Key Points
- Canada removed CRS points for job offers in Express Entry profiles effective March 25, 2025.
- Senior management job offers now receive 200 points; all others receive 50.
- The change applies to all candidates in the Express Entry pool, including future applicants.
Overview
On March 25, 2025, Immigration, Refugees and Citizenship Canada (IRCC) enacted a significant policy update to its Express Entry system, removing additional Comprehensive Ranking System (CRS) points for job offers from most candidates. The change impacts both current profiles in the pool and future Express Entry applicants.
Under the revised system, only job offers classified under Major Group 00 of the National Occupation Classification (NOC)—typically high-ranking senior management roles—will continue to receive 200 CRS points. Regardless of occupation, all other eligible job offers will receive 50 points. Those points will now be deducted for candidates who previously had qualifying job offers factored into their CRS scores. While the official change is effective March 25, 2025, IRCC has noted there may be a short delay in reflecting this update in candidate profiles.
Significantly, this change does not affect Express Entry eligibility or ongoing pool participation. Candidates with active Invitations to Apply (ITAs) that have not expired or been declined will remain eligible and unaffected for their current round. IRCC’s move is intended to rebalance the weight of job offers within the CRS to better align with broader economic priorities and other category-based selection criteria.
Looking Ahead
Candidates and employers should reassess immigration strategies in light of the new CRS scoring system. While job offers may no longer carry the same numerical advantage, they remain essential for securing a work permit and supporting permanent residence applications outside Express Entry. Applicants are encouraged to monitor their profile updates closely and consult immigration professionals for tailored guidance. Future Express Entry draws may increasingly focus on category-based selection, such as language ability or sector-specific experience, reflecting IRCC’s evolving priorities in workforce development.
