The recent decision to eliminate Express Entry points for LMIA-backed job offers fundamentally misunderstands Canada’s labor market needs and threatens our ability to attract crucial senior talent. As a Canadian corporate immigration lawyer with extensive experience in Express Entry applications, I can definitively state that this policy change will damage Canada’s competitiveness in the global talent market.
The Critical Role of Arranged Employment Points
The Express Entry system’s age bias is not a minor flaw—it’s a structural problem that arranged employment points have been essential in correcting. Consider these facts:
- Senior executives and specialized professionals over 45 lose up to 110 CRS points solely due to age
- The 50-200 points awarded for arranged employment often represent the difference between acceptance and rejection
- These points recognize real, validated Canadian labor market needs
In my practice, I’ve witnessed countless cases where these points enabled Canada to secure transformative talent. Take the example of technology executives who bring decades of experience and often create dozens of jobs for Canadians. Without arranged employment points, many of these individuals—despite their massive potential contribution to Canada—would be rejected in favor of younger candidates with far less experience.
Addressing Fraud Without Crippling Legitimate Business
While LMIA fraud exists, the government’s blanket approach is akin to amputating an arm to treat a finger infection. The vast majority of LMIA-backed job offers in the corporate sector represent:
- Genuine skills shortages in the Canadian market
- Significant employer investment in recruitment and retention
- Positions that directly contribute to Canadian economic growth
A Data-Driven Alternative
Instead of wholesale elimination, here’s a more nuanced solution that addresses fraud while protecting Canada’s economic interests:
- Implement a one-year work requirement for arranged employment points, regardless of whether the work permit is LMIA-supported or LMIA-exempt
- Maintain point allocations for candidates who have demonstrated their value through actual Canadian work experience
- Enhance verification processes for new LMIA applications without penalizing existing workers
This approach would:
- Effectively eliminate fraudulent applications (as fake job offers rarely sustain year-long employment)
- Maintain Canada’s ability to retain proven senior talent
- Create consistency between LMIA and LMIA-exempt pathways
The Economic Stakes
The timing of this policy change couldn’t be worse. As global competition for senior talent intensifies, Canada risks:
- Losing essential experience needed to train the next generation of Canadian workers
- Reducing our ability to scale Canadian businesses internationally
- Diminishing our competitive advantage in attracting global talent
Moving Forward
The government’s apparent preference for politically expedient solutions over evidence-based policy threatens Canada’s immigration system’s integrity. We need immigration policy that:
- Recognizes the complex realities of global talent acquisition
- Maintains Canada’s competitive edge in attracting senior expertise
- Addresses fraud through targeted measures rather than broad restrictions
The elimination of arranged employment points isn’t just misguided—it’s a direct threat to Canada’s economic interests. As we compete globally for talent, we cannot afford policies that prioritize political optics over economic necessity.
Whether you’re an employer seeking top talent or an employee who might be impacted by these changes, what are your thoughts on this matter?
