Work hours, work schedule and flexible work arrangements in federally regulated workplaces: Results from the 2022 Survey of Employees under Federal Jurisdiction
On this page
- Introduction
- Women in air transportation are almost twice as likely as men to work part-time
- About 1 out of 4 men working part-time cite the unavailability of full-time work as the main reason for working part-time
- About 45% of part-time workers would rather work 30 or more hours per week
- Men are much more likely than women to work more than 40 hours per week
- Non-regular work schedules most common in rail and air transportation
- Men are more likely to work a non-regular schedule compared to women
- Most employees working a non-regular work schedule would prefer to work a regular schedule
- Employees in road and rail transportation most likely to know their work schedule 24 hours or less in advance
- Most employees are satisfied with their ability to meet their family needs given their work schedule
- Availability of telework is limited outside of banking and telecommunications and broadcasting
- Employees in rail transportation least likely to be satisfied with the flexible work arrangements available to them
- Rail transportation is the sector with the highest share of workers working paid overtime
- Unpaid overtime most common in banks
- Unpaid overtime more common among salaried employees
- Employees in banks most likely to be at least a little concerned about negative consequences for refusing overtime
- Employees in rail transportation most likely to report feeling at least some pressure from their employer to take on overtime work
- Data source, methods and notes to the reader
List of tables
- Table 1: Share of employees by usual work schedule by sector
- Table 2: Time in advance that schedule is generally known by sector
- Table 3: Satisfaction with amount of notice received about work schedule by sector
- Table 4: Availability of flexible work arrangements by sector
- Table 5: Degree of concern about negative consequences for refusing overtime hours by sector
- Table 6: Share of employees by degree of pressure to take on overtime work by sector
List of figures
- Figure 1: Part-time work by sector and gender
- Figure 2: Main reason for working part-time by gender
- Figure 3: Share of part-time employees who would rather work full-time by sector
- Figure 4: Share of employees who work more than 40 hours per week by sector and gender
- Figure 5: Share of employees with non-regular work schedules by sector and gender
- Figure 6: Share of employees with a non-regular work schedule that would prefer to work a regular work schedule by sector
- Figure 7: Share of employees who are “very satisfied” or “satisfied” with the ability to meet family needs given work schedule by gender and sector
- Figure 8: Share of employees who indicated that telework was one of the flexible work arrangements offered by their employer by sector
- Figure 9: Share of employees who are “very satisfied” or “satisfied” with the flexible work arrangements available to them by sector
- Figure 10: Share of employees working paid overtime hours in a typical week by sector
- Figure 11: Share of employees working unpaid overtime hours in a typical week by sector
- Figure 12: Share of salaried employees working unpaid overtime hours in a typical week by sector
- Figure 13: Share of employees paid by the hour working unpaid overtime hours by sector
Introduction
This report examines the results of the 2022 Survey of Employees under Federal Jurisdiction (SEFJ) on work hours, work schedule, and flexible work arrangements. The survey targeted employees working for employers covered by Part III of the Canada Labour Code except certain miscellaneous activities and First Nation band councils and related activities (for more information, see "Data source, methods and notes to the reader"). In the rest of the document, the target universe of the survey is referred to as the "federal jurisdiction". Tables of statistics from the survey are also available on the Open Government Portal.
Women in air transportation are almost twice as likely as men to work part-time
Within the federal jurisdiction, 12.0% of employees worked part-time (less than 30 hours per week), with women (14.2%) slightly more likely than men (10.8%) to do so (Figure 1).Footnote 1 The sectors under federal jurisdiction which had the highest rates of part-time work were courier services and pipelines (31.7%) and air transportation (25.4%). Among federal jurisdiction sectors, the share of women (37.8%) who worked part-time in air transportation was notably higher than that of men (19.4%). At the same time, women (7.7%) in telecommunications and broadcasting were almost as likely as men (7.9%) to work part-time.
- Note: Employees working part-time are those that reported usually working fewer than 30 hours per week.
Figure 1: text version
| Sector | Men and Women | Men | Women |
|---|---|---|---|
| All sectors | 12.0% | 10.8% | 14.2% |
| Air transportation | 25.4% | 19.4% | 37.8% |
| Rail transportation | 3.1% | 2.4% | 7.3% |
| Road transportation | 9.4% | 8.5% | 13.2% |
| Maritime transportation | 7.9% | 7.6% | 8.7% |
| Courier and pipelines | 31.7% | 31.2% | 33.4% |
| Banks | 4.4% | 1.5% | 7.0% |
| Feed, flour, seed and grain | 7.0% | 6.0% | 10.4% |
| Telecommunications and broadcasting | 7.8% | 7.9% | 7.7% |
About 1 out of 4 men working part-time cite the unavailability of full-time work as the main reason for working part-time
Employees may work part-time for a variety of reasons, including the unavailability of full-time work, family responsibilities, school obligations, or because they have another job. Employees may also work part-time due to "other" reasons, such as health or because they voluntarily choose to do so. Excluding the category "other", the 3 most frequently cited reasons for working part-time were the unavailability of full-time work (24.6%), having another job (17.2%), and school obligations (16.3%).Footnote 2 Family responsibilities were cited by 7.1% of part-time workers, with women (13.9%) more than 6 times more likely than men (2.2%) to state this reason (Figure 2). On the other hand, men (20.9%) were twice as likely as women (10.0%) to cite school obligations as the reason for working part-time.
- Note: Responses are limited to employees who reported usually working fewer than 30 hours per week.
Figure 2: text version
| Main reason for working part-time | Men and Women | Men | Women |
|---|---|---|---|
| Full-time work not available | 24.6% | 26.3% | 22.2% |
| Family responsibilities | 7.1% | 2.2% | 13.9% |
| School obligations | 16.3% | 20.9% | 10.0% |
| Other job | 17.2% | 18.8% | 14.9% |
| Other | 34.8% | 31.8% | 39.0% |
About 45% of part-time workers would rather work 30 or more hours per week
Among employees working part-time, 45.6% stated that they would prefer to work 30 hours or more per week (Figure 3).Footnote 3 Men (48.7%) were slightly more likely than women (41.3%) to have such a preference. Within the federal jurisdiction, part-time workers in rail transportation were the most likely to state that they would prefer to work full-time (78.6%). On the other hand, only 24.0% of part-time workers in feed, flour, seed and grain had such a preference.
- Note: Responses are limited to employees who reported usually working fewer than 30 hours per week.
Figure 3: text version
| Sector | Share of part-time employees who would rather work full-time |
|---|---|
| All sectors | 45.6% |
| Air transportation | 50.3% |
| Rail transportation | 78.6% |
| Road transportation | 36.6% |
| Maritime transportation | 38.6% |
| Courier and pipelines | 60.0% |
| Banks | 28.9% |
| Feed, flour, seed and grain | 24.0% |
| Telecommunications and broadcasting | 38.9% |
Men are much more likely than women to work more than 40 hours per week
Within the federal jurisdiction, 18.9% of employees worked more than 40 hours per week (Figure 4).Footnote 4 Road transportation (46.3%) and maritime transportation (34.4%) were the 2 sectors where employees were the most likely to work more than 40 hours per week. By contrast, working more than 40 hours per week was much less frequent in telecommunications and broadcasting (4.8%) and in banks (7.5%).
Overall, women (6.6%) were less likely than men (25.7%) to work more than 40 hours per week. This trend was more pronounced in certain sectors. For example, men (53.2%) working in road transportation were more than 3 times as likely as women (16.4%) to work more than 40 hours per week. At the same time, men (5.1%) working in telecommunications and broadcasting were almost as likely as women (4.4%) to work such hours.
Figure 4: text version
| Sector | Men and Women | Men | Women |
|---|---|---|---|
| All sectors | 18.9% | 25.7% | 6.6% |
| Air transportation | 14.4% | 17.7% | 7.4% |
| Rail transportation | 26.8% | 28.0% | 20.0% |
| Road transportation | 46.3% | 53.2% | 16.4% |
| Maritime transportation | 34.4% | 40.4% | 15.2% |
| Courier and pipelines | 10.8% | 12.0% | 6.9% |
| Banks | 7.5% | 11.6% | 4.0% |
| Feed, flour, feed, and grain | 18.2% | 21.9% | 7.4% |
| Telecommunications and broadcasting | 4.8% | 5.1% | 4.4% |
Non-regular work schedules most common in rail and air transportation
Within the federal jurisdiction, 66.2% of employees worked a regular day schedule, while 6.6% worked a regular evening or night schedule (Table 1).Footnote 5 The remaining 27.2% of employees worked a non-regular work schedule, which includes a rotating shift, a split shift, an irregular schedule, or some other work schedule. Employees working in rail transportation (52.7%) and air transportation (51.8%) were the most likely to have a non-regular work schedule, while employees working in banks were the least likely (5.6%). At the same time, employees working in courier services and pipelines (26.0%) were the most susceptible to work a regular night or evening schedule.
| Sector | Regular day schedule | Regular evening or night schedule | Non-regular schedule |
|---|---|---|---|
| All sectors | 66.2% | 6.6% | 27.2% |
| Air transportation | 36.7% | 11.5% | 51.8% |
| Rail transportation | 40.7% | 6.6% | 52.7% |
| Road transportation | 52.2% | 7.4% | 40.5% |
| Maritime transportation | 50.7% | 2.9% | 46.4% |
| Courier and pipelines | 59.3% | 26.0% | 14.8% |
| Banks | 94.1% | 0.3% | 5.6% |
| Feed, flour, seed and grain | 69.9% | 4.6% | 25.5% |
| Telecommunications and broadcasting | 75.1% | 3.4% | 21.5% |
- Note: A non-regular work schedule includes a rotating shift, a split shift, an irregular schedule, or some other work schedule.
Men are more likely to work a non-regular schedule compared to women
About 78% of all women employees had a regular day schedule compared with 60% of men. Of the remaining 40% of men, 8% had a regular evening or night schedule, while 32% had a non-regular schedule (Figure 5). Meanwhile, of the remaining 22% of women, 4% had a regular evening or night schedule, while 18% had a non-regular work schedule. Non-regular work schedules were much more common for men than for women in the following sectors: road transportation, maritime transportation, and feed, flour, seed and grain.
- Note: A non-regular work schedule includes a rotating shift, a split shift, an irregular schedule, or some other work schedule.
Figure 5: text version
| Sector | Men and Women | Men | Women |
|---|---|---|---|
| All sectors | 27.2% | 31.9% | 18.4% |
| Air transportation | 51.8% | 50.5% | 54.8% |
| Rail transportation | 52.7% | 52.4% | 54.5% |
| Road transportation | 40.5% | 45.4% | 19.2% |
| Maritime transportation | 46.4% | 53.6% | 23.5% |
| Courier and pipelines | 14.8% | 15.5% | 12.3% |
| Banks | 5.6% | 5.1% | 6.0% |
| Feed, flour, feed, and grain | 25.5% | 31.0% | 9.2% |
| Telecommunications and broadcasting | 21.5% | 23.4% | 18.7% |
Most employees working a non-regular work schedule would prefer to work a regular schedule
Among employees working a non-regular schedule, 53.4% indicated that they would prefer to work a regular schedule.Footnote 6 Employees in rail transportation (70.3%), telecommunications and broadcasting (68.9%), and feed, flour, seed and grain (63.9%) were the most likely to have such a preference (Figure 6).
Overall, men (53.4%) working a non-regular schedule were as likely as women (53.2%) to prefer to work a regular schedule. However, there were certain differences by sector. For example, women in banks (53.1%) with a non-regular schedule were much more likely than men (34.4%) to state that they would prefer to have a regular schedule. The opposite was true in feed, flour, seed and grain, with 66.3% of men with a non-regular schedule stating that they would prefer to work a regular schedule compared to 40.0% of women.
- Note: Responses are limited to employees who reported usually having a non-regular work schedule at the business in question.
Figure 6: text version
| Sector | Men and Women | Men | Women |
|---|---|---|---|
| All sectors | 53.4% | 53.4% | 53.2% |
| Air transportation | 50.7% | 50.9% | 50.2% |
| Rail transportation | 70.3% | 71.6% | 62.9% |
| Road transportation | 50.6% | 51.2% | 44.7% |
| Maritime transportation | 47.1% | 47.6% | 43.6% |
| Courier and pipelines | 59.5% | 61.0% | 52.7% |
| Banks | 45.1% | 34.4% | 53.1% |
| Feed, flour, seed and grain | 63.9% | 66.3% | 40.0% |
| Telecommunications and broadcasting | 68.9% | 68.8% | 69.1% |
Employees in road and rail transportation most likely to know their work schedule 24 hours or less in advance
Within the federal jurisdiction, among employees who reported that their work schedule was something other than a daytime, evening, or night regular schedule, 19.2% indicated that their work schedule did not regularly change (Table 2).Footnote 7 Among the remaining, 32.8% stated that they knew their schedule 24 hours or less in advance, 11.5% between 2 and 6 days in advance, 15.4% between 1 and 2 weeks in advance, and 21.0% more than 2 weeks in advance. Employees in road transportation (64.0%) and rail transportation (53.2%) were the most likely to know their schedule 24 hours or less in advance, while employees in telecommunications and broadcasting (3.7%) were the least likely.
| Sector | 24 hours or less | 2 to 6 days | 1 to 2 weeks | More than 2 weeks | No regular change |
|---|---|---|---|---|---|
| All sectors | 32.8% | 11.5% | 15.4% | 21.0% | 19.2% |
| Air transportation | 13.6% | 8.8% | 23.9% | 34.3% | 19.3% |
| Rail transportation | 53.2% | 9.3% | 9.7% | 9.9% | 17.8% |
| Road transportation | 64.0% | 14.2% | 4.8% | 1.5% | 15.4% |
| Maritime transportation | 29.0% | 17.3% | 9.7% | 12.9% | 31.1% |
| Courier and pipelines | 31.5% | 17.5% | 18.3% | 4.8% | 28.0% |
| Banks | 16.1%E | 6.9%E | 9.3%E | 41.7%E | 25.9%E |
| Feed, flour, seed and grain | 21.5% | 18.6% | 12.6% | 18.1% | 29.3% |
| Telecommunications and broadcasting | 3.7% | 8.2% | 29.0% | 42.5% | 16.6% |
- Notes: Responses are limited to employees who reported that their usual work schedule was something other than a regular daytime schedule, a regular evening schedule or a regular night schedule.
- E: Use estimate with caution: 95% confidence intervals are wide.
Among employees whose work schedule regularly changed, 58.4% indicated that they were “very satisfied” or “satisfied” with the time in advance they knew their work schedule (Table 3).Footnote 8 The sector where employees were the least likely to be “very satisfied” or “satisfied” was rail transportation (33.9%), followed by courier services and pipelines (53.0%).
| Sector | Very satisfied or satisfied | Neither satisfied nor dissatisfied | Dissatisfied or very dissatisfied | Not applicable |
|---|---|---|---|---|
| All sectors | 58.4% | 22.7% | 13.5% | 5.4% |
| Air transportation | 60.3% | 21.9% | 14.1% | 3.6% |
| Rail transportation | 33.9% | 27.6% | 33.9% | 4.6% |
| Road transportation | 55.5% | 23.2% | 14.8% | 6.5% |
| Maritime transportation | 60.9% | 22.4% | 11.2% | 5.5% |
| Courier and pipelines | 53.0% | 20.0% | 15.8% | 11.1% |
| Banks | 62.9% | 24.9% | 3.8% | 8.4% |
| Feed, flour, seed and grain | 64.7% | 16.5% | 11.9% | 6.9% |
| Telecommunications and broadcasting | 64.1% | 23.6% | 9.3% | 3.0% |
- Note: Responses are limited to employees who reported that their usual work schedule was something other than a regular daytime schedule, a regular evening schedule or a regular night schedule and that their work schedule regularly changed.
Most employees are satisfied with their ability to meet their family needs given their work schedule
The majority (64.7%) of federal jurisdiction employees were either “very satisfied” or “satisfied” with their ability to meet their family needs given their work schedule.Footnote 9 Women (69.7%) were more likely than men (62.0%) to be at least “satisfied” (Figure 7). Across federal jurisdiction sectors, employees working in feed, flour, seed and grain (74.3%), telecommunications and broadcasting (71.3%), and banking (71.2%) were the most likely to be “very satisfied” or “satisfied”, while employees in rail transportation (46.7%) were the least likely.
Figure 7: text version
| Sector | Men and Women | Men | Women |
|---|---|---|---|
| All sectors | 64.7% | 62.0% | 69.7% |
| Air transportation | 55.6% | 54.0% | 59.1% |
| Rail transportation | 46.7% | 46.6% | 47.8% |
| Road transportation | 61.0% | 59.3% | 68.2% |
| Maritime transportation | 62.0% | 60.7% | 66.1% |
| Courier and pipelines | 60.1% | 60.8% | 57.5% |
| Banks | 71.2% | 67.2% | 74.6% |
| Feed, flour, seed and grain | 74.3% | 72.6% | 79.3% |
| Telecommunications and broadcasting | 71.3% | 71.5% | 71.2% |
Availability of telework is limited outside of banking and telecommunications and broadcasting
Among employees under federal jurisdiction, 51.8% had access to at least one type of flexible work arrangement, 26.8% were not offered any type of flexible work arrangement, while 21.4% stated that they didn’t know (Table 4).Footnote 10 The 2 most common flexible work arrangements were telework (29.3%) and variable work schedule (27.4%). Among federally regulated sectors, flexible work arrangements were the most prevalent in telecommunications and broadcasting (69.9%) and in banks (61.5%), while much less frequent in road transportation (40.4%), feed, flour, seed and grain (40.0%), and rail transportation (34.7%).
| Sector | Availability of at least one flexible work arrangement | None | Don't know |
|---|---|---|---|
| All sectors | 51.8% | 26.8% | 21.4% |
| Air transportation | 45.9% | 32.5% | 21.6% |
| Rail transportation | 34.7% | 43.1% | 22.2% |
| Road transportation | 40.4% | 36.8% | 22.8% |
| Maritime transportation | 44.0% | 35.4% | 20.6% |
| Courier and pipelines | 37.6% | 32.5% | 29.9% |
| Banks | 61.5% | 17.0% | 21.5% |
| Feed, flour, seed and grain | 40.0% | 37.1% | 22.9% |
| Telecommunications and broadcasting | 69.9% | 16.3% | 13.8% |
Teleworking was more prevalent as a flexible work arrangement in the telecommunications and broadcasting sector (57.1%) and in banks (49.0%). Outside of these 2 sectors, between 8.1% and 20.5% of workers had access to this type of work arrangement (Figure 8). At the same time, depending on the sector, between 18.9% and 32.9% of employees had access to a variable work schedule.
Figure 8: text version
| Sector | Share of employees who indicated that telework was one of the flexible work arrangements offered by their employer |
|---|---|
| All sectors | 29.3% |
| Air transportation | 12.9% |
| Rail transportation | 8.1% |
| Road transportation | 8.8% |
| Maritime transportation | 20.5% |
| Courier and pipelines | 9.9% |
| Banks | 49.0% |
| Feed, flour, seed and grain | 15.6% |
| Telecommunications and broadcasting | 57.1% |
Employees in rail transportation least likely to be satisfied with the flexible work arrangements available to them
About 78.9% of employees who had access to one or more flexible work arrangements were “very satisfied” or “satisfied” with the work arrangements available to them (Figure 9).Footnote 11 Meanwhile, 15.6% of employees were “neither satisfied nor dissatisfied” and 5.6% were “dissatisfied” or “very dissatisfied”. Employees in rail transportation (56.2%) were the least likely to be “very satisfied” or “satisfied”.
- Note: Responses are limited to employees who reported that one or more flexible work arrangements were available.
Figure 9: text version
| Sector | Share of employees who are "very satisfied" or "satisfied" with the flexible work arrangements available to them |
|---|---|
| All sectors | 78.9% |
| Air transportation | 71.6% |
| Rail transportation | 56.2% |
| Road transportation | 76.2% |
| Maritime transportation | 72.5% |
| Courier and pipelines | 66.8% |
| Banks | 85.9% |
| Feed, flour, seed and grain | 83.1% |
| Telecommunications and broadcasting | 78.7% |
Rail transportation is the sector with the highest share of workers working paid overtime
Among employees under federal jurisdiction, 26.4% worked paid overtime in a typical week (Figure 10).Footnote 12 About 12.5% of employees stated that during a typical week, they performed 6 hours or more of paid overtime. On average, workers under federal jurisdiction indicated that they worked 2.5 hours per week in paid overtime.
Among federally regulated sectors, rail transportation (48.3%), courier services and pipelines (46.8%), and feed, flour, seed and grain (46.5%) were the 3 sectors with the highest proportions of workers working paid overtime. On the other hand, banking (11.9%) was the sector where workers were the least likely to perform such overtime. In terms of overtime hours, workers in feed, flour, seed and grain (23.7%) were the most likely to work 6 or more hours of paid overtime, while workers in telecommunications and broadcasting (5.3%) were the least likely.
Figure 10: text version
| Sector | Share of employees working paid overtime hours in a typical week |
|---|---|
| All sectors | 26.4% |
| Air transportation | 33.1% |
| Rail transportation | 48.3% |
| Road transportation | 28.7% |
| Maritime transportation | 36.8% |
| Courier and pipelines | 46.8% |
| Banks | 11.9% |
| Feed, flour, seed and grain | 46.5% |
| Telecommunications and broadcasting | 21.2% |
Unpaid overtime most common in banks
About 32.5% of employees under federal jurisdiction reported working unpaid overtime in a typical week, with 16.5% of employees indicating that they worked 6 hours or more of unpaid overtime in a typical week (Figure 11). On average, workers under federal jurisdiction indicated that they worked 2.7 hours of unpaid overtime per week.
Workers in banks (50.4%) were the most likely to work unpaid overtime in a typical week, doing on average 4.2 hours of unpaid overtime per week. Overall, some 28.3% of workers in this sector worked 6 or more hours of unpaid overtime in a typical week. By contrast, workers in air transportation (18.3%) and in courier services and pipelines (15.7%) were the least likely to work such hours. Employees in these 2 sectors worked between 1.3 and 1.4 hours of unpaid overtime on average per week.
Figure 11: text version
| Sector | Share of employees working unpaid overtime hours in a typical week |
|---|---|
| All sectors | 32.5% |
| Air transportation | 18.3% |
| Rail transportation | 20.0% |
| Road transportation | 21.3% |
| Maritime transportation | 28.7% |
| Courier and pipelines | 15.7% |
| Banks | 50.4% |
| Feed, flour, seed and grain | 22.0% |
| Telecommunications and broadcasting | 36.4% |
Unpaid overtime more common among salaried employees
Of the employees who worked unpaid overtime hours, 84.2% were salaried while 15.8% were paid by the hour. Overall, salaried employees were more likely to perform unpaid overtime hours than those paid by the hour, with 45.6% working such hours compared to 12.8% of employees paid by the hour (Figure 12). Moreover, salaried workers worked on average more unpaid overtime hours per week than their counterparts paid by the hour, 3.9 hours versus 0.9 hours.
Salaried employees working in banks (53.5%) and in courier services and pipelines (53.2%) were the most likely to work unpaid overtime hours, while those working in road transportation (29.7%) were the least likely. Salaried employees in banks worked on average 4.5 hours of unpaid overtime in a typical week, while workers in telecommunications and broadcasting did 3.1 hours.
Figure 12: text version
| Sector | Share of salaried employees working unpaid overtime hours in a typical week |
|---|---|
| All sectors | 45.6% |
| Air transportation | 36.4% |
| Rail transportation | 35.3% |
| Road transportation | 29.7% |
| Maritime transportation | 42.5% |
| Courier and pipelines | 53.2% |
| Banks | 53.5% |
| Feed, flour, seed and grain | 43.1% |
| Telecommunications and broadcasting | 46.5% |
Employees paid by the hour working in telecommunications and broadcasting (23.0%) were the most likely to work unpaid overtime hours, while employees working in courier services and pipelines (6.5%) were the least likely (Figure 13). Employees paid by the hour in telecommunications and broadcasting worked on average 1.5 hours of unpaid overtime and those in courier services and pipelines 0.5 hours.
Figure 13: text version
| Sector | Share of employees paid by the hour working unpaid overtime hours |
|---|---|
| All sectors | 12.8% |
| Air transportation | 10.8% |
| Rail transportation | 10.8% |
| Road transportation | 10.8% |
| Maritime transportation | 14.9% |
| Courier and pipelines | 6.5% |
| Banks | 17.9% |
| Feed, flour, seed and grain | 9.1% |
| Telecommunications and broadcasting | 23.0% |
Employees in banks most likely to be at least a little concerned about negative consequences for refusing overtime
About 14.1% of employees with overtime hours were extremely or very concerned about negative consequences if they refused overtime (Table 5).Footnote 13 Another 14.2% were “concerned”, 25.0% were “a little concerned”, and 46.7% were “not at all concerned”. Employees working in telecommunications and broadcasting (55.8%) and in banks (62.5%) were the most likely to be at least a little concerned.
| Sector | Extremely or very concerned | Concerned | A little concerned | Not at all concerned |
|---|---|---|---|---|
| All sectors | 14.1% | 14.2% | 25.0% | 46.7% |
| Air transportation | 12.5% | 13.7% | 22.1% | 51.7% |
| Rail transportation | 23.5% | 9.8% | 17.5% | 49.1% |
| Road transportation | 12.7% | 13.3% | 19.5% | 54.5% |
| Maritime transportation | 10.7% | 15.0% | 24.3% | 50.0% |
| Courier and pipelines | 11.6% | 11.4% | 23.2% | 53.7% |
| Banks | 17.6% | 16.6% | 28.3% | 37.5% |
| Feed, flour, seed and grain | 9.3% | 7.6% | 21.3% | 61.8% |
| Telecommunications and broadcasting | 11.6% | 13.8% | 30.4% | 44.2% |
- Note: Responses limited to employees who reported working paid and/or unpaid overtime hours.
Employees in rail transportation most likely to report feeling at least some pressure from their employer to take on overtime work
About 60% of employees reported feeling at least some pressure from their employer to take on overtime work, including 12.1% who felt a lot of pressure, 22.8% who felt some pressure, and 25.1% who felt a little pressure (Table 6).Footnote 14 Employees in rail transportation (68.5%) and banks (65.6%) were the likeliest to feel at least a little pressure.
| Sector | A lot of pressure | Some pressure | A little pressure | No pressure at all |
|---|---|---|---|---|
| All sectors | 12.1% | 22.8% | 25.1% | 40.0% |
| Air transportation | 15.9% | 20.6% | 23.7% | 39.8% |
| Rail transportation | 24.2% | 20.6% | 23.7% | 31.5% |
| Road transportation | 11.7% | 21.3% | 19.7% | 47.3% |
| Maritime transportation | 13.3% | 20.3% | 21.9% | 44.5% |
| Courier and pipelines | 13.2% | 18.5% | 23.9% | 44.4% |
| Banks | 11.2% | 27.2% | 27.2% | 34.4% |
| Feed, flour, seed and grain | 9.3% | 19.3% | 23.9% | 47.5% |
| Telecommunications and broadcasting | 9.2% | 20.6% | 31.2% | 39.0% |
- Note: Responses limited to employees who reported working paid and/or unpaid overtime hours.
Data source, methods, and notes to the reader
Data source and methods
The data source used for this report is the 2022 Survey of Employees under Federal Jurisdiction (SEFJ). The survey was conducted by Statistics Canada on behalf for the Labour Program of Employment and Social Development Canada. The aim of the survey was to collect data on the working conditions of employees working in federally regulated workplaces. Topics covered include: work hours, health and safety, work-life balance, exposure to workplace harassment and discrimination, as well as access to leaves, benefits, flexible work arrangements, and collective bargaining coverage. Statistics Canada distributed the survey to 37,500 employees in early 2022 (January to March). About 19,060 employees responded to the survey.
The survey targeted employees working for employers covered by Part III of the Canada Labour Code. Part III of the Canada Labour Code covers approximately 6% of employees in Canada. This includes employees working in the following 8 sectors: air transportation; rail transportation; road transportation; maritime transportation; courier services and pipelines; banks; feed, flour, seed and grain; and telecommunications and broadcasting. Henceforth, the terminology "federal jurisdiction" (FJ) is used to refer to these sectors. The survey did not collect data from employees working in various miscellaneous activities outside of these 8 sectors, such as certain federal Crown and shared governance corporations, federally regulated mines and companies engaged in the management of fisheries. First Nation band councils and related activities were also not included.
Notes to the reader
- The sample frame for the SEFJ was constructed using lists of employees known to work at establishments under federal jurisdiction. These lists were either provided by employers or derived from administrative data sources such as tax data. For some employers, employee lists were either not provided or they were not usable, which was a source of under coverage for the frame. This under coverage was most significant among large establishments in the postal wing of the courier services and pipeline sector and establishments in the rail transportation sector. It is a potential source of bias when calculating estimates within those domains. In addition, due to the under coverage of postal services and, consequently, the much larger contribution of courier services, the sector was renamed to "courier services and pipelines" from its original "postal services and pipelines".
- The pipeline industry is combined with the courier industry because it has a relatively small number of employees. Given limitations on sample size, statistics reported for this sector alone would likely conflict with Statistics Canada's confidentiality and data quality requirements for reporting statistics.
- The estimates presented in this report are based on valid responses only, invalid responses have been excluded.
- Where relevant, estimates may not sum to exactly 100% due to rounding.
- The SEFJ included questions on both sex at birth and gender. This report uses the variable "gender", which is consistent with the approach used in the most recent Census of Population. Given that the gender-diverse category did not have a sufficient size to be reported, gender-diverse responses were randomly aggregated among the binary gender categories by Statistics Canada. Respondents who declined to provide a response to the question "What is your gender" are treated as non-responses and are therefore excluded from the results reported by gender.