At a glance
- Starting Nov. 3, 2026, a new Labour Market Integration factor adds Express Entry points for Canadian work experience or job offers in listed high-wage occupations.
- Points depend on how the occupation's median wage compares with the Canadian workforce, not on the candidate's own salary.
- Candidates get either experience points or job offer points, whichever is higher.
- Immigration, Refugees and Citizenship Canada (IRCC) will recalculate all profiles automatically.
- Score cut-offs are likely to rise. Individuals and employers should review National Occupational Classification (NOC) codes, profiles and permanent residence strategies now.
Starting Nov. 3, 2026, a new Labour Market Integration factor will change how some Express Entry candidates are scored. Only candidates with Canadian work experience or a job offer in a listed high-wage occupation earn the new points. Because candidates are ranked against each other, though, the change can affect everyone in the Express Entry pool and the employers who support them. Here’s how the points work and what to review.
What changed
On Oct. 16, 2026, Immigration, Refugees and Citizenship Canada (IRCC) announced a new Labour Market Integration factor in the Comprehensive Ranking System (CRS), effective Nov. 3. Candidates can score extra points for either Canadian work experience in a high-wage role or a qualifying high-wage job offer, whichever is higher, but never both. The factor is capped at 150 points (140 with a partner). A job offer alone can be worth up to 100 points. Eligibility and points awards depend on how the occupation’s median wage compares with the Canadian workforce.
An occupation qualifies if its median wage is at least 1.3 times the overall median, and the points rise at 1.5 times and 2 times. On Nov. 3, IRCC will recalculate every profile in the pool automatically, which can take up to two weeks. Invitation rounds are paused until the recalculation is complete.
A qualifying offer no longer needs a Labour Market Impact Assessment (LMIA) to earn these points.
Four things to understand
How the points work
The table shows what each wage level is worth. On the experience route, points are added to existing Canadian experience points. On the offer route, offer points replace all experience points if job offer points are higher.
| Occupation median wage vs. workforce | Added to experience points (12+ months of qualifying experience) | Job offer points |
|---|---|---|
| 2 times or more | +70 | 100 |
| 1.5 times to under 2 times | +40 | 70 |
| 1.3 times to under 1.5 times | +20 | 50 |
A single software developer (21232, 1.5 times) with two years of Canadian experience scores 53 experience points, plus an additional 40 points for high wage, so 93 under this factor. A 70-point offer in the same role adds nothing.
A single carpenter (72310, unlisted) with one year of experience scores 40. A genuine carpentry supervisor job offer (72013, 1.3 times) is worth 50, a net gain of 10, and would replace the 40 experience points.
Impact on individuals
- Check your NOC against the list, and your actual duties against the NOC’s main duties. Be cautious about changing a previously declared NOC. IRCC can see earlier applications, and misaligned changes can lead to scrutiny, refusal, or misrepresentation findings.
- If you already have 12 months of qualifying Canadian experience in a listed occupation, you do not need to do anything. IRCC recalculates those points automatically.
- If you have a qualifying job offer, update your profile before Nov. 3. Without an LMIA, IRCC directs candidates to answer “Yes” to the LMIA question and enter placeholder details, so follow the instructions closely. IRCC will automatically calculate which option grants you the highest points.
Impact on employers
- The impact on foreign talent in your workforce will vary. Some employees may become more competitive, others will see no change, and some may be less competitive as the pool redistributes. Where core occupations are not listed, a provincial nominee pathway or another permanent residence strategy may suit workforce retention planning better.
- Review your foreign worker population to understand the impact. Evaluate NOC codes and existing permanent residence strategies to determine if adjustments are required.
- Expect requests for updated experience letters and NOC confirmations and make sure each reflects actual duties.
Sector highlights
| Sector | Listed Occupations | Not Listed Occupations |
|---|---|---|
| Professional services | 2 times: lawyers (41101). 1.5x: management consultants (11201). 1.3x: accountants (11100). | Accounting technicians (12200) |
| Engineering | 2 times: engineering managers (20010). 1.5 times: civil, mechanical, electrical engineers (21300, 21301, 21310). | Civil engineering technologists (22300) |
| Construction | 1.5 times: construction managers (70010), power system electricians (72202). 1.3 times: carpentry supervisors (72013). | Construction electricians (72200), carpenters (72310) |
| IT | 2 times: IT managers (20012). 1.5 times: software developers (21232), cybersecurity (21220). 1.3 times: web developers (21234). | Web designers (21233), support technicians (22221) |
| Healthcare | 2 times: physicians (31102). 1.5 times: registered nurses (31301). 1.3 times: medical laboratory technologists, radiation technologies and sonographers (32120, 32121, 32122). | Licensed practical nurses (32101) |
| Agriculture | 1.3 times: agricultural representatives (21112). | Farm managers (80020), farm supervisors (82030) |
Selected occupations and exclusions only. Check IRCC’s website for the complete and current list.
Looking ahead
Score cut-offs are unpredictable until the pool of candidates is updated and draws resume, but they are likely to rise. More points do not guarantee an invitation, and candidates in unlisted occupations may fall below the cut-off even though their own scores have not changed. Employers should identify which employees are in the pool, which roles map to listed NOCs and whether their foreign worker retention strategy is affected by the change. Individuals should review their profiles, make necessary updates, and learn how the changes apply to them.
This is the first stage of broader Express Entry reforms, so strategies may need to be revisited as further changes are announced.
For questions, please contact our Immigration Services team.
The information in this publication is current as of Oct. 27, 2026.
This publication has been carefully prepared, but it has been written in general terms and should be seen as broad guidance only. The publication cannot be relied upon to cover specific situations and you should not act, or refrain from acting, upon the information contained therein without obtaining specific professional advice. Please contact BDO Canada LLP to discuss these matters in the context of your particular circumstances. BDO Canada LLP, its partners, employees and agents do not accept or assume any liability or duty of care for any loss arising from any action taken or not taken by anyone in reliance on the information in this publication or for any decision based on it.