Annex 6: Key studies referenced in the report

Author(s), year

ESDC: Labour Market Information Directorate, 2020

Objective(s)

This study examines factors influencing the ability of the unemployed to find a job, and whether or not the unemployment rate is a good proxy for job-finding rate.

Key finding(s)

• The probability of finding a job varies considerably across employment insurance (EI) regions with similar unemployment rates. This holds true even across the business cycle within each EI region
• The probability of finding a job decreases as the unemployment spell lengthens, but increases with educational attainment. It also varies significantly across occupations
• After accounting for occupation and region, neither gender nor age seem to affect the probability of finding a job. The correlation between job-finding rate and gender are highly confounded by a marked gender differences in occupational and regional distribution
• The inclusion of involuntary part-time workers in calculating the official unemployment rate would increase the unemployment rate by an average of 1.2 percentage points (pp), with a considerable variation by EI region, compared to a rise of an average of 0.3 pp if we include discouraged workers
• However, none of these unemployment measures on its own would fully capture the probability of finding a job

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

ESDC: Labour Market Information Directorate, 2020

Objective(s)

This study examines the trends in the number and nature of temporary layoffs in Canada, as well as the characteristics of workers experiencing temporary layoffs with recall expectations from their employers.

Key finding(s)

• Layoff rates (in other words, total number of layoffs divided by total employment) in Canada decreased from around 4.0% in 1976 to 2.5% in 2018. During the same period, women had a lower chance of being laid off than men
• Considering the last 3 recessions (in other words, 1980s, 1990s and the 2008), temporary layoffs showed smaller, less abrupt increases during the more recent recessions, compared to previous recessions. The rate declined from around 0.8% to 0.7% to 0.5% during the 3 recessionary periods
• There was also a decrease in volatility of layoff rates that coincided with a lower volatility in economic activity (GDP)
• The expected recall rate (in other words, the proportion of laid off employees with recall expectations from their former employer) has declined over the period between 1996 and 2018, with no marked gender differences in the rates. Surprisingly, over the same study period, the actual recall rate has increased. In 2016, about two thirds of laid-off employed were recalled by their former employer, which is a significant increase from 1999, at a rate of slightly lower than 1 in 2 employees
• There are marked variations in recall expectations and actual recalls by province and industry

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

ESDC: Labour Market Information Directorate, 2020

Objective(s)

This study examines the potential increase in employment instability faced by workers across employers, and the interactions of this potential trend with the Employment Insurance (EI) system.

Key finding(s)

• Using data from the Labour Force Survey (LFS) and Canada Revenue Agency (CRA) tax files, the study found mixed evidence on the trend of employment instability (mainly measured by the number of employees holding multiple concurrent jobs) in Canada over time
  • The LFS showed an increase in multiple jobholding rate, from 9.1% in 2000 to almost 12% in 2018. The rate increased steadily for all age groups during this period, with more pronounced increase for older workers aged between 45 and 64 years. Women were more likely to hold multiple jobs than men, and this gender gap was found to be more evident among older workers
  • According to the CRA data, for both all taxpayers and EI recipients, multiple jobholding rate has declined over time, although the numbers are markedly lower for EI recipients. Between 1999 and 2015, the rate for all employees declined from 18.0% to 12.0% and for EI recipients, it decreased from about 7% to 4%
• The study also looked at other measures of employment instability, namely average job tenure and earnings instability
  • The average job tenure declined for workers in Canada between 1990 and 2018. On the other hand, the percentage of employees with earnings instability, indicated by a drop in the real annual income by 2% or more, increased over time, from 30% in 2000 to 39% in 2015, indicative of greater employment instability from an annual income perspective

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

Office of the Chief Actuary, 2018

Objective(s)

The purpose of this report is to provide the Commission with all the information prescribed under section 66.3 of the EI Act. Pursuant to this section, the Chief Actuary shall provide the Commission with a report that sets out:

• the forecast premium rate for the following year and a detailed analysis in support of the forecast
• the calculations performed for the purposes of sections 4 and 69 of the EI Act
• the information provided under section 66.1, and
• the source of the data, the actuarial and economic assumptions and the actuarial methodology used

Key finding(s)

• The 2019 Maximum Insurable Earnings (MIE) was $53,100 or a 2.7% increase from the 2018 MIE of $51,700
• The 2019 estimated employer premium reduction due to qualified wage-loss replacement (WLR) plans is $1,009 million, compared to $973 million in 2018

Availability

This 2019 Actuarial report (PDF format) is available on the Canada Employment Insurance Financing Board’s website.

Author(s), year

ESDC: Employment Insurance Policy Directorate, 2020

Objective(s)

This paper examines the impacts of the Variable Best Weeks (VBW) method for calculating weekly benefit rates compared with the previous 2 methods: the Small Weeks provision (SWP) and the Best 14 Weeks pilot project (B14). The VBW calculation aims to reduce work disincentives. It encourages claimants to accept available work prior to claiming EI as their benefit rate won’t generally be lowered by partial weeks of work.

Key finding(s)

• The study found that of the 9.7 million of claims established during the period from April 2013 to August 2018, 75.4% were not impacted by the change (because they would have received the same weekly benefit amounts if the old calculation methods had still been in effect)
• However, 6.8% (0.7 million of claims) resulted in a lower benefit rate. Their benefit rate would have been higher by an average of $13 to $19 per week with the B14 method, representing a decrease of about 5% of their benefit rate following the implementation of VBW
• In addition, 17.8% (1.7 million of claims) received a higher benefit rate. Their benefit rate would have been lower by an average of $43 to $49 per week if the previous SWP method had still been in effect, representing an increase of about 11% of their benefit rate following the implementation of VBW
• Claims from youth (aged 15 to 24), men, with less than 700 hours of insurable employment and from the goods-producing industries were the most impacted by the change in the calculation method

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

Ross Finnie, Queen’s University School of Policy Studies; and Ian Irvine, Concordia University (for HRSDC, Evaluation Directorate, 2013)

Objective(s)

The objective of this study is to investigate the degree to which Canada’s EI program has redistributed purchasing power during the recent economic recession. More precisely, the period of investigation runs from 2007 to 2009, although results from the 2002 to 2006 period are also presented in order to place the recession period in a longer‑term context.

Key finding(s)

• EI redistributes income substantially when the unit of analysis is individual earnings. The lower deciles of the distribution benefit both on the contributions and benefits sides
• The quantitative redistributional impact of EI in 2009 appears to be approximately twice the impact of 2007
• In 2007 and 2008, Quebec was the largest recipient of benefits (even without accounting for family benefits). However, 2009 saw a reversal of this pattern: Quebec’s benefits increased by 20%, whereas Ontario’s benefits increased by almost 50%, a reflection of how much harder the recession hit the employment sector in Ontario than in Quebec

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

Constantine Kapsalis, Data Probe Economic Consulting Inc., 2010

Objective(s)

This study explores the financial impact of receiving EI benefits. It probes the evolution of individual incomes before, during and after the receipt of EI benefits, as well as the influence of receiving EI on household consumption.

Key finding(s)

• The average EI beneficiary experienced a 38% drop in wages during a year with EI. The most important offsetting factor was EI; it replaced about 38% of lost wages. The second most important factor was investment income; it replaced about 9% of lost wages. Other income sources played a lesser role
• Lower income families received a higher return of their contributions than did higher income families. In fact, families with after-tax income below the median received 34% of total benefits and paid 18% of all premiums in 2007. The study also found that EI halved the incidence of low income among beneficiaries (from 14% to 7%) during that period

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

ESDC: Evaluation Directorate, 2019

Objective(s)

This report presents the key findings and lessons learned of the evaluation of Employment Insurance measures put in place in 2013 as part of a federal initiative to better connect Canadians with available jobs; the Connecting Canadians with Available Jobs (CCAJ) initiative. The initiative was comprised of 4 measures, which are each assessed in the evaluation:

• Legislative changes and enhanced integrity measures to strengthen claimant’s obligations to undertake a reasonable job search for suitable employment
• Enhancements to Job Alerts and labour market information to support job-search activities
• Improved connections between the Temporary Foreign Worker Program and the EI program to ensure Canadians are considered before temporary foreign workers
• Collaboration projects with interested provinces and territories to test whether providing EI claimants with information on employment supports earlier in their claim would decrease EI usage

Key finding(s)

• It was found that there was a need to facilitate more effective job searches and encourage Employment Insurance claimants to accept all suitable work. While some of the measures somewhat contributed to the initiative’s objectives, others had mixed effects
• Enhanced integrity measures led to better monitoring of claimants and helped them return to work faster. However, the legislative changes did not encourage them to increase their job search efforts. Overall, they had low awareness of the changes
• Enhancements to Job Alerts and labour market information increased the awareness and take-up of Job Alerts. However, there was no significant improvement in labour market outcomes
• Improved connections between the Temporary Foreign Worker Program and the EI Program had minimal impact on the number of Canadians considered and hired for jobs for which employers requested temporary foreign workers
• Collaboration projects with British Columbia and Manitoba had limited effectiveness. Evidence suggests that this type of intervention could be effective if it is better targeted at certain subgroups of EI claimants

Availability

The Evaluation of the Connecting Canadians with Available Jobs initiative report is available on the Employment and Social Development Canada web page.

Author(s), year

ESDC: Employment Insurance Policy Directorate, 2020

Objective(s)

This study examines the changes in time between repeat claims over the 2001-2016 period, the proportion of employed weeks between claims and whether there are demographic differences associated with time between claims.

Key finding(s)

• Consistently, about 47% of EI regular claims were followed by a successive claim
• Weeks between the start of successive claims remained stable at around 56 weeks – seasonality of a job plays an important role in repeat claims
• There was an overall decrease in weeks between EI repeat regular claims from an average of 19.7 weeks (2001-2007) to an average of 17.5 weeks (2010-2016)
• There was an overall decrease in weeks worked between EI repeat regular claims from an average of 16.9 weeks (2001-2007) to an average of 14.8 weeks (2010-2016)
  • However, the share of weeks worked between EI repeat regular claims did not vary over time (around 85.5%)
• Men, older claimants, those living in Atlantic provinces and those working in goods-producing industries had fewer weeks in between claims
• Approximately two-thirds of EI repeat regular claims were seasonal and this share did not vary over time
  • The majority of seasonal repeat claimants returned to the same employer
  • Non-seasonal claimants worked more weeks between claims and had a more consistent share of weeks worked

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

ESDC, Evaluation Directorate, 2018

Objective(s)

The purpose of this report is to present key findings from the evaluation of the EI Working while on Claim Pilot Project 8, Pilot Projects 12 and 17 and Pilot Projects 18 and 19. These pilots were in effect during the 2005 to 2016 period and their main objective was to test whether changing the treatment of employment earnings gained while on an EI claim would encourage claimants to work more while receiving benefits.

Key finding(s)

• Rule number 1 (Pilots 8, 12 and 17) increased allowable earnings from $50 or 25% of a claimants weekly EI benefit rate to $75 or 40%. Relative to the original rules:
  • work with full benefits increase by 69% for women and 96% for men in high unemployment regions, and
  • the probability of claimants working with full or partial benefits increased by 7% in other regions of Canada
  • in all regions studied, the rule change reduced the probability of claimants working with no benefits by 7% in high unemployment regions and by 16-20% in all other regions
• Rule number 2 (Pilots 18 and 19) introduced a 50% reduction in benefits on the first dollar earned until earnings reach 90% of the claimants weekly insurable earnings. It was found to be more effective at encouraging claimants to work more while on claim compared to previous pilots:
  • work while on claim increased by 27%
  • the number of weeks worked increased by about 1 week for claimants subject to the rule
  • the amount of EI benefits paid decreased by at least $100 per claim
• The report recommends taking appropriate steps to increase awareness of the rules amongst claimants

Availability

The Evaluation of the Working While on Claim Pilot Projects report is available on the Employment and Social Development Canada web page.

Author(s), year

ESDC, Evaluation Directorate, 2016

Objective(s)

This study investigates the pre-claim and post-claim relationships between EI claimants who work while on claim and their employers. The target population is composed of “pure” regular claimants (those who received only regular benefits during their claim) who started their claim in 2010.

Key finding(s)

• Almost three-quarters (73.8%) of claimants who worked while on claim did so for a single employer
• The average claimant who worked while on claim, worked about one-third (32.3%) of the weeks spent on claim. The weeks of employment (both in absolute terms and as a percentage of the weeks on claim) increase with the number of employers. This suggests that those who try to work more weeks during the claim have to look for employment opportunities with more employers
• For 76.0% of claimants, working during an EI claim led to longer than a year employment after the claim
• Virtually all claimants (94.8%) who worked while on claim worked for the same employer before and/or after their claim

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

ESDC, Employment Insurance Policy Directorate, and Service Canada Employment Insurance Benefits Processing Directorate, 2018.

Objective(s)

This study examines the performance of administrative processing of EI claims for apprentices, identifies the source and/or reason that warrants manual intervention, and analyzes the impacts of not serving the waiting period.

Key finding(s)

• A greater share of EI apprentices (84.5% in FY1617) had their application finalized within 28 days of filling compared with all regular claimants (78.5% in FY1617)
• Overall, 76.2% of the 57,099 applications from EI apprentices in FY1617 have been fully or partially processed automatically compared with 72.7% for all applications. Among all apprentices’ applications processed automatically, over three-quarters were fully processed automatically
• The main reason for delays in the processing of an application is the delay in receiving the Record of Employment
• 40.5% of EI apprentices filed their application only after their course had already begun, suggesting that they were possibly unaware of the filing process, did not have all the information required to submit their application early enough or had sufficient financial resources to afford to wait before receiving their first EI benefits payments
• Of all apprentices’ applications that were finalized in FY1617, 45.8% were exempted from serving the waiting period. On average, apprentices received $416 in EI benefits per week

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

Jungwee Park, Statistics Canada, 2012

Objective(s)

This study focus on 3 areas:

• if there is differences in the participation rate in job-related training between those aged 55 to 64 (older workers) and those aged 25 to 54 (core aged employees)
• the characteristics of older workers that are associated with an increased participation in job training; and
• finally how the participation of older workers in employer-supported training has changed over time

Key finding(s)

• Older-workers (55 to 64) have a much lower probability of taking job-related training than core-aged individuals. Specifically, 32% of older workers took training compared to 45% of core-aged workers
• Among older workers, the characteristics associated with lower training rates were education less than postsecondary, temporary employment, and sales and service jobs
• The training gap between older and younger workers has been closing, primarily because of increases in educational attainment and changes in types of jobs

Availability

The Job-related training of older workers report is available on Statistics Canada’s web site.

Author(s), year

ESDC, Labour Market Information Directorate, 2019

Objective(s)

The purpose of this report is to study EI support and apprenticeship training before and after the 2008 recession.

Key finding(s)

• The average apprentice in Canada is male and under the age of 25 with a high school education. According to the National Apprenticeship Survey (NAS), registrants are getting younger over time
• In the 2015 NAS, 57.5% of apprentices completed their apprenticeships training, while 42.5% discontinued their training. One-third of the discontinuers could not complete their training mainly because of financial difficulties and insufficient work, as well as health and other personal or family reasons
• The number of new apprenticeship registrations dropped substantially with the recession, with a 15.2% (14,000 registrations) decrease from 2008 to 2009. The number of EI claims from apprentices increased with the recession by 24%
• The total amount of EI benefits paid out for apprentices during the recession was about twice as much as its pre-recession level

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

ESDC, Labour Market Information Directorate, 2090

Objective(s)

The purpose of this study is to examine the characteristics of firms that employ employment insurance (EI)-supported apprentices. This involves examining the interaction between firms and apprentices during and after apprenticeship.

Key finding(s)

• The share of apprentices in a firm’s workforce is positively correlated with its productivity (in other words, value-added per employee), a pattern that has become more apparent since the FY0809 recession
• There is no clearly defined hypothesis regarding a firm’s capital-intensity and its demand for apprentices. The study found that EI-supported apprentices are concentrated in the workforces of moderately capital-intensive firms and do not make up a large proportion of the workforce of the most capital-intensive firms nor the least capital-intensive firms
• Firms that train apprentices do so regularly. More specifically, larger firms are more likely to hire apprentices every year and are more likely to have hired an apprentice at least once in the study period (2001 to 2016). However, on average, smaller firms hire disproportionately more apprentices: almost 1 in 2 apprentices work in firms with 5 to 49 employees
• On average, 4 out of 5 apprentices that claimed EI worked for a single employer from 2001 to 2012. However, not many apprentices end up working long-term with the employers that train them: just under 50% of apprentices stay with their first firm for more than 3 years

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

ESDC, Evaluation Directorate, 2018

Objective(s)

This report examines the usage of the Work-Sharing program, including the number and distribution of layoffs averted and the incidence of shutdowns among Work-Sharing employers from FY0001 to FY1617.

Key finding(s)

• From FY0001 to FY1617, Work-Sharing participants accounted for less than 1% of employment in Canada
• Work-sharing usage and expenditures are counter-cyclical: the Program is used more intensively during periods of economic downturn and less intensively during periods of economic recovery.
• The average benefit duration was around 20 weeks. It peaked at 39.4 in FY0809 when temporary extensions were available
• The estimated layoffs averted varied from lows of around 1,000 in FY0708 and in FY1415 to more than 24,000 in FY0910
• More than half of employers (55.7%) who participated in the Work-Sharing program in 2001 had shut down in 2015, compared to 75.4% of non-Work-Sharing employers during the same period

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

ESDC, Evaluation Directorate, 2019

Objective(s)

This study examines the characteristics of employers offering short-term disability plans (STDPs) recognized by the Premium Reduction Program (PRP) and compares the usage of EI Sickness benefits between claimants covered by a STDP (in other words, EI is a second payer) and those who are not (EI is a first payer).

Key finding(s)

• The number of employers offering STDPs decreased by 12% over the 2000-2015 period. Large-sized employers increased by 3.0% while medium and small-sized employers decreased by 5.5% and 16.0% respectively
• Employers offering STDPs declined in the Private Services and Manufacturing sectors by 13.2% and 54.5% respectively. PRP usage grew in the Prairies provinces by 2.1% while Quebec and Ontario saw declines of 26.8% and 18.4% respectively
• 9 in 10 employers offered Weekly Indemnity plans to their employees – a minimum of 15 weeks of benefits
• The number of employees covered by an employer-provided STDP has increased by 11.4% over the 2000 to 2015 period
• Covered claimants who used EI as a second payer had a longer average duration of sickness benefits and a higher exhaustion rate than claimants who were not covered in each year from 2000 to 2015, independent of gender and age group

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

ESDC, Evaluation Directorate, 2018

Objective(s)

The report describes the impact of the 2016 extension of the maximum duration on compassionate care benefits usage, and presents a socio-economic profile of individuals who applied for and received the benefits.

Key finding(s)

• In FY1516, most compassionate care applicants were caring for their mother or father (58.1 %), followed by a spouse or partner (27.5%)
• On average, 8.7 weeks of benefits were paid in FY1516 compared to 4.8 in FY1011
• Approximately one third of compassionate care applicants did not receive benefits. The main reason for not receiving the benefits was that the applicants received other employment insurance benefits, followed by the absence of the medical certificate
• Applicants in British Columbia and Territories were statistically significantly more likely to have their applications approved
• Multivariate analysis suggests that the probability of not using all weeks available to the claimants is mainly explained by the mortality of care recipients. However, the impact of the mortality on this probability is mitigated by the extension of the benefits duration from 6 to 26 weeks

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

ESDC: Evaluation Directorate, 2019

Objective(s)

The purpose of this report is to provide additional information on the characteristics of self-employed Canadians who registered, cancelled or terminated and received benefits through the EI Special Benefits for Self-Employed (SBSE) program from 2010 to 2015.

Key finding(s)

• Compared to non-participants, when they registered, SBSE participants were, on average, younger, more often women, reported lower net incomes from self-employment, and had a higher incidence of additional paid employment. However, the incidence of paid employment was much lower the year they established a claim
• SBSE participants typically resided in Ontario, British Columbia, Alberta, or Quebec when they registered, cancelled or terminated, and claimed benefits
• SBSE participants waited about a year and a half (82 weeks on average) between registration and first claim
• Nearly all SBSE participants who established a claim were women, the majority of whom were 25 to 34 years old, and most commonly received parental and maternity benefits. Over three-quarters of claimants who received maternity benefits used all 15 weeks available to them while 45.9% of claimants who received parental benefits used the full 35-week entitlement
• On average, 2-in-3 claimants appeared to continue their self-employment activity after claiming special benefits

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.

Author(s), year

ESDC: Evaluation Directorate, 2020

Objective(s)

The purpose of this study is to examine the use of the Job Alerts feature available on the Job Bank platform from December 2017 to April 2019 by job seekers. It also examines the characteristics of jobs that are posted by employers on Job Bank from January 2017 to April 2019.

Key finding(s)

• The share of EI applicants, who subscribed to Job Alerts after receiving an invitation, steadily increased from 19.5% in December 2017 to 34.5% in April 2019
• Those who subscribed to the Job Alert feature were more likely to be women; 45 years or older; and to have graduated from college or university
• Overall, about one-third of job postings were associated with Sales and Service occupations, while Business, Finance, and Administration occupations accounted for close to one-quarter of the postings
• Close to half of job postings required a university degree or college diploma/apprenticeship training. On the other hand, about 37.1% of job postings required a high school diploma and/or job-specific training and 16.6% required on-the-job-training
• The average hourly rate of pay of posted jobs increased from $16.5 in 2017 to $18.6 in 2019, for a percentage increase of 12.7%.
• In 2019, the average duration of job postings was about 40 days, relative to about 30 days in 2017

Availability

A PDF version of this document can be ordered by calling 1 800 O-Canada (1-800-622-6232). If you use a TTY, call 1-800-926-9105. The PDF version can only be sent via e-mail. Please note there will be a certain delay before receiving the documents.