Are you considering a new career path in Canada but worried about the skill shortage threatening its economic growth and competitiveness?
This article is for you, as it considers everything you need to know about the Canadian Labour Market and Skills Shortage.
According to a recent report by the Business Council of Canada, more than half of Canadian employees struggle to find jobs that match their skills and qualifications.
This gap is expected to widen in the coming years as the demand for skilled workers outpaces the supply.
However, don’t panic; this article is the perfect guide to navigating the Canadian Labour Market and landing your dream job.
Read on:
Understanding the Canadian Labour Market
The labor market activities of the Canadian population aged 15 and older living in private households are captured by the Census of Population.
The data can be divided into three groups:
- Labor force status data
- Job Characteristics
- Data relating to work activity in the previous calendar year
The labor force status includes data on individuals who were employed, unemployed, or not in the labor force and data on the unemployment rate, participation rate, and employment rate.
Current Employment and Unemployment Rates in Canada
Canada’s employment and unemployment rates are key indicators of labor market performance.
The employment rate measures the proportion of the working-age population that is employed.
In contrast, the unemployment rate represents the percentage of the labor force actively seeking employment but unable to find work.
These rates fluctuate in response to economic conditions, business cycles, and policy interventions.
Monitoring these rates helps policymakers, businesses, and individuals assess the state of the labor market and make informed decisions.
As of 2023, the employment rate varied between 61.9% and 62.0%.
The unemployment rate in Canada peaked at 8.4 percent during the economic recession, and by 2020, with the COVID-19 pandemic, this rate had risen again, reaching almost 10 percent.
4 Major Industries Where People Are Employed in Canada
Canada’s labor market comprises a diverse array of industries and occupations, each with its own unique characteristics and employment trends.
Major sectors of employment include:
1. Service Industries
Service industries such as healthcare, retail, hospitality, and education employ a significant portion of the Canadian workforce.
These sectors provide essential services to the population and contribute to economic growth and stability.
2. The manufacturing sector encompasses industries involved in producing goods such as automobiles, machinery, electronics, and consumer products.
While the sector has faced challenges in recent decades, it remains a significant source of employment in certain regions.
3. Natural Resources
Canada is rich in natural resources, including oil, gas, minerals, forestry products, and agricultural commodities.
Industries such as mining, forestry, energy production, and agriculture play a vital role in the economy and provide employment opportunities in resource-rich regions.
4. Technology and Innovation
Canada’s technology sector is experiencing rapid growth, driven by innovation, entrepreneurship, and investment in research and development.
Companies like information technology, biotechnology, clean technology, and artificial intelligence create high-quality jobs and drive economic prosperity.
Generally, the top industries by employment in Canada for 2024 include Hospitals (594,577 employees), Full-Service Restaurants (575,487 employees), Supermarkets & Grocery Stores (444,361 employees), Fast Food Restaurants (406,382 employees), and IT Consulting (350,863 employees).
Work Patterns in Canada: Hours Worked, Commuting Patterns
Commuting is an important aspect of the workday for millions of Canadians.
For those who do not work from home, being employed involves the time spent at the workplace and the time and money needed to get to and from work.
Across all modes of transportation, commuters spent an overall average of 23.7 minutes traveling to their workplace in 2021, down 2.5 minutes from 26.2 minutes in 2016.
Wage and Non-Wage Benefits in Canada
In Canada, all employees are entitled to certain mandatory benefits, and employers are responsible for meeting those requirements and making the correct contributions.
Mandatory employee benefits in Canada include provincial healthcare insurance, pension contributions, employment insurance, survivors insurance, and workers’ compensation insurance.
Employers also offer supplemental benefits to ensure comprehensive coverage and employee satisfaction.
Some common supplemental benefits in Canada include Supplemental health insurance, Group registered retirement savings, Life coverage, and Long-term disability benefits.
Also check out: The Ultimate Guide to Canadian Immigration Programs and Visa Options
6. Job Training, Labour Mobility, Work Absences, Unionization
The government of Canada has invested $84.2 million over four years to double funding for the Union Training and Innovation Program to help apprentices from underrepresented groups begin and succeed in careers in the skilled trades through mentorship, career services, and job-matching.
Unionization rates vary across sectors and industries, with unions representing workers in negotiations with employers over wages, benefits, and working conditions.
Unionization rates fell by 16 percentage points among men but remained stable among women from 1981 to 2022.
Skills Shortage in Canada
Skills shortage describes a situation where the supply of (specialized) skilled employees fails to meet the demand within a specific industry or sector.
It occurs when there are more vacancies than job seekers in an occupation.
This discrepancy can be due to various factors such as demographic shifts, post-pandemic operating model changes, and the rapid pace of technological innovation.
Mismatches between the skills possessed by job seekers and those demanded by employers.
As a result, the half-life of skills is shrinking, meaning that information is becoming outdated more quickly than before.
Current State of the Skills Shortage in Canada
Canada is currently experiencing a structural shortage in its labor market.
The Canadian federal government hopes to bring in over 800,000 skilled migrants over the next two years, starting in January 2022.
The most recent projections estimate about 700,000 skilled trades workers are expected to retire between 2019 and 2028, creating an ever-growing need to recruit and train thousands more.
Occupations That Are in High Demand in Canada
The occupations in high demand in Canada include a mix of skilled labor, administrative, and professional fields.
Some of the most sought-after roles include:
- Web Developer
- Human Resources (HR) Managers
- Electrical Engineer
- Veterinarians (Vets)
- Human Resources and Recruitment Officers
- Financial Advisor
- Pharmacist
- Welder
- General Labourer
- Aerospace Engineer
- Administrative Assistants
Skills Requiring the Most Improvement in Canada
More than half of businesses in Canada reported that the skills requiring the most improvement were technical, practical, or job-specific skills, followed by problem-solving skills.
Employers in Canada seek communication, customer service, management, problem-solving, and leadership skills.
1. Technical Skills
Technical skills, such as programming, digital literacy, and proficiency in specific software or tools, are increasingly essential in today’s technology-driven economy.
Workers with strong technical skills are in high demand across industries and occupations.
2. Soft Skills
Soft skills, including communication, problem-solving, teamwork, and adaptability, are critical for success in the workplace.
Employers often cite a lack of soft skills among job seekers as a barrier to hiring, highlighting the need for improved soft skills training and development.
3. Trades and Vocational Skills
Skilled tradespeople play a vital role in Canada’s economy, contributing to construction, manufacturing, infrastructure, and other key sectors.
Investments in apprenticeship programs, vocational training, and on-the-job learning are essential to address shortages in trades and vocational skills.
4. Digital Skills
With the increasing digitization of the economy, digital skills such as coding, data analysis, and digital marketing are in high demand.
Workers with strong digital skills are better positioned to succeed in the modern workforce and adapt to evolving job requirements.
Impact of the Skills Shortage
The skills shortage, which refers to a gap between the existing workforce’s skills and the skills demanded by jobs in the market, has significant and far-reaching impacts on individuals, businesses, and the economy.
Impact of Skills Shortage on Businesses and the Economy
The skills shortage has far-reaching implications for businesses and the economy, impacting productivity, competitiveness, innovation, and growth.
Some of the key effects include:
1. Reduced Productivity
Productivity suffers when businesses cannot find skilled workers to fill critical roles.
Existing employees may be overburdened with work or lack the necessary expertise to perform tasks efficiently.
This can lead to delays in project completion, increased error rates, and decreased output.
2. Increased Operational Costs
Employers may incur higher costs associated with recruiting, training, and retaining skilled workers in a competitive labor market.
Additionally, businesses may need to invest in technology or automation to compensate for labor shortages, increasing expenses.
3. Hindered Growth
Unable access to skilled talent can hinder business growth and expansion opportunities.
Companies may be able to pursue new projects, enter new markets, or innovate effectively with the necessary workforce in place.
4. Lost Opportunities
Skills shortages can result in missed opportunities for businesses to capitalize on market demand, secure contracts, or fulfill customer orders.
Due to their access to skilled talent, companies may lose out to competitors who can offer faster delivery times, higher-quality products, or superior services.
5. Financial Impact
In the UK, more than half of private businesses (52%) say the inability to recruit suitably skilled and qualified employees directly impacts turnover, equating to approximately £34bn in lost revenues annually.
6. Economic Impact
The skills shortage can have broader economic implications, affecting overall economic growth, investment, and prosperity.
Inefficient labor markets hinder economic development by constraining businesses’ ability to scale, innovate, and create value.
Over time, the cumulative effects of skills shortages can weaken the economy’s resilience and competitiveness on a global scale.
Strategies for Addressing the Skills Shortage
1. Invest in Education and Training
Governments, businesses, and educational institutions can collaborate to invest in education and training programs that align with current and future labor market needs.
This includes expanding access to vocational training, apprenticeships, technical education, and lifelong learning opportunities.
2. Enhance Workforce Development Programs
development programs can help individuals acquire new skills, upgrade existing ones, and transition into high-demand occupations.
These programs may include job placement services, skills assessments, career counseling, and subsidized training initiatives.
3. Foster Industry-Education Partnerships
Collaboration between industries and educational institutions can help bridge the gap between education and employment by ensuring that curricula are relevant to industry needs, providing students hands-on experience through internships or co-op programs, and facilitating industry-led training initiatives.
4. Promote Innovation and Technology Adoption
Investing in innovation and technology adoption can help businesses become more productive and competitive, reducing their reliance on labor and mitigating the impact of skills shortages.
Governments can incentivize innovation through grants, tax credits, and research and development funding.
5. Support Small and Medium-Sized Enterprises (SMEs)
SMEs often face greater challenges in recruiting and retaining skilled workers than larger companies.
Governments can support SMEs through targeted funding programs, access to training resources, and talent acquisition and retention assistance.
6. Encourage Labour Mobility
Removing barriers to labor mobility can help alleviate skills shortages by enabling workers to move more freely between regions and industries in search of employment opportunities.
This may involve harmonizing occupational licensing requirements, recognizing credentials from other jurisdictions, and providing relocation assistance.
7. Upskilling and Reskilling
Companies can invest in training programs to help their employees acquire new skills or improve existing ones.
This not only helps to address the skills gap but also improves employee engagement and retention.
Also read: How to Find and Apply for the Best Jobs in Canada for Immigrants
Importance of Foreign Skilled Workers in Addressing the Skills Shortage
1. Fill Critical Labour Gaps
Foreign skilled workers can help fill critical labor gaps in industries or occupations facing shortages of qualified talent.
By recruiting skilled workers abroad, businesses can access a broader talent pool and address immediate staffing needs.
2. Drive Innovation and Diversity
Foreign skilled workers bring diverse perspectives, experiences, and expertise to the workforce, driving innovation, creativity, and problem-solving.
Their contributions can enrich workplace culture, foster collaboration, and enhance competitiveness in global markets.
3. Support Economic Growth
Immigrant workers contribute to economic growth by filling key roles in technology, healthcare, engineering, and skilled trades.
Their participation in the labor market boosts productivity, spurs entrepreneurship, and stimulates consumer spending, ultimately driving economic prosperity.
4. Address Demographic Challenges
In countries with aging populations and declining birth rates, immigration is crucial in addressing demographic challenges and replenishing the workforce.
Countries can offset labor shortages, support population growth, and sustain economic development by attracting skilled immigrants.
Conclusion
Understanding the Canadian labor market and skills shortage is essential for individuals and businesses alike.
The skills shortage poses significant challenges, impacting productivity, competitiveness, and economic growth.
From the current state of the labor market to strategies for addressing skills gaps, this article has provided valuable insights into the factors shaping Canada’s workforce landscape.
Looking ahead, the future of the Canadian labor market will require a skilled, mobile, and flexible labor workforce.
However, rising inflation and the increasing cost of living are also expected to be significant obstacles.
Therefore, a comprehensive approach as stated in this guide involving businesses, educational institutions, and policymakers is crucial to address these issues and ensure an adaptable and prosperous future for the Canadian labor market.
Frequently Asked Questions (FAQs)
Here are some potential Frequently Asked Questions (FAQs) and their answers around the topic of the Canadian Labour Market and Skills Shortage:
1. What is the Labour Market Impact Assessment (LMIA) in Canada?
A Labour Market Impact Assessment (LMIA) is a document that an employer in Canada may need to get before hiring a foreign worker.
A positive LMIA will show a need for a foreign worker to fill the job.
It will also show that no Canadian worker or permanent resident is available to do the job.
2. What is the Canada Labour Code?
The Canada Labour Code (the Code) is an Act of the Parliament of Canada that defines the rights and responsibilities of workers and employers in federally regulated workplaces and sets out federal labor law.
3. What are the parts of the Canada Labour Code?
The Code is divided into four parts: Industrial relations, Occupational health and safety, Standard hours, wages, vacations and holidays, and Administrative Monetary Penalties.
4. What industries must follow Part I (Industrial Relations) of the Code?
- Air transportation
- Banks
- Grain elevators
- Feed and seed mills
- Feed warehouses
- Grain-seed cleaning plants
- First Nations Band Councils
- Most federal Crown corporations
- Port services
- Marine shipping
- Ferries
- Tunnels
- Canals
- Bridges and pipelines that cross international or provincial borders
- Radio and television broadcasting
- Railways that cross provincial or international borders and some short-line railways
- Road transportation services that cross provincial or international borders
- Telecommunications
- Uranium mining and processing and atomic energy
- Any business that is vital, essential, or integral to the operation of one of the above activities.
5. What is the role of the Labour Program at Employment and Social Development Canada?
As a regulator, the Labour Program at Employment and Social Development Canada is responsible for protecting workers’ and employers’ rights and well-being in federally regulated workplaces.
6. What are the contributing factors to the labor shortage in Canada?
The specific factors contributing to the labor shortage in Canada can vary, but they often include demographic changes, skills mismatches, and regional disparities.
7. Can an employer require that an employee be compensated by time off in lieu of overtime pay?
This can depend on the specific circumstances and regulations.
Still, in some cases, an employer may be able to require that an employee be compensated by time off in lieu of overtime pay.
8. Does the Code give employees the right to refuse overtime?
The specific provisions of the Code can vary, but in some cases, employees may have the right to refuse overtime.
9. Are all employees covered by the Code’s hours of work provisions?
The specific provisions of the Code can vary, but in general, many employees are covered by the Code’s hours of work provisions.
10. How do new provisions for hours of work interact with Transport Canada’s industry-specific regulations about hours of service?
The interaction between the Code’s provisions for hours of work and Transport Canada’s industry-specific regulations about hours of service can be complex and may depend on the specific circumstances..