2026 consultations on Express Entry reforms – Final report
Reforms to Express Entry’s Federal High Skilled Programs and Comprehensive Ranking System
Executive summary
Immigration, Refugees and Citizenship Canada (IRCC) is considering a series of changes to the core federal economic immigration programs managed through Express Entry, and its Comprehensive Ranking System (CRS). In Spring 2026, the Department consulted a broad range of partners, stakeholders, and the general public on the potential changes to the system. Consultations included a series of roundtables, information sessions, feedback through written submissions and a public survey posted on IRCC’s consultation and engagement webpage.
Overview and context
Our immigration system plays a vital role in supporting economic growth and building a stronger future for Canada. IRCC is dedicated to ensuring the system remains adaptable and responsive to Canada’s needs. The number of candidates invited to apply for permanent residence through Express Entry in a given calendar year is based on planned permanent resident admissions under Canada’s Immigration Levels Plan.
IRCC is exploring opportunities to simplify the Federal High Skilled programs, and refine the comprehensive ranking system by focusing on the factors that are most closely associated with positive economic outcomes. Overall, potential changes aim to ensure that Express Entry is properly calibrated to:
- Select the best talent in the world
- Achieve strong economic outcomes
- Enhance client service
- Achieve operational efficiencies
Consultations gathered perspectives from diverse sectors, regions, and individuals to help identify potential impacts of the changes under consideration.
About this report
The findings summarized in this report reflect the views of stakeholders, partners and members of the public who shared their feedback through the roundtable discussions, completed the online survey, or sent in written submissions. Results should not be interpreted as being representative of the Canadian population, specific regions, or of all IRCC stakeholders and partners. Given the overwhelming number of diverse responses, this report highlights the key takeaways from the consultation process.
How we engaged on the Express Entry reforms
17,500
Survey
respondents
1,021
Information session
attendees
109
Roundtable
participants
42
Written
submissions
Participants in the roundtable discussions and information sessions included Provinces and Territories, federal government departments, francophone organizations, academics, think tanks, immigration lawyers and consultants, regulatory bodies, sector and occupational groups (employers), educational credential assessment organizations, educational institutions and organizations, language testing organizations, settlement service providers, newcomers, and migrant rights organizations.
The public survey was available on the Department’s consultation and engagement webpage from April 23, 2026 to May 24, 2026. The Department received a considerable amount of feedback on the public survey, with approximately 17,500 responses. The majority of respondents (72%) indicated that they hoped to immigrate to Canada through Express Entry.
Survey respondents were asked to self-identify as one of the following:
- Potential Candidates: I hope to immigrate through Express Entry
- General Public: I have general interest in immigration
- Successful EE Applicants: I have successfully immigrated through Express Entry
- Employers: I hire immigrants
- Immigration Lawyers and Consultants: I provide immigration advice
- Researchers: I study immigration
- Immigration Service Providers: I provide services to immigrants
- Anonymous: I prefer not to say
Survey respondents self-identified as
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Pie chart showing how survey respondents self-identified:
72% identified as hoping to immigrate through Express Entry.
9% identified as having a general interest in immigration.
6% identified as having successfully immigrated through Express Entry.
3% identified as someone who hires immigrants (i.e. an employer).
2% identified as someone who provides immigration advice (i.e. a lawyer or immigration consultant).
2% identified as someone who studies immigration (i.e. an academic, researcher, think tank, etc.)
1% identified as someone who provides services to immigrants (i.e. works for a settlement service organization).
5% indicated that they prefer not to say who they are.
Geographic distribution
90% of respondents were in Canada, with 46.7% in Ontario and 17.6% in British Columbia.
Stakeholder type
18% self-identified as stakeholder organizations and 72% self-identified as persons wanting to immigrate to Canada
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Map of Canada showing provinces and territories of survey respondents
Yukon: 0.1%
Northwest Territories: 0.1%
Nunavut: 0.1%
British Columbia: 17.6%
Alberta: 8.1%
Saskatchewan: 1.5%
Manitoba: 2.1%
Ontario: 46.7%
Quebec: 3.6%
Newfoundland and Labrador: 0.5%
Nova Scotia: 2.6%
New Brunswick: 1.6%
Prince Edward Island: 0.4%
Key takeaways from the consultations
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Graphic of the key takeaways from the roundtable discussions and written submissions:
- On the overall direction of Express Entry Reforms: Participants were supportive of simplification and focusing on best predictors of success. General feedback was that the suggested reforms will improve the system.
- Language skills: Some say Canadian Language Benchmark (CLB) 6 threshold for the Minimum Entry Criteria (MEC) is too high, while others say it is too low.
- High wage occupations: General support for incorporating wage-based data but caution regarding fraud and decreased competitiveness of certain occupations or sectors.
- Age points: Feedback noted that current age points can disadvantage mid-career professionals and other highly skilled workers, particularly in the absence of job offer points.
- Skilled trades: Emphasis on the importance of recognizing the unique skills and experience of tradespersons and maintain a pathway for this group.
- Canadian studies: Caution around removing points entirely. Suggestions to maintain the points for Bachelor degrees and higher.
- Category-based selection (CBS): Reoccurring comments highlight the need to better balance category-based selection rounds to ensure highly skilled candidates with experience in a broad range of occupation are selected.
What we heard
What stakeholders said on the overall direction and the administration of the potential changes to the Express Entry system
Several considerations were raised related to the implementation of the potential changes:
- Respondents emphasized the value of a stable and predictable system that allows applicants to make informed long-term decisions.
- The reforms should enhance the integrity of the system to ensure that genuine applicants are not disadvantaged by individuals attempting to manipulate it.
- Invitation thresholds have become difficult for many qualified candidates to reach despite having education, work experience, and other desirable attributes.
- Immigration pathways should place greater weight on individuals who have already established themselves in Canada through work, study, and tax contributions.
- Immigration selection should focus on filling genuine workforce gaps and addressing long-term economic needs. This includes needs in various sectors for workers in essential occupations that do not qualify under Express Entry 'high skilled' TEER 0-3.
- Express Entry should consider other measures of success, beyond earnings outcomes.
What stakeholders said on merging the Federal High Skilled programs into one program
“Simplification will help refocus the system on the primary objective of economic immigration: selecting candidates most likely to make the greatest contribution to Canada’s economy.”
Feedback indicated that stakeholders are generally supportive of simplifying and streamlining the programs.
- Stakeholders indicated that the merge could simplify the process and increase clarity for candidates on how the system works.
- Concerns were raised in relation to eliminating a dedicated program for skilled tradespeople. Stakeholders were concerned that merging the programs into one would limit this cohort’s ability to be selected or give the perception that the Department is no longer prioritizing skilled trade occupations.
- The Department received mixed feedback when it came to the proposed minimum criteria thresholds, with some saying that the proposed Canadian Language Benchmark 6 (CLB 6) and high school thresholds were too high, while others argued it was too low for a high skilled program, citing education and language abilities as being important for labour market integration and economic success.
Point of clarification - Trades
Very few tradespeople are invited to apply through the Federal Skilled Trades Program (approximately 5 per year). The majority apply through the Canadian Experience Class. The introduction of category-based selection has enabled IRCC to target and select skilled tradespeople more efficiently.
“The evidence cited in the discussion paper—that CLB 6 is the point at which observable earnings gains begin—supports this threshold. It is also a pragmatic middle ground between the current CLB 7 requirement for FSW and the CLB 4–5 minimums for other programs.”
Survey Responses on the potential merging of programs
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Chart showing survey responses on the potential merging of programs
The survey asked respondents whether they agree with combining the Federal Skilled Worker Program, the Canadian Experience Class, and the Federal Skilled Trades Program into one program.
When it came to survey respondents who self-identified as employers:
37% indicated that the programs should be combined
55% indicated that the programs should be separate
6% indicated that they don’t know
2% left their response blank
When it came to survey respondents who self-identified as someone who provides immigration advice:
56% indicated that the programs should be combined
39% indicated that the programs should be separate
2% indicated that they don’t know
2% left their response blank
When it came to survey respondents who self-identified as someone who studies immigration:
44% indicated that the programs should be combined
47% indicated that the programs should be separate
7% indicated that they don’t know
3% left their response blank
Overall:
41% indicated that the programs should be combined
46% indicated that the programs should be separate
9% indicated that they don’t know
4% left their response blank
- Some employers noted a simpler process could help recruitment, but could also make it harder to retain some workers, including those in skilled trades.
- Many lawyers and consultants highlighted the benefits of a simplified process, but cautioned not to overlook candidates that would have been selected through specific programs.
- Feedback received from those that study immigration noted that a merged program could increase coherence, but may also reduce the system’s ability to differentiate between candidate groups.
What stakeholders said related to the proposed changes to the ranking system
“The purpose of the CRS is to identify the candidates likely to contribute the most to Canada’s economy. Adding highly predictive factors such as high earnings and removing those with limited value, such as having a sibling in Canada, represents a clear improvement.”
Overall, stakeholders highlighted the following in regards to the proposed changes to the Comprehensive Ranking System (CRS):
Age: Feedback highlighted that the age points within the CRS can disadvantage highly qualified mid-career candidates from being selected, with some suggesting that the decrease in age points should begin at an older age.
High-wage occupation factor: The feedback on high-wage occupations was mixed. While some stakeholders supported the proposed inclusion of an earnings factor, others were concerned that this may exclude certain demographics from being selected, such as younger candidates or candidates working in occupations that are experiencing labour shortages but do not meet the high-wage threshold.
Considerations around barriers to gaining Canadian work experience and the potential for job offer fraud were also raised. On the other hand, some stakeholders suggested that these points could help counter the loss of age points for highly skilled and experienced candidates.
Overall, the feedback suggested that wage-based criteria should be balanced with other indicators, such as occupation demand, experience level, and sector-specific realities.
“Using occupational-level earnings rather than individual earnings addresses legitimate concerns about gender pay gaps, geographic variation, and the risk of candidates inflating personal income through excessive hours in low-wage roles. This approach is verifiable, objective, and resistant to manipulation.”
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Chart showing survey responses on providing points for a high-wage occupations
The survey asked respondents whether IRCC should introduce points for candidates who have Canadian work experience in a high-wage occupation.
When it came to survey respondents who self-identified as employers:
74.2% indicated yes
21.3% indicated no
2.7% indicated I don’t know
1.8% left their response blank
When it came to survey respondents who self-identified as someone who provides immigration advice:
60.7% indicated yes
33.2% indicated no
3.0% indicated I don’t know
3.0% left their response blank
When it came to survey respondents who self-identified as someone who studies immigration:
40.9% indicated yes
51.0% indicated no
5.8% indicated I don’t know
2.3% left their response blank
Overall:
42.3% indicated yes
45.8% indicated no
7.3% indicated I don’t know
3.6% left their response blank
Job offers in high-wage occupations: When it came to the proposed high-wage job offer points, those who supported the re-introduction of job offers, (but limiting them to high-wage occupations) noted it could better align selection with economic outcomes and prioritize higher-earning candidates.
Those who were not supportive of limiting the job offer points to high-wage occupations expressed concern that this approach may be less effective at reflecting a broad range of labour market needs and a candidate’s future economic potential.
Canadian work experience: Some stakeholders mentioned the need for a broader definition of Canadian work experience, that includes work while studying and self-employment.
There was also mixed feedback when it came to recognizing foreign-sourced income, while in Canada, with views on both sides. Feedback also included concerns regarding the difficulty of verifying foreign work experience and that foreign work experience may not translate directly to Canadian labour market conditions.
Study in Canada: The Department received mixed feedback on the potential modification of study in Canada points, with some stakeholders suggesting that these points should remain as they currently are, while others supported limiting points to bachelor’s, master’s and PhD degrees.
Survey respondents noted that educational scoring should better reflect differences in credential quality, level of education, specialization, and potential economic contribution. Stakeholders mentioned the need to focus on younger immigrants to help alleviate Canada’s aging demographic.
Conversely, survey respondents highlighted that international student candidates are competing with recent Canadian graduates in the labour market, contributing to high youth unemployment rates.
Certificate of qualification (Trades): There was general support for recognizing apprenticeships and strengthening the integrity of these points, although there were concerns that narrowing the Certificate of Qualification points to Red Seal designated trades would exclude candidates in non-Red Seal trades from being selected.
Canadian licensure: Participants were supportive of the Department’s move towards better recognizing Canadian licensure in occupations outside of the trades.
They highlighted challenges associated with completing full licensure as a temporary resident and emphasized the need to maintain a pathway for regulated professionals who are not fully licensed to practice in Canada.
“A more targeted approach [on study in Canada points] —such as prioritizing graduate-level credentials or high-demand fields—could preserve the strongest predictors of success while addressing system inefficiencies.”
“Canadian education combined with Canadian work experience represents the strongest documented integration pathway and should not be devalued”
Point of clarification – Trades Certificates
Limiting the Certificate of Qualification points to Red Seal designated trades would not exclude candidates that work in other non-Red Seal trade occupations from being selected, rather it would allow the Department to recognize and reward candidates who are either fully certified or on their way to becoming certified in a trade that has a national standard (i.e. the list of eligible Certificates of Qualifications would be based on the list of Red Seal designated trades). Provincial and Territorial Certificates for these trades would also be eligible for the ranking system points.
Point of clarification - Spouses
Removing the spousal points grid would not prohibit principal applicants from immigrating with their spouses. Rather, principal applicants would be assessed on their own merits regardless of spousal status or the spouse’s skills. Once the applicant receives an invitation to apply, they could bring their spouse to Canada with them as a dependent on the same application.
Francophone immigration: Participants reiterated the importance of selecting high skilled francophone candidates.
Some survey respondents noted that the French-language bonus points and French proficiency category draws provide too large of an advantage relative to other selection factors. There was support for a distinct Francophone immigration program to achieve broader economic and social goals.
Spousal points grid: There was general support for removing the spousal points grid and focusing on the qualifications of the principal applicant.
Sibling points: Most stakeholders supported the removal of sibling points as they do not have a clear economic focus.
“The spousal grid is a weak predictor of economic outcomes and has distorted immigration decisions in ways that do not serve the program’s selection objectives. Removing it appropriately focuses the CRS on the principal applicant’s own qualifications.”
Stakeholder perspectives
Employers
Overall employers supported prioritizing applicants with demonstrated Canadian labour market integration and the ability to contribute immediately to workforce needs.
They were also supportive of the concept of simplifying the system and focusing in on the best predictors of economic success.
Employers reiterated the importance of ensuring a pathway for skilled tradespersons in order to deliver on the Government’s infrastructure projects.
They also expressed concern about losing valued employees whose work permits are expiring despite years of service and contribution.
“The CRS must reward what drives economic contribution - in-demand skills, recognized credentials, and readiness to work. [Workers already in Canada] integrate faster, reduce risk for employers, and deliver immediate economic returns. Prioritizing them would strengthen both system efficiency and long-term outcomes.”
They indicated that they support points for Canadian work experience, Canadian education, and strong language skills, viewing these as strong indicators of job readiness and long-term retention.
There was support for reforming age and removing sibling points, and concern regarding awarding points for a job offer only in high-wage occupations, preferring to reward all job offers instead.
“The Federal Skilled Trades Program, despite its low uptake, carries symbolic importance as a signal that Canada values tradespeople. Folding it into a general program risks the perception that trades are being deprioritized. IRCC should mitigate this through strong messaging and continued category-based draws targeting trades occupations.”
Consultants and Lawyers
Overall respondents supported strengthening the role of objective, verifiable selection factors while reducing reliance on factors perceived as vulnerable to fraud.
Lawyers and consultants were supportive of points for Canadian work experience, education, and strong language skills, viewing these as reliable indicators of an applicant’s ability to succeed in Canada.
They also noted that occupational qualifications provide a more direct measure of labour market readiness than educational credentials alone.
They also showed support for removing sibling points, spousal points, and reforming the age-based points, reflecting concerns about fraud, fairness, and inconsistent economic relevance.
Finally, they reiterated the importance of ensuring a pathway for skilled tradespeople.
Researchers
Overall respondents were supportive of the direction to simplify the system, and supported aligning ranking system factors more closely with indicators of long-term economic integration and labour market success. Researchers were supportive of the points for Canadian work experience, higher education, language skills, and other indicators of high human capital and long-term economic success. They noted that the points system should be merit based, and that family relationships are not direct indicators of skills, qualifications, or economic potential, though noted that social integration and retention factors are important considerations. While most were supportive of introducing a factor to account for Canadian earnings as a temporary resident, they highlighted the importance of fraud prevention for this factor and ensuring that candidates who contribute to essential work and demonstrate long-term integration are not overlooked. This cohort had mixed views when it came to study in Canada points, citing that candidates who study in Canada are generally those who go on to gain temporary resident work experience and demonstrate strong integration into Canadian society.
General public
Overall respondents were supportive of awarding additional points for high-income earners where wages demonstrated specialized skills or labour shortages, and that specialized credentials should be better reflected in the ranking system scores. Respondents had mixed opinions on family related factors, with some citing that these factors support integration and retention, while others felt that factors should focus on merit and human capital, rather than personal or family circumstances. Additionally, it was noted that language ability alone should not outweigh demonstrated labour market contributions by applicants already living and working in Canada.
Successful Express Entry applicants
Overall respondents were supportive of prioritizing individuals whose education, experience, and occupational backgrounds align with Canada’s long-term economic objectives. They indicated that the selection system should place greater emphasis on demonstrated economic contribution rather than relying on proxy indicators of future success. Respondents noted that the French-language points should be linked more closely to labour market needs, bilingual proficiency or demonstrated economic outcomes.
Future candidates
Overall respondents supported Canadian work experience being weighted more favourably in the points system, indicating that more weight and consideration should be given to actual contributions to Canada. Respondents were generally supportive of removing or adjusting points related to family ties, but had mixed views when it came to awarding points for French language skills, stating that selection based on French language proficiency is not always well aligned with labour market realities, specifically in predominantly English-speaking regions. They also cited that the changing cut-off scores and evolving selection patterns make it difficult to understand what score is needed to successfully receive an invitation.
Next steps
Consultation feedback will be taken into account in potential changes to Express Entry, including amendments to the Immigration and Refugee Protection Regulations and the Ministerial Instructions respecting the Express Entry System. As the work progresses, the Department will provide updates on when any potential changes will come into effect including how changes may impact profiles in the Express Entry pool. These consultations were the first step in the broader regulatory process required to amend the Immigration and Refugee Protection Regulations. Any proposed changes to those regulations will be published in the Canada Gazette, Part I.
Thank you
We extend our sincere appreciation to everyone who contributed to this engagement process on the potential changes to the core federal economic immigration programs managed by Express Entry, and its Comprehensive Ranking System.
These insights play a key role in developing better policies, programs and services, and inform IRCC’s approach to further enhancing economic immigration to Canada.
Your feedback on how to improve engagement will also help shape future consultations with individuals, organizations, and groups.
Annex – chart on Comprehensive Ranking System factors
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Chart included as annex showing which CRS factors should be prioritized vs. which CRS factors should be prioritized less or removed entirely
The survey asked respondents which CRS factors should get more, less or no points compared to other factors in the CRS. Survey respondents indicated the following:
French language skills points
28.6% indicated more
40.0% indicated less
32.0% indicated remove these points
Strong language skill points
64.7% indicated more
10.0% indicated less
5.1% indicated remove these points
Education points
81.4% indicated more
15.3% indicated less
9.1% indicated remove these points
Study in Canada points
56.0% indicated more
11.0% indicated less
7.1% indicated remove these points
Canadian work experience points
84.8% indicated more
52.5% indicated less
46.4% indicated remove these points
Points for Canadian work experience in a high-wage occupation
32.7% indicated more
26.7% indicated less
24.3% indicated remove these points
Points for a job offer in a high-wage occupation
25.4% indicated more
33.7% indicated less
32.3% indicated remove these points
Points for a certificate of qualification in a trade occupation
19.5% indicated more
23.4% indicated less
18.4% indicated remove these points
Points for younger age
26.8% indicated more
40.6% indicated less
36.1% indicated remove these points
Points for having a sibling in Canada
21.2% indicated more
44.0% indicated less
45.1% indicated remove these points
Spousal points
37.7% indicated more
30.6% indicated less
26.9% indicated remove these points