This matters because an LMIA has historically been a gatekeeping step. Employers had to prove they couldn't find Canadian workers for the role. Now, for high-wage positions, that proof is gone. IRCC will still verify that job offers are genuine—checking that the employer exists, has real hiring needs, can afford the terms, and that the candidate is qualified—but the labour market test itself is eliminated.
The new points structure rewards two paths. Candidates with at least one year of eligible Canadian work experience in a high-wage occupation can earn between 20 and 70 additional CRS points, depending on how far above the median wage their occupation sits. Someone working 12 months in an occupation paying at least twice the median gets 70 points. Someone at 1.5 times the median gets 40. Someone at 1.3 times the median gets 20. These stack on top of the existing points for how long candidates worked in Canada, which max out at 80 points for five years. Combined, that's up to 150 points for Canadian work experience alone.
A qualifying job offer in a high-wage occupation is worth 100, 70, or 50 CRS points depending on wage level: 100 points for at least twice the median, 70 for at least 1.5 times the median, 50 for at least 1.3 times the median. The job must be full-time, continuous, and last at least one year after the candidate becomes a permanent resident. Specific rules apply to skilled trades and physicians providing publicly funded medical services, though the document doesn't detail those rules here.
Candidates who qualify under both work experience and a job offer receive whichever option gives more points. The two don't combine.
For candidates with an accompanying spouse or common-law partner, the maximum points available under the labour market integration factor drop to 140 instead of 150. The document doesn't explain why.
A temporary public policy will also exempt candidates invited to apply on or after November 3, 2026, from LMIA requirements and LMIA exemptions for qualifying job offers under the Federal Skilled Worker Program and Federal Skilled Trades Program, provided they meet the policy's conditions. The document doesn't spell out what those conditions are.
Eligible Canadian work experience must generally have been acquired in Canada within the previous 10 years in an occupation classified as TEER 0, 1, 2, or 3 in the National Occupational Classification. Physicians providing publicly funded medical services have specific provisions, though again the document leaves the details open.
An IRCC officer must verify that a qualifying job offer is genuine. This means checking that the employer is actively engaged in the business for which the offer is being made, the offer reflects the employer's reasonable hiring needs, the employer can reasonably meet the terms of the offer, the candidate is qualified and able to perform the work and is likely to accept and carry out the work, and the employer has complied with applicable federal and provincial employment and recruitment laws. A job offer that is revoked will no longer qualify for points.
The document is clear on one limit: earning additional CRS points doesn't guarantee an invitation to apply. Invitations depend on the cut-off score for each round. A candidate could gain 70 points for high-wage work experience and still not be invited if the round's cut-off is higher.
IRCC says limiting job offer points to high-wage occupations helps with verification, since many such occupations require specialized skills or qualifications that can be assessed during the application. The agency will continue to identify and address fraud or misrepresentation.
Candidates should update their Express Entry profiles before November 3 to ensure all job offer information is included and accurate.
General information, not legal, immigration or tax advice. Confirm the details with Immigration before you act.
