In an unexpected policy shift released late on February 24, 2026, Immigration, Refugees and Citizenship Canada (IRCC) has increased the minimum qualifying work experience for candidates invited through category-based Express Entry draws. Applicants nominated under targeted occupational categories—including health care, STEM, skilled trades and transport—must now show 12 months of paid, Canadian or foreign, full-time (or equivalent part-time) experience obtained within the past three years. The previous rule required just six months.
IRCC says the change is designed to "ensure newcomers arrive with the depth of practice employers need for immediate labour-market impact." Officials cite feedback from provincial governments and sector councils that entry-level experience was not always translating into on-the-job readiness. At the same time, the department confirmed that experience may be non-continuous and can be gained inside or outside Canada, preserving flexibility for international talent.
Prospective applicants unsure whether their accumulated experience meets the new 12-month threshold can turn to VisaHQ’s Canada services (https://www.visahq.com/canada/) for quick online assessments, tailored document lists and referrals to licensed immigration professionals. The platform helps both employers and candidates navigate Express Entry, work-permit alternatives and shifting IRCC requirements with up-to-date guidance.
![Canada Doubles Work-Experience Threshold for Category-Based Express Entry]()
For business immigration planners the announcement means recalibrating candidate pipelines. Employers who engage in proactive foreign-talent recruitment—particularly in rural and northern regions—will need to reassess eligibility rosters. Many candidates who expected invitations in the next round may now fall short, potentially pushing them toward provincial nominee programs (PNPs) or employer-specific work-permits as bridging solutions.
Consultants also warn that the higher bar could lengthen clients’ immigration timelines by six to twelve months, affecting onboarding schedules for growth-stage companies. As a best practice, employers are advised to conduct immediate audits of ongoing applications, communicate revised expectations to applicants, and explore temporary work-permit strategies (e.g., Mobilité Francophone or Global Talent Stream) to avoid project delays.
In the medium term, observers expect the tougher requirement to reduce the volume of Express Entry invitations in 2026, easing processing pressure on IRCC and allowing the department to prioritize higher-scoring files across economic streams.
IRCC says the change is designed to "ensure newcomers arrive with the depth of practice employers need for immediate labour-market impact." Officials cite feedback from provincial governments and sector councils that entry-level experience was not always translating into on-the-job readiness. At the same time, the department confirmed that experience may be non-continuous and can be gained inside or outside Canada, preserving flexibility for international talent.
Prospective applicants unsure whether their accumulated experience meets the new 12-month threshold can turn to VisaHQ’s Canada services (https://www.visahq.com/canada/) for quick online assessments, tailored document lists and referrals to licensed immigration professionals. The platform helps both employers and candidates navigate Express Entry, work-permit alternatives and shifting IRCC requirements with up-to-date guidance.
For business immigration planners the announcement means recalibrating candidate pipelines. Employers who engage in proactive foreign-talent recruitment—particularly in rural and northern regions—will need to reassess eligibility rosters. Many candidates who expected invitations in the next round may now fall short, potentially pushing them toward provincial nominee programs (PNPs) or employer-specific work-permits as bridging solutions.
Consultants also warn that the higher bar could lengthen clients’ immigration timelines by six to twelve months, affecting onboarding schedules for growth-stage companies. As a best practice, employers are advised to conduct immediate audits of ongoing applications, communicate revised expectations to applicants, and explore temporary work-permit strategies (e.g., Mobilité Francophone or Global Talent Stream) to avoid project delays.
In the medium term, observers expect the tougher requirement to reduce the volume of Express Entry invitations in 2026, easing processing pressure on IRCC and allowing the department to prioritize higher-scoring files across economic streams.
