Selecting the correct National Occupational Classification (NOC) code for work experience is one of the most important steps in a Canadian immigration application. The NOC code chosen does not just describe a job. It plays a key role in deciding whether an applicant qualifies for Express Entry programs and related immigration pathways.
The NOC selected for work experience, especially the main occupation listed in an immigration profile, can:
- Determine eligibility for Express Entry programs
- Help qualify for category-based Express Entry draws, which often have lower score cut-offs
- Open access to certain Express Entry–aligned Provincial Nominee Program (PNP) streams
Choosing the wrong NOC can cause serious problems. Applications may be refused, and in some cases, applicants may be found guilty of misrepresentation. This can lead to long bans from applying for Canadian immigration.
To better understand these risks, immigration lawyers are consulted to identify the most common errors people make when selecting a NOC. Below are the five common mistakes when declaring a job for Canadian immigration and ways to avoid them.
So, without further ado, let us begin!
Focusing On The Job Title Instead Of Actual Job Duties
The Problem:
Job titles are not used the same way everywhere. Different employers and countries often use the same title for very different roles.
For example, someone called a “Sales Manager” in one company may actually perform tasks similar to a marketing assistant, account executive, or business development officer in another workplace.
Because of this, job titles alone are not reliable. The NOC system is based mainly on duties and responsibilities, not on what a role is called.
How To Avoid It:
The NOC search usually begins with a job title, but the final decision must be based on job duties.
Before starting the NOC search, it is helpful to list 10–15 main tasks performed regularly at work. These tasks should reflect what the person is actually paid to do.
After entering a job title on the NOC website, the search page will show several occupations that use that title.
The results also show “matching job titles,” which helps users see which roles are included under each NOC.
By clicking on a specific result, the full lead statement and main duties of that occupation become visible.
The goal is to select a NOC where the lead statement and most of the main duties match real work experience. Many applicants aim for a 70–80% duties match as a practical guide. While this percentage is not an official rule from Immigration, Refugees and Citizenship Canada (IRCC), strong alignment between duties and real work is essential.
Choosing A NOC At The Wrong TEER Level
The Problem:
Some applicants select a NOC because it sounds more skilled or better matches their education, even when the job duties do not match.
Each NOC has a Training, Education, Experience, and Responsibilities (TEER) level. This level decides whether the work is considered “skilled” under certain immigration programs.
For Express Entry programs such as the Federal Skilled Worker Program (FSWP) and the Canadian Experience Class (CEC), IRCC generally accepts work experience under TEER 0, 1, 2, or 3.
Choosing a NOC at the wrong TEER level can result in the work experience being rejected entirely.
How To Avoid It:
The first step is to confirm whether the occupation’s TEER level meets the requirements of the immigration pathway being used.
When selecting a NOC, the occupation profile must always be the main reference. This includes the lead statement, main duties, and exclusions.
If two possible NOCs appear suitable but fall under different TEER levels, the correct choice is the one that best matches the actual daily work performed and can be proven with documents.
Note: Claiming work experience in a NOC that was never actually worked in is misrepresentation. This is a serious offence under Canadian law. A different NOC can only be chosen if the applicant truly worked in that role and can prove it.
Providing Reference Letters That Do Not Support The Chosen NOC
Another one of the common mistakes when declaring a job for Canadian immigration is providing letters that do not support the chosen NOC.
The Problem:
Even if the correct NOC is selected, the application can still fail if the supporting documents do not clearly prove it.
IRCC requires proof of work experience, and the main document used is an employer reference or experience letter.
A weak letter that only lists a job title and dates of employment, or uses unclear phrases like “handled various tasks,” does not help an officer understand the actual role. This can create doubts and delay or refusal of the application.
How To Avoid It:
The reference letter should clearly explain the main duties and responsibilities of the job. It should also include key details such as:
- Dates of employment
- Hours worked per week
- Salary or wages
- Employer contact details
IRCC checklists clearly state what information is expected in these letters.
Duties should be written in simple language and must match the lead statement and main duties of the chosen NOC.
Additional documents, such as offer letters, contracts, or pay stubs, can also support the work experience if needed.
Ignoring The “Exclusions” Section Of The NOC
The Problem:
Many NOC profiles include an “Exclusions” section. This section lists jobs that may sound similar but are not included under that NOC.
The exclusions are designed to prevent applicants from selecting the wrong occupation by mistake. Skipping this section can lead to choosing a NOC that does not actually apply.
This mistake can result in an application refusal.
How To Avoid It:
The Exclusions section should always be reviewed carefully. It should be treated as a required step, not optional reading.
Each excluded occupation is linked to another NOC. These links help guide applicants to the correct classification.
If a job appears in the exclusions list or is marked as “not covered,” the linked NOC should be reviewed instead.
Having Mismatched Information Across Forms And Documents
The Problem:
Even when the correct NOC is chosen, inconsistencies across documents can create problems.
Examples include different job titles for the same role, mismatched employment dates, different weekly hours, or changing duties across forms and letters.
These errors often happen when information is entered into many forms over time. Even small differences can raise concerns for immigration officers.
How To Avoid It:
One effective solution is to maintain a single “master” employment record.
This record can be kept as a spreadsheet or document and should be reviewed carefully for accuracy before use.
Once finalized, the same information can be copied into all application forms and documents.
The master employment record should include:
- Exact start and end dates
- Official job title(s) used by the employer
- Hours worked per week and whether the work was paid
- Supervisor or HR contact details
- A clear list of core duties, with notes on which NOC duties they match
Keeping information consistent across all documents helps reduce confusion and lowers the risk of refusal.
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