Canada is preparing a major redesign of the Express Entry system—one that would fundamentally change how skilled workers are selected for permanent residence. These proposed reforms come after very few changes since the introduction of Express Entry in 2015,  and are currently under federal consultation.

IRCC is proposing to eliminate the three existing programs:

• Federal Skilled Worker Program (FSW)
• Canadian Experience Class (CEC)
• Federal Skilled Trades Program (FST)

They would be replaced with one unified program called the Federal High‑Skilled Class - Details are not yet released.

• One year of cumulative work experience (Canadian or foreign) in a TEER 0–3 occupation within the last three years
• High school diploma (ECA required for foreign education)
• CLB/NCLC 6 in all language abilities

This is supposed to simplify eligibility and remove the overlap between current programs.

The Comprehensive Ranking System (CRS) would be redesigned to better predict long‑term economic success. IRCC is proposing to reduce or remove points for factors that have shown weaker correlation with outcomes.

• Canadian work experience
• Spousal points
• French language points
• Canadian study experience
• Sibling in Canada

Exact details on point allocation is not yet known.

• High‑wage job offers
• Demonstrated earning potential
• Occupations with strong labour‑market demand

This shift would significantly change how candidates rank and who receives invitations.

Targeted draws—such as STEM, healthcare, trades, and French‑language categories—will remain part of the system and operate within the new single‑program structure.

IRCC’s evaluations show that pre‑landing earnings are one of the strongest predictors of long‑term success in Canada. The proposed overhaul aims to:

• Improve economic outcomes
• Reduce duplication
• Simplify the system
• Align with reduced immigration levels
• Prioritize high‑earning, high‑demand occupations

This marks a shift from volume‑based immigration to quality‑based selection.

These changes are not yet in effect. IRCC is currently reviewing feedback from public consultations held from April 23 to May 24, 2026. The final design will be announced once regulatory amendments are complete.

Until then, the current Express Entry system continues to operate normally.

Canada’s Temporary Foreign Worker Program (TFWP) is undergoing targeted adjustments in 2026, giving provinces and territories the option to opt in to temporary LMIA flexibilities designed to support rural labour markets. These measures are not automatic—each province must formally agree before they take effect.

As of April 28, 2026, participation varies widely across the country. Some provinces have fully adopted the measures, others have declined, and several are still undecided. Here is a clear breakdown of what the temporary measures are, who opted in, and what employers need to know.

The temporary measures apply only to low‑wage positions and only in eligible rural areas. Provinces that opt in may activate one or both of the following:

Employers can keep their existing percentage of low‑wage Temporary Foreign Workers—even if it exceeds the usual cap—when applying for a new LMIA.

Employers may hire up to 15% of their workforce in low‑wage positions, instead of the standard 10%.

These measures aim to support rural employers facing persistent labour shortages while maintaining oversight and regional control.

These provinces have formally opted in and confirmed implementation dates.

• Measures: Retain current proportion above cap
• Sector: All
• Implementation: May 4, 2026

• Measures:
  • Retain current proportion above cap
  • 15% low‑wage cap
• Sector: All
• Implementation: April 14, 2026

• Measures:
  • Retain current proportion above cap
  • 15% low‑wage cap
• Sector: All
• Implementation: April 23, 2026

• Measures:
  • Retain current proportion above cap
  • 15% low‑wage cap
• Sector: All
• Implementation: April 14, 2026

• Measures: Retain current proportion above cap
• Sector: All
• Implementation: April 1, 2026

Two jurisdictions have explicitly stated they will not participate:

• Status: Not participating
• Updated: April 17, 2026

• Status: Not participating
• Updated: April 14, 2026

Employers in the regions that have opted out of this temporary initiative must continue following standard LMIA rules, including the 10% low‑wage cap.

Canada’s immigration system is undergoing its most dramatic transformation in more than a decade. Between reduced permanent residency targets, major LMIA restrictions, and a redesigned Express Entry system, 2025–2026 will reshape how newcomers study, work, and settle in Canada. Whether you’re an employer, international student, or skilled worker, these changes will directly affect your strategy.

Canada has announced a historic reduction in permanent residency admissions. Targets drop from 485,000 in 2024 to 395,000 in 2025, with further decreases planned through 2027. 

Why it matters:

• Higher competition for PR
• Higher CRS scores expected
• Priority given to applicants already in Canada
• Longer processing times across most streams

This shift is driven by housing shortages, infrastructure strain, and a push for “sustainable growth.”

Every province faces a 50% cut in PNP allocations for 2025. Ontario, BC, Alberta, Manitoba, and Saskatchewan are all affected. 

Impact:

• Fewer invitations
• More competitive provincial draws
• Some streams may pause or close temporarily
• Provinces will prioritize candidates already living or working locally

For many applicants, PNP pathways will become significantly harder to access.

General draws are gone. Express Entry now relies exclusively on targeted category‑based selections, focusing on occupations in demand. 

Categories receiving priority:

• Healthcare
• STEM
• Skilled trades
• Transport
• Agriculture
• French‑language proficiency

This means your occupation and language profile matter more than ever.

April 2026 brings major LMIA reforms, including new restrictions on low‑wage positions and extended processing times. 

Key changes:

• Low‑wage LMIAs blocked in certain regions
• Stricter employer compliance checks
• More worker protections
• Longer processing timelines

Employers relying on temporary foreign workers will need to plan further ahead and adjust recruitment strategies.

As of March 2025, arranged employment no longer provides CRS points. 

What this means:

• LMIA job offers no longer boost CRS scores
• Fraud reduction and system integrity are the stated goals
• Candidates without job offers now have a more level playing field

This is one of the most consequential changes for skilled workers.

IRCC is rolling out a fully modernized digital platform, requiring new identity verification steps for all applicants. 

Expect:

• Mandatory digital ID verification
• Fully online application submissions
• More automated processing

This modernization aims to reduce backlogs but may initially create adjustment challenges.

Bill C‑3 came into force in December 2025, allowing thousands of “lost Canadians” to regain or claim citizenship. 

Highlights:

• Removes the “first‑generation limit” for many families
• Introduces a new “substantial connection” requirement for future generations born abroad

This is a major win for Canadians with complex family histories.

While not fully detailed in the sources above, IRCC’s broader strategy indicates:

• More selective study permit approvals
• Tighter post‑graduation work permit (PGWP) rules
• Greater emphasis on labour‑market alignment

Expect further announcements through 2026.

Ontario, BC, and Alberta have already signaled:

• More targeted draws
• Priority for in‑Canada workers
• Reduced intake for generalist streams

 Many changes are coming that will potentially impact employers and temporary foreign workers already in Canada are being announced on September 26th, 2024. Some of the anticipated changes include the following:

1. 20% Cap Enforcement: The government is reinforcing the policy limiting the use of TFWs to 20% of an employer’s workforce for low-wage LMIAs. This cap aims to ensure that Canadian workers are given priority for job opportunities. Employers applying for dual Labour Market Impact Assessments (LMIAs), which applies for employment in low-wage LMIAs, will now be subject to this cap. A dual LMIA refers to an application that requests a work permit and is also in support of the TFWs permanent residence application.
2. Stricter Oversight: Enhanced scrutiny will be applied in high-risk areas for Labour Market Impact Assessments (LMIAs) and employer inspections. This involves closer monitoring of employers who have previously shown non-compliance or operate in sectors known for higher risks of abuse. By increasing oversight, the government aims to deter fraudulent practices and ensure that the TFW Program is used correctly.
3. LMIA Fee Increases: The government is considering increasing LMIA fees to fund additional integrity and processing activities. Higher fees will help cover the costs associated with more thorough inspections and verifications, thereby strengthening the program’s overall integrity.
4. Employer Eligibility Criteria: New regulatory changes are being considered, including requirements for minimum years of operation and layoff history. These criteria aim to ensure that only reputable and established employers can participate in the TFW Program, reducing the risk of fraud and abuse.
5. New Foreign Labour Stream: The TFW Program will be modernized with the introduction of a new foreign labor stream for Agriculture and Fish & Seafood Processing. This stream is intended to address specific labor shortages in these critical sectors while maintaining rigorous standards to prevent exploitation.
6. Increased Penalties: There has been a 36% increase in fines for non-compliant employers in 2023–2024 compared to the previous year. This significant increase in penalties is part of the government’s strategy to deter fraudulent activities and ensure compliance with program regulations. Non-compliant employers face penalties ranging from warning letters to fines up to $1 million annually and potential bans from the program.
7. Public Reporting and Awareness: The government continues to collaborate with international organizations and runs public fraud awareness campaigns. These efforts are aimed at educating both employers and workers about their rights and responsibilities, as well as the consequences of engaging in fraudulent activities.