Express Entry CRS changes for high-wage jobs start November 3, 2026

What changed

IRCC announced changes to the Express Entry Comprehensive Ranking System that start on November 3, 2026. The changes add points for eligible Canadian work experience or qualifying job offers in high-wage occupations.

A high-wage occupation means an occupation with a median wage of at least 1.3 times the median wage of the overall Canadian workforce. IRCC says this is based on the usual earnings for the occupation, not the candidate’s own salary.

How the new CRS points work

Candidates may qualify through either eligible Canadian work experience or a qualifying job offer in a high-wage occupation. If a candidate qualifies under both, IRCC will give the option that provides more points, and the two will not be added together.

The maximum points under the labour market integration factor will be 150 points for candidates without an accompanying spouse or common-law partner and 140 points for candidates with an accompanying spouse or common-law partner.

• Canadian work experience in a high-wage occupation can add 70 points, 40 points or 20 points, depending on the wage level of the occupation.
• A qualifying job offer in a high-wage occupation can be worth 100 points, 70 points or 50 points, depending on the wage level of the occupation.
• Extra CRS points do not guarantee an invitation to apply. Invitations still depend on the round requirements and CRS cut-off score.

Canadian work experience points

Candidates with at least one year of eligible Canadian work experience in a high-wage occupation may receive additional CRS points based on the occupation’s wage level.

These points are added to the CRS points for the length of eligible Canadian work experience, up to a maximum of 80 points for 5 years. IRCC says candidates with eligible Canadian work experience in a high-wage occupation could receive up to 150 points for Canadian work experience.

• At least 12 months in one or more occupations at 2 times the median: 70 additional CRS points.
• If not eligible for 70 points, at least 12 months combined in occupations at 1.5 times the median or above: 40 additional CRS points.
• If not eligible for 40 or 70 points, at least 12 months combined across eligible high-wage occupations at 1.3 times the median or above: 20 additional CRS points.

Job offers and LMIA requirements

Starting November 3, 2026, an LMIA will not be required for a qualifying job offer to get the new Express Entry points. IRCC will also remove LMIA requirements for qualifying job offers used to meet job offer requirements under the Federal Skilled Worker Program and Federal Skilled Trades Program, if the public policy conditions are met.

A qualifying job offer must generally be for full-time, continuous work in Canada for at least one year after the candidate becomes a permanent resident. IRCC says specific rules apply to some occupations, including skilled trades and physicians providing publicly funded medical services.

• Job offer at least 2 times the median wage: 100 CRS points.
• Job offer at least 1.5 times the median wage: 70 CRS points.
• Job offer at least 1.3 times the median wage: 50 CRS points.

Who needs to update their Express Entry profile

Candidates already in the Express Entry pool will have their CRS scores recalculated automatically under the new points system, including points for eligible Canadian work experience.

Candidates who want points for a qualifying job offer must update their Express Entry profiles before November 3 with the required job offer information. IRCC says the recalculation may take up to two weeks, and invitation rounds will be paused during that period.

How IRCC will assess job offers

IRCC says it will continue checking whether job offers are genuine and meet program requirements. A job offer that is revoked will no longer qualify.

An officer must look at factors such as whether the employer is actively operating the business, whether the offer reflects reasonable employment needs, whether the employer can meet the terms, whether the candidate can do the work and is likely to accept it, and whether the employer followed applicable employment and recruitment laws.