Immigration, Refugees and Citizenship Canada (IRCC) opened 2026 with its largest Canadian Experience Class (CEC) invitation round in almost three years. On 7 January 2026, the department issued 8,000 Invitations to Apply (ITAs) for permanent residence, setting the Comprehensive Ranking System (CRS) cut-off at 511.
The draw is significant for employers with large temporary-resident workforces. Since CEC candidates must already have at least one year of skilled Canadian work experience, the programme offers a fast track to permanence for talent that is already vetted, trained and productive. HR teams can now accelerate conversion planning for foreign workers whose work permits may be expiring in 2026–27, reducing both compliance risk and recruitment cost.
![IRCC Launches Record-Setting CEC Express Entry Draw, Issuing 8,000 ITAs]()
Whether you are an HR professional or a foreign worker navigating this transition, VisaHQ can streamline the paperwork—from work-permit renewals to police certificates—so you can focus on meeting IRCC deadlines. Explore their Canada services at https://www.visahq.com/canada/ to see how they simplify documentation and keep your immigration timeline on track.
IRCC’s decision also signals that, despite the government’s pledge to moderate overall intake later in the decade, policymakers still view temporary-to-permanent pathways as a tool for easing labour shortages without adding pressure to housing markets in major cities. Employers outside the Greater Toronto and Lower Mainland regions—where housing affordability is acute—should leverage CEC retention incentives to attract experienced candidates ready to relocate.
Finally, the volume of ITAs will likely create processing bottlenecks by mid-year. Companies sponsoring CEC candidates should front-load medicals, police certificates and proof-of-funds to avoid delays once e-application windows open. Consulting with immigration counsel on document completeness remains best practice.
The draw is significant for employers with large temporary-resident workforces. Since CEC candidates must already have at least one year of skilled Canadian work experience, the programme offers a fast track to permanence for talent that is already vetted, trained and productive. HR teams can now accelerate conversion planning for foreign workers whose work permits may be expiring in 2026–27, reducing both compliance risk and recruitment cost.
Whether you are an HR professional or a foreign worker navigating this transition, VisaHQ can streamline the paperwork—from work-permit renewals to police certificates—so you can focus on meeting IRCC deadlines. Explore their Canada services at https://www.visahq.com/canada/ to see how they simplify documentation and keep your immigration timeline on track.
IRCC’s decision also signals that, despite the government’s pledge to moderate overall intake later in the decade, policymakers still view temporary-to-permanent pathways as a tool for easing labour shortages without adding pressure to housing markets in major cities. Employers outside the Greater Toronto and Lower Mainland regions—where housing affordability is acute—should leverage CEC retention incentives to attract experienced candidates ready to relocate.
Finally, the volume of ITAs will likely create processing bottlenecks by mid-year. Companies sponsoring CEC candidates should front-load medicals, police certificates and proof-of-funds to avoid delays once e-application windows open. Consulting with immigration counsel on document completeness remains best practice.
