worksite, supervisor, licence actually held and dates.
The signed offer and the licensure record settle those points. A common failure is a template that promises clinical work immediately while the hospital's own onboarding file says state approval remains pending. Resolve that conflict before travel, and retain the recruiter correspondence that confirms the revised start date.