Chapter 3: Impact and effectiveness of Employment Benefits and support to workers and employers (Part II of the Employment Insurance Act)

From: Employment and Social Development Canada

Official title: Employment Insurance Monitoring and Assessment Report for the fiscal year beginning April 1, 2020 and ending March 31, 2021 - Chapter 3: Impact and effectiveness of Employment Benefits and support to workers and employers (Part II of the Employment Insurance Act)

In chapter 3

List of abbreviations

This is the complete list of abbreviations for the Employment Insurance Monitoring and Assessment Report for the fiscal year beginning April 1, 2020 and ending March 31, 2021.

Abbreviations
AD
Appeal Division
ADR
Alternative Dispute Resolution
ASETS
Aboriginal Skills and Employment Training Strategy
B/C Ratio
Benefits-to-Contributions ratio
BDM
Benefits Delivery Modernization
CAWS
Client Access Workstation Services
CCDA
Canadian Council of Directors of Apprenticeship
CCIS
Corporate Client Information Service
CEIC
Canada Employment Insurance Commission
CERB
Canada Emergency Response Benefit
CESB
Canada Emergency Student Benefit
CEWB
Canada Emergency Wage Subsidy
COLS
Community Outreach and Liaison Service
CPP
Canada Pension Plan
CRA
Canada Revenue Agency
CRB
Canada Recovery Benefit
CRCB
Canada Recovery Caregiving Benefit
CRF
Consolidated Revenue Fund
CRSB
Canada Recovery Sickness Benefit
CSO
Citizen Service Officer
CX
Client Experience
EBSM
Employment Benefits and Support Measures
ECC
Employer Contact Centre
EI
Employment Insurance
EI ERB
Employment Insurance Emergency Response Benefit
EICS
Employment Insurance Coverage Survey
eROE
Electronic Record of Employment
ESDC
Employment and Social Development Canada
eSIN
Electronic Social Insurance Number
FY
Fiscal Year
G7
Group of Seven
GDP
Gross Domestic Product
GIS
Guaranteed Income Supplements
HCCS
Hosted Contact Centre Solution
IQF
Individual Quality Feedback
ISET
Indigenous Skills and Employment Training
IVR
Interactive Voice Response
LFS
Labour Force Survey
LMDA
Labour Market Development Agreements
LMI
Labour Market Information
LMP
Labour Market Partnerships
MIE
Maximum Insurable Earnings
MSCA
My Service Canada Account
NAICS
North American Industry Classification System
NESI
National Essential Skills Initiative
NIS
National Investigative Services
NOM
National Operating Model
OAS
Old Age Security
PAAR
Payment Accuracy Review
PPE
Premium-paid eligible individuals
PRAR
Processing Accuracy Review
PRP
Premium Reduction Program
PTs
Provinces and Territories
QPIP
Quebec Parental Insurance Plan
R&I
Research and Innovation
ROE
Record of Employment
RPA
Robotics Process Automation
SAT
Secure Automated Transfer
SCC
Service Canada Centre
SDP
Service Delivery Partner
SEPH
Survey of Employment, Payrolls and Hours
SIN
Social Insurance Number
SIR
Social Insurance Registry
SST
Social Security Tribunal
STDP
Short-term disability plan
SUB
Supplemental Unemployment Benefit
TRF
Targeting, Referral and Feedback
TTY
Teletypewriter
UV
Unemployment-to-vacancy
VBW
Variable Best Weeks
VER
Variable Entrance Requirement
VRI
Video Remote Interpretation
WCAG
Web Content Accessibility Guidelines
WWC
Working While on Claim

Summary

The Federal government’s largest investment in training is through bilateral Labour Market Development Agreements (LMDAs) with Provinces and Territories (PTs). Each year, the Government of Canada provides over $2 billion for individuals and employers to receive training and employment supports, through the LMDAs. In FY2021, more than 600,000 participants across Canada received training and employment supports.

LMDAs were an important support in the context of the COVID-19 pandemic. LMDAs assisted more than 226,000 participants while they were out of work and receiving federal emergency income benefits (Canada Emergency Response Benefits or Canada Recovery Benefits) helping them to be ready with the skills needed to participate in economic recovery. Over 155,000 Canadians returned to work following assistance funded through EI Part II.

Employers are an important partner in helping workers receive the training and supports they need to succeed in the labour market. Under the LMDAs, PTs collaborate and support employers and industry stakeholders to develop strategies to attract and retain skilled and diverse workforce, and other creative solutions to help address the labour market needs.

Supporting underrepresented individuals is a priority for the Government of Canada. Individuals from underrepresented groups, such as Indigenous peoples, persons with disabilities, visible minorities and women, have been disproportionately affected by unemployment, reduced working hours and business disruptions as result of the pandemic.

As jurisdictions continue to navigate the uncertainties related to the pandemic and fill labour shortages, assisting underrepresented groups gain access to training and employment programming is key for economic recovery. With the training supported by the LMDAs, underrepresented individuals will be better positioned to find and maintain in-demand employment opportunities. This year, under the LMDAs, clients served included:

  • 92,000 participants were persons with disabilities representing 14% of participants served; persons with disabilities account for 16% the labour force
  • 87,000 participants were visible minorities representing 17% of participants served; visible minorities account for 22% of the labour force
  • 50,000 participants were Indigenous Peoples representing 8% of participants served; Indigenous Peoples account for 4% of the labour force
  • 63,000 participants were older workers (55+) representing 10% of participants served; older workers account for 22% of the labour force
  • 157,000 participants were youth (15-24) representing 24% of participants served; youth account for 14% of the labour force
  • 301,000 participants were women representing 47% of participants served; women account for 47% of the labour force

EI Part II

Part II of the EI Act sets out the framework for the LMDAs, who is eligible for supports, and the categories of programs and supports that can be delivered by PTs. In addition, part II includes the framework for the Government of Canada’s pan-Canadian programming and the functions of the National Employment Service (NES).

Employment Benefits and Support Measures include programs delivered under EI Part II to help individuals in Canada prepare for, find, and maintain employment. The PTs deliver these programs through LMDAs. In the case of pan-Canadian programming, the Government of Canada is responsible for program delivery.

Under the LMDAs, PTs deliver programs and services similar to the Employment Benefits and Service Measures (EBSMs) established under Part II of the Employment Insurance Act in 1996, and reflect the program categories delivered by Canada prior to the introduction of the LMDAs in 1997. The 8 EBSM categories are as follows:

Employment benefits:

  • Targeted Wage Subsidies
    • Assists participants to obtain on-the-job work experience by providing employers with financial assistance toward the wages of participants
  • Targeted Earnings Supplements
    • Encourages unemployed persons to accept employment by offering them financial incentives
  • Self-Employment
    • Provides financial assistance and business planning advice to eligible participants to help them start their own business
  • Job Creation Partnerships
    • Provides participants with opportunities to gain work experience that will lead to ongoing employment
  • Skills Development
    • Helps participants to obtain employment skills by giving them direct financial assistance that enables them to select, arrange for and pay for their own training

Support measures:

  • Employment Assistance Services
    • Provides funding to organizations to enable them to provide employment assistance to unemployed persons, which may include individual counselling, action planning, job search skills, job-finding clubs, job placement services, and more
  • Labour Market Partnerships
    • Provides funding to help employers, employee and employer associations, and communities to improve their capacity to deal with human resource requirements and to implement labour force adjustments
  • Research and Innovation
    • Supports activities that identify better ways of helping people to prepare for or keep employment and to be productive participants in the labour force

To ensure the broadest reach for EI contributors, EI Part II supports are available to active EI claimants, former EI claimants, premiums-paid eligible individuals (PPE), and non-insured clients.

  • Active claimants are those who had an active EI Part I regular claim when they requested labour market supports. Typically, they have stronger and more recent job attachment. They tend to be able to return to work more quickly than those with weaker ties to employment
  • Former claimants are those who completed an EI claim in the previous 5 years, or who claim in the last 5 years when they requested assistance under Part II
  • In 2018, eligibility was expanded to include all unemployed individuals who have made EI premium contributions on $2,000 or more in earnings in at least 5 of the last 10 years. This change particularly benefits individuals with weaker labour force attachment
  • Non-insured individuals can receive employment assistance services and include new labour force participants and individuals who were formerly self-employed without paid employment earnings. While these clients are not eligible for Employment Benefits under EI Part II, they may access Employment Assistance Services.

Results

This chapter presents program results for the year beginning on April 1, 2020 and ending on March 31, 2021.

  • Section 1 - labour market context
  • Section 2 - activities and results by PT
  • Section 3 - national results
  • Section 4 - Pan-Canadian Activities and the National Employment Service

Further details on the following are provided in Chapter 3 annexes: the national overview, PT programming, evaluation studies, and Targeting, Referral and Feedback (TRF) results.

3.1 Overview

In this section

3.1.1 Labour market context

In 2020, employment in Canada declined by almost 1 million compared to 2019, with the national unemployment rate rising by 3.8 percentage points to 9.5%. All jurisdictions experienced net job losses. Newfoundland and Labrador was the province to face the highest unemployment rate (14.1%), while the largest year-over-year increases were experienced by Alberta (+4.4 percentage points) and British Columbia (+4.2 percentage points).

The Government of Canada introduced support programs for businesses as the pandemic affected their ability to operate and survive. In the first quarter of FY2021, nearly 41% of businesses reported that they laid off staffFootnote 1. Even in the period between the first and second waves of the COVID-19 pandemic, employers continued to face challenges ranging from a limited availability of inputs to rising prices or insufficient demand for their goods or services, leaving them uncertain how to hire or train staff for a post-pandemic recovery.

Both laid-off and actively employed workers were increasingly unsure about what type of training to take in the rapidly changing labour market. For example, Canada saw a drop of almost 29% in new apprenticeship registrationsFootnote 2, which could have a lasting impact on the supply of skilled trade workers in coming years.

In a weaker economy, and with a 35% decrease in active claimants served, the fact that over 155,000 Canadians returned to work following assistance funded through EI Part II, and saving $800 million in unpaid EI Part I income benefits, are both positive results.

In the context of a year marked by COVID-19, PTs adapted their services and programs to respond to public health conditions which affected access to in-person training and services.

3.1.2 Adapting service delivery

In FY2021, PTs adapted their services and programs to remain effective while operating within the context of the pandemic. This entailed a rapid shift both for staff and clients from walk-in access and in-person service to mail, phone, and virtual communications platforms.

For example, in Newfoundland and Labrador, the suspension of in-person access for the general public and working from home arrangements for staff led to a new approach to case management. All program delivery models were revised to accommodate internal and external individuals’ ability to access on-line delivery. British Columbia’s efforts to effectively engage potential clients online included testing marketing emails, in collaboration with the B.C. Behavioural Insights Group. The province found that the best performing version, presenting information as a checklist, increased engagement by up to 60%.

As local public health measures permitted, in-person services resumed, in some cases by appointment. In Manitoba, both direct and alternate service models required adaptation, learning, and the acquisition of new tools and resources, such as online meeting platforms. Organizations also had to ensure their physical locations were in compliance with public health regulations, such as social distancing, physical barriers, and enhanced sanitization measures.

To address labour shortages caused by the COVID-19 pandemic and support economic recovery, Quebec established a free online employment service that helped match job seekers (full-time, part-time, student or seasonal workers) and employers according to profiles and labour market needs.

3.1.3 Working with stakeholders

All jurisdictions undertake extensive consultations with employers and with organizations representing employers. Under the LMDAs, PTs consult with labour market stakeholders in their jurisdictions to set priorities and inform the design and delivery of programs and services that meet the needs of their local labour markets. The resulting insights on their labour market needs then inform the programs and services offered to support employers through the LMDAs.

This year, in Atlantic Canada, provinces worked with communities and regional stakeholders to ensure programming responded to the demographic pressures posed by an aging workforce and out-migration.

Quebec launched an initiative to provide direct support to businesses that were experiencing a reduction in their usual operations due to the effects of the COVID-19 pandemic. With the Programme d’actions concertées pour le maintien en emploi (PACME), Quebec used its LMDA funds to offer businesses a subsidy of up to 100% of wage expenses when their workers underwent training, helping employers retain workers and increase their skills. In FY2021, more than 6,000 businesses or organizations were assisted under the Business component of the program.

Quebec, in collaboration with the Commission des partenaires du marché du travail (CPMT), organized a Virtual Forum on Labour Force Requalification and Employment. A consensus reached at this forum on the need to upgrade skills and requalify unemployed workers, led to the launch of Programme d’aide à la relance par l’augmentation de la formation (PARAF). The objective of PARAF was to encourage unemployed people, including the pandemic unemployed, to upgrade their skills in preparation for economic recovery. With a budget of $115 million from the Canada-Quebec LMDA, this program increased participants’ income support to $500 per week. This benefited approximately 20,000 people, 40% of them in priority sectors such as Information Technology (IT), health, construction, and early childhood education and care.

Saskatchewan hosted webinars with Chambers of Commerce and industry associations to ensure employers were aware of provincial and federal support programs. More than 1,000 individuals from over 80 organizations participated in these events. The province also aided businesses by identifying critical jobs and competencies in order to offer the right training to help maintain a supply of qualified workers. The flow of workers to priority sectors was also promoted through hands-on, immersive virtual technology that allows labour market entrants and workers in transition to try out in-demand occupations.

As the pandemic increased the demand for health care services, job vacancies in that sector increased. British Columbia launched the Health Career Access Program to help employers attract, train, and retain health care assistants. This program expanded to address staffing shortages in the long term care, assisted living and home and independent living sectors.

British Columbia: Fast Track Training for Health Care Aides project

Western Community College in British Columbia, received over $620,000 in LMDA funding to support 48 unemployed job seekers to gain the skills needed to become employed in the health care industry. Participants in the project included immigrant job seekers and youth. The Fast Track Training for Health Care Aides project provided participants with occupational skills training and work experience to prepare them for employment as health care assistants. The participants of this project contributed to the care of individuals in care facilities, as well as the support of frontline workers, during the COVID-19 pandemic.

Alberta launched the Energy Career Transition and Employment Resource website to help unemployed and under-employed oil and gas workers assess emerging opportunities in adjacent sectors, including clean technology and high technology in oil and gas.

In Nova Scotia, under the Cape Breton Infrastructure Projects: Workforce Development, the province partnered with industry and communities in Cape Breton to support training and skills development to ensure a qualified, ready, local construction sector workforce and to enhance employment opportunities among diverse communities. Nova Scotia also introduced the Human Resources Support Services (HRSS) for employers. Through HRSS, provincial workforce consultants work with employers to identify human resource (HR) needs, recommend flexible and innovative services to address those needs, and also to support employers with assistance in recruitment, training and other areas of HR management.

New Brunswick also introduced targeted supports for employers, through its own HRSS which mirror the case-management approach the province uses with individuals. HRSS assists employers in assessing their HR needs, recommends options and supports workforce management, including attracting and retaining the right employees to meet operational needs. Workforce consultants across the province conducted approximately 2,200 HR needs assessments and provided approximately 2,100 HRSS services in FY2021. A new client management system used to collect and track HR needs assessments and provided services was used to report on local labour market information and support evidence-based decisions related to employer initiatives.

New Brunswick provided employers and job seekers virtual job fairs. These events continued to be in high demand, as they not only were able to continue during the COVID-19 crisis, but they also allowed participation by job seekers from outside of New Brunswick.

In Ontario, the LMDA-funded Canada-Ontario Job Grant (COJG) program provided direct support to individual employers or employer consortia who wished to purchase training for their employees. COJG supports workforce development, encourages greater employer involvement in training and provides individuals with the skills necessary to obtain or maintain employment and to advance in their careers.

Also in Ontario, the LMDA-funded Skills Advance Ontario (SAO) initiative funds partnerships that connect employers with the employment and training services required to recruit and advance workers with the right essential, technical, and employability skills. It also supports jobseekers and incumbent workers by connecting them to the right employers and by providing them with sector-specific employment and training services. Approximately 7% of SAO clients in FY2021 were persons with disabilities and 14% of SAO were social assistance recipients.

3.1.4 Meeting the needs of underrepresented groups

Despite varying economic and labour market conditions, all jurisdictions prioritized improvements to both the labour market attachment of underrepresented groups, such as persons with disabilities, Indigenous people, recent immigrants, youth, and older workers, and employers’ access to a skilled workforce.

For example, the Yukon’s Working UP program focuses on strengthening workplace skills to build or maintain the labour market attachment of individuals from under-represented groups. The program has increased individuals’ foundational and vocational skills and their movement along the employment continuum in the food production, tourism and hospitality sectors. Support activities include training current staff for internal promotion or hiring and training new staff for hard to fill positions. Through LMDA supports, a number of employers have developed annual essential skills development programs for their employees.

As a result of the flexibility and diversity in Yukon’s Building Up, Yukon’s commitment to Truth and Reconciliation and developing labour market programming with First Nations, Kwanlin Dün First Nation House of Learning has delivered employment programming through traditional ways of knowing and doing. Whether on the land or through traditional knowledge circles, Yukon has noted that participation in this programming has resulted in progression toward citizen’s employment goals.

Alberta, used LMDA funds to implement programs to serve the province’s youth. Both in Edmonton and Calgary, new Transition to Employment Services (TES) programs aimed at combating the high unemployment rates among 18 to 24 year-olds. TES programs support unemployed or marginally employed young Albertans who require career change assistance or access to short term training funds to facilitate entry or re-entry into the workforce. To aid in securing a job, participants can access job placement, job search assistance, job matching, and skill transferability assistance, along with unpaid work exposure.

In Edmonton, a new Workplace Training program, YouthCO, provides workplace training opportunities for individuals aged 18 to 24. The program provides a progression of training and work experience that will lead to sustainable employment.

British Columbia: Heavy Equipment Operator Training for Tla’amin Nation Land Development for Cultural Gatherings

The Vancouver Island University received over $550,000 from the LMDA to support unemployed job seekers gain the skills needed to become employed as heavy equipment operators. Participants on the project included Indigenous job seekers. The Heavy Equipment Operator Training for Tla’amin Nation Land Development for Culture Gatherings project provided participants with occupational skills training and work experience to prepare them for employment as heavy equipment operators in the areas of road building, forestry operations, land development, mining, landscaping, and demolition.

The participants in this project contributed to development of raw land into cultural gatherings spaces for the Tla’amin Nation, including a campsite relocation, new cultural building site, and other land development projects to host up to 5,000 guests. This project helped achieve greater labor market participation for Indigenous Peoples.

3.2 Provincial and territorial activities

In this section

Each year, the Government of Canada provides support for individuals and employers across Canada to obtain skills training and employment supports through the bilateral LMDAs with PTs. All jurisdictions engage employers and other key stakeholders in establishing programming priorities to ensure that active labour market programs and services are responsive to local labour market needs, and that job seekers are connected with employers.

Table 1 - FY2021 Final LMDA allocation ($ million) by province and territory
Province/Territory Base funding Administrative funding Budget 2017 top up Final total
Newfoundland and Labrador $127.3 $8.9 $14.1 $150.3
Prince Edward Island $23.8 $2.7 $3.3 $29.8
Nova Scotia $77.3 $10.1 $13.7 $101.1
New Brunswick $88.7 $8.9 $13.9 $111.5
Quebec $558.6 $58.9 $89.0 $706.5
Ontario $568.8 $57.3 $115.2 $741.3
Manitoba $43.8 $6.1 $11.8 $61.7
Saskatchewan $37.8 $6.0 $10.6 $54.4
Alberta $140.5 $9.6 $42.3 $192.4
British Columbia $273.9 $20.5 $34.8 $329.2
Yukon $3.9 $0.4 $0.3 $4.6
Northwest Territories $2.9 $1.5 $0.5 $4.9
Nunavut $2.7 $0.8 $0.5 $4.0
Canada $1,950.0 $191.7 $350.0 $2,491.7

3.2.1 Newfoundland and Labrador

In FY2021, $150.3M was provided through the Canada-Newfoundland and Labrador LMDA for training and employment supports to individuals and employers. More than 15,700 participants across the province received training and employment supports, including more than 7,400 participants who were receiving federal emergency income benefits (CERB or CRB). Close to 1,500 individuals gained employment after receiving LMDA-funded supports. Compared to FY1920, the number of clients served dropped by 29%. For details, see annex A.

The pandemic affected many key industries in Newfoundland and Labrador, including the oil and gas, hospitality, and retail sectors. In some cases COVID-19 compounded existing drivers of change in the labour market, such as outsourcing, offshoring and the increased use of digital technologies to monitor and control the production and delivery of products and services.

Partnerships with the business community in several sectors focussed on generating new economic activity and fostering job creation. The province’s Workforce Innovation Centre hosted sessions with a number of organizations, including those representing: Indigenous people, persons with disabilities, youth, older workers, women, and newcomers to the province.

Key themes and focus areas included:

  • increased collaboration and partnerships
  • continued emphasis on immigration and attracting talent
  • improved access to labour market information
  • closing skills gaps through skills development and mentorship opportunities
  • enhanced awareness and access to programs and services, and
  • promotion of inclusive and diverse workplaces

Newfoundland and Labrador’s Performance Recording Instrument for Meaningful Evaluation (PRIME) research project was completed in FY2021. PRIME was piloted by career practitioners and data from this project demonstrated significant positive changes in clients across a range of employability indicators and outcomes as they progress through career and employment services. PRIME is now being implemented for wider use by community partners delivering employment assistance services.

3.2.2 Prince Edward Island

In FY2021, $29.8M was provided through the Canada-Prince Edward Island LMDA for training and employment supports to individuals and employers. More than 9,700 participants across the province received training and employment supports, including more than 4,900 participants who were receiving federal emergency income benefits (CERB or CRB). Close to 1,900 individuals gained employment after receiving LMDA-funded supports. For the second consecutive year, the number of clients served in Prince Edward Island declined. Compared to FY1920, the number of clients served decreased by 15%. For details, see annex A.

In FY2021, Prince Edward Island experienced labour shortages in many industries. This was acute in rural areas already affected by demographic decline. Pandemic-related closures of schools and non-essential businesses, border shutdowns and travel restrictions had a negative impact on the economy immediately, and continued to have a lingering effect on the labour market. The province increased expenditures in support measures to help industries prepare for the transitional requirements of the workforce and to support under-represented groups to participate in the workforce. In addition, small businesses were aided by access to human resource assistance.

Prince Edward Island concentrated on collaboration with industry partners to identify possible solutions to address labour current shortages and to ensure future sustainability and growth in priority areas such as bioscience, manufacturing, healthcare and early childhood education. Approximately 70 employers and representatives of industry and business groups, service providers, and post-secondary institutions participated in the Stakeholder Consultation Roundtable on Workforce Needs to inform planning and development of labour market programs and service delivery to help address workforce needs, and to share best practices and explore innovative opportunities for collaboration.

Overarching themes emerged:

  • alignment of flexible and relevant education and training to industry needs
  • attraction, integration, and retention of newcomers, youth, and underrepresented groups
  • importance of building HR capacity within PEI’s employers and industries
  • evolution to flexible, modern workplaces that incorporate intergenerational and cultural awareness, accommodations, and development opportunities, and
  • opportunities for pilots, flexible funding and supports that best reflect industry needs

While the province worked quickly with service providers and internal staff to transition to virtual and essential services, organizations needed time to respond to the changing conditions and requirements for public safety in group settings. This impacted programs’ participation rates.

Prince Edward Island invested in substantial IT system updates to improve the quantity and quality of data collected from clients, programs and outcomes from its LMDA-funded programs. Prince Edward Island redesigned its client management system and enhanced its reporting capabilities, allowing for better analysis and understanding of the barriers affecting clients, as well as the barriers leading to specific programming decisions.

3.2.3 Nova Scotia

In FY2021, $101.1M was provided through the Canada-Nova Scotia LMDA for training and employment supports to individuals and employers. More than 17,500 participants across the province received training and employment supports, including more than 8,000 participants who were receiving federal emergency income benefits (CERB or CRB). Almost 2,800 individuals gained employment after receiving LMDA-funded supports. In FY2021, the number of clients served decreased by 28%. For details, see annex A.

Labour shortages due to the absence of temporary foreign workers, and recruitment challenges in retail and healthcare affected key industries. The province introduced several targeted measures within the LMDA funding streams to address COVID-19 impacts and also carried out a series of system innovations and service enhancements.

Changes in Nova Scotia Works (NSW) service provision include new approaches to job fairs, quality assurance, diversity and inclusion, and the development of essential skills. There was new emphasis on proactive engagement and recruitment of potential users who most need services. Focus groups were held with African Nova Scotian youth to inform the application of an Afrocentric lens in programming planning, development, delivery, and evaluation. Through the NSW Diversity and Inclusion Initiative, 16 African Nova Scotians were hired to be trained as Career Practitioners and will work across the NSW system. Mentors from within the system are being trained to support the new hires.

Service providers continue to develop their cultural competences and their focus on social equity, diversity and inclusion when addressing barriers to employment.

Under the NSW Service Provider Incentive, the service-providing organization will receive additional operating budget funding where case-managed individuals are known to have found employment either immediately, at 24 weeks, or at 52 weeks of unemployment. The performance incentive schedule prioritizes underrepresented individuals such as African Nova Scotians, Indigenous participants, new immigrants, and persons with disabilities.

The province consulted extensively with stakeholders to better understand employer needs in the areas of recruitment, retention, and training, and to explore potential solutions. A new data collection and reporting process, and tools for NSW Employer Engagement Specialists resulted in quarterly narrative reports and dashboards on the trends, challenges, and successes of regional employers across the province. Sectoral/government working groups have been established to address labour shortages, support productivity improvement initiatives, online job fairs, and the creation, implementation, and delivery of online learning to meet the immediate needs of small businesses. Industry focussed projects include the Cape Breton Infrastructure Projects, partnering with the construction sector industry and diverse communities for jobs the local workforce.

3.2.4 New Brunswick

In FY2021, $111.5M was provided through the Canada-New Brunswick LMDA for training and employment supports to individuals and employers. More than 30,900 participants across the province received training and employment supports, including more than 15,700 participants who were receiving federal emergency income benefits (CERB or CRB). In FY2021, the total number of clients served in New Brunswick dropped by 28%. Around 6,800 individuals gained employment after receiving LMDA-funded supports. For details, see annex A.

New Brunswick continued to experience a high unemployment rate relative to the rest of Canada. COVID-19 exacerbated challenges related to slow population growth, an aging population and the net out-migration of youth and skilled workers. Over the next decade, 127,000 job vacancies are expected. New Brunswick continues to focus on attracting, retaining and educating a highly skilled workforce and in FY2021, redesigned its labour market programming to respond to evolving challenges and opportunities.

The province’s LMDA-funded recruitment supports included financial support for work placements, assisting with job postings, promoting and supporting the use of its newest job matching platform, JobMatchNB, as well as organizing local, provincial and national job fairs, referring to partnering departments to address international recruitment needs, and experiential education through FutureNB. LMDA-funded training was provided through the Labour Force Training program and referrals to Workplace Essential Skills training.

Employers benefited from funding for external HR expertise in areas such as strategic planning, development of policies and procedures, job analysis and coaching on cultural diversity and workplace culture. Employers are the target of a new service delivery approach which focuses on collaborative assessment of HR needs and flexible, customized solutions. Employers, job seekers and workers will benefit from a new Employer Directory, a new virtual job fair platform and better dissemination of relevant labour market information.

New Brunswick continued to provide client-focused wage subsidies to employers through Workplace Connections (WPC). Under WPC, a work placement is initiated as part of a job seeker’s employment action plan. While driven primarily by the needs of job seekers, they also meet employers’ recruitment needs identified through HR needs assessments and often result in long-term employment.

New Brunswick consulted extensively with stakeholders, including with Francophone groups, organisations serving persons with disabilities and the New Brunswick Multicultural Council Immigrant Settlement Agencies. Consultations with stakeholders serving persons with disabilities focused on a new outsourced service delivery model for target groups, scheduled for implementation in 2022.

3.2.5 Quebec

In FY2021, $706.5M was provided through the Canada-Quebec LMDA for training and employment supports to individuals and employers. More than 114,400 participants across the province received training and employment supports funded by the Canada-Quebec LMDA, including more than 43,300 participants who were receiving federal emergency income benefits (CERB or CRB). Almost 43,800 individuals gained employment after receiving LMDA-funded supports. In FY2021, the total number of clients served dropped by 54%. For details, see annex A.

As in other jurisdictions, COVID-19 had significant impacts as the intermittent shut-down of non-essential services to control the spread of the virus raised unemployment rates and reduced labour force participation. In response, Quebec established new activities to support businesses and individuals:

  • a simple and free job placement service which allowed personalized research and optimal matching between businesses and job seekers
  • the Programme d’actions concertées pour le maintien en emploi (PACME) to support businesses so that they can retain and train their workforce
  • the Programme d’aide à la relance par l’augmentation de la formation (PARAF) which encouraged unemployed workers to upgrade their skills and retrain, in preparation for economic recovery, and
  • a virtual forum on the requalification of workers with labour market partners on the actions to be implemented for a post-pandemic recovery

To ensure that it responds adequately and quickly to the needs of the labour market, Quebec leverages the Commission des partenaires du marché du travail (CPMT). The CPMT brings together employers, unions, education sector, and community organizations to work with the Minister of Labour, Employment and Social Solidarity to guide action on public employment services. This collaboration takes the form of an annual action plan for labour and employment. During the pandemic period, partners came together for a virtual forum on worker retraining. They also actively participated in the development and monitoring of the exceptional measures implemented by Quebec, including the PARAF.

While they still adhere to the direction of the national action plan, the regional branches of Services Quebec identify their contribution in their regional employment and workforce action plan, are autonomous in the implementation of labour market strategies and manage their own budgets. To adapt to the needs of regional labor markets, employment services may differ from one region to another, depending on the priorities and characteristics of the region. Public employment services are managed according to a results-based approach. This management method allows for the implementation of effective supports and the assessment of concrete results, particularly with regard to those who have benefited from public employment services and have consequently returned to work.

The province of Quebec also worked in partnership with specialized employability development organizations and economic organizations to complement the activities of public employment services, as well as to offer businesses and the public a variety of services based on their training needs. During the pandemic period, the province maintained its support to these organizations despite a significant drop in traffic.

3.2.6 Ontario

In FY2021, $741.3M was provided through the Canada-Ontario LMDA for training and employment supports to individuals and employers. More than 186,700 participants across the province received training and employment supports funded by the Canada-Ontario LMDA, including more than 77,400 participants who were receiving federal emergency income benefits (CERB or CRB). Almost 51,600 individuals gained employment after receiving LMDA-funded supports. The total number of clients served in Ontario decreased by 30% in FY2021. For details, see annex A.

The pandemic profoundly affected the Ontario job market and disrupted the way people work. As of March 2021, an estimated 215,000 Ontarians had been affected by job loss, work absence or significantly reduced work hours. COVID also accelerated longer-term economic changes caused by automation, international economic recovery, changes in investor confidence, shifts in business models and new business costs. The magnitude of employment challenges differed by sector and client group. Many Ontarians sought support from the federal government. More than 2.5 million Ontarians received CERB benefits beginning in March 2020.

While public health measures resulted in a substantial decrease in client intake and exit activity for Employment Ontario programs, throughout FY2021 the province engaged stakeholders to help inform a policy and program response to the COVID-19 pandemic, as well as to address longer-term structural issues. For example, 40 providers in the SkillsAdvance Ontario program were engaged to assess the effects of COVID-19 on service delivery and to identify considerations and potential adjustments to support service delivery during and after the pandemic.

A key apprenticeship program supported by LMDA funding is the Apprenticeship Development Benefit, which provides financial assistance to EI-eligible apprentices who attend full-time in-class training. Assistance can be used to ease barriers to apprenticeship participation, including basic living expenses, dependent care, expenses for living away from home, and special assistance for persons with disabilities.

Several Ontario ministries sought feedback from Indigenous groups regarding employment and training programs across the province. During conversations regarding apprenticeship with the ministry and Youth Advisors, common themes expressed included:

  • general lack of opportunity for Indigenous people to obtain the “hours” required to qualify as apprentices and/or journeypersons
  • anti-Indigenous racism in the skilled trades
  • barriers to Indigenous participation in the skilled trades including travel for apprentices from remote and rural communities and for youth without access to a car, and
  • general lack of Indigenous people with skilled trades, carpenters, electricians, plumbers, construction craft workers, etc. available for projects in First Nations communities which makes it more difficult for youth in those communities to gain exposure to the trades

Ontario: Skilled Trades Strategy

In FY2021, Ontario began implementing a client-focused apprenticeship and skilled trades system through the Skilled Trades Strategy. The strategy is intended to modernize Ontario’s skilled trades and apprenticeship system and help enable the province’s economic recovery by breaking the stigma and supporting awareness of the skilled trades, simplifying the system and encouraging employer participation. A Skilled Trades Panel was established to capture industry perspectives from employers, tradespeople, unions, trainers, and apprentices on a new service delivery model.

Ontario also engaged with various stakeholders as part of a comprehensive review of its provincial workforce development and training system. In addition to stakeholder meetings, 3 bilingual surveys were distributed to service providers, employers and industrial partners, and learners currently participating in workforce development programs. The review aims to support programming to meet the evolving needs of Ontario’s jobseekers, workers and industries, and to develop Ontario’s first Workforce Development Action Plan.

Ontario’s goal is an efficient service delivery and outcomes-based system that meets the needs all job seekers, particularly those with a more tenuous labour market attachment, as well as employers and communities. As part of the transformation, the government integrated employment services from the Ontario Ministry of Children, Community and Social Services’ Social Assistance programs into the Ministry of Labour, Training and Skills Development’s Employment Ontario - Employment Service. In the transformed system, selected Service System Managers plan, design and deliver core employment service activities and specialized services for people with higher or more complex employment needs. Managers receive outcome-based funding for assisting clients to achieve sustainable employment outcomes across the spectrum of need and are also required to meet other key performance indicators.

Implementation of the integrated employment services system started with 3 prototype catchment areas in January 2020. In June 2021, the province-wide phased roll-out of the model was announced and will be implemented through a sequenced approach, starting with 4 additional Targeting Referral and Feedback (TRF) catchment areas in 2022.

3.2.7 Manitoba

In FY2021, $61.7M was provided through the Canada-Manitoba LMDA for training and employment supports to individuals and employers. More than 72,500 participants across the province received training and employment supports funded by the Canada-Manitoba LMDA, including more than 29,100 participants who were receiving federal emergency income benefits (CERB or CRB). Almost 4,800 individuals gained employment after receiving LMDA-funded supports. The total number of clients served in Manitoba decreased by 29% in FY2021. For details, see annex A.

As in other jurisdictions, the emergence of COVID-19 in Manitoba had a severe impact on the labour market. The intermittent closure of non-essential businesses and services to control the spread of the virus raised unemployment rates, reduced labour force participation and significantly reduced hours worked.

Throughout FY2021, most direct services through the 13 Manitoba Jobs and Skills Development Centres and contracted programming through community-based organizations shifted to alternate service delivery models. Manitoba consulted regularly with stakeholders whose operations were adversely impacted by the pandemic to inform the development and design of government relief and recovery supports and to address matters related to the public health orders.

Manitoba also held virtual meetings with its contracted disability service providers regarding the changes made to their programming as a result of COVID-19. Key themes in consultations included:

  • impacts of COVID-19 and opportunities to support businesses, organizations and individuals with economic recovery
  • engagement of underrepresented groups to fill employment opportunities and increase availability of skilled workers, including Indigenous peoples, persons with disabilities, and newcomers to Manitoba
  • access to supports to facilitate success in training, education and the workplace and address barriers to participation, including financial supports and other wrap around services;
  • improved alignment of education and training programming with the needs of the labour market, and
  • creation of opportunities for Indigenous peoples to participate in the labour market and promote economic development opportunities in the north

Manitoba engaged across sectors, communities and regions of the province. These stakeholders identified key labour market barriers and opportunities, and informed annual planning priorities and employment programming. Following extensive engagement, the province officially launched its Skills, Talent and Knowledge Strategy to ensure Manitobans have the skills needed to rebound from the effects of the pandemic and support economic resilience and growth.

Manitoba implemented enhancements to its main IT systems to improve service level data collection and reporting functions related to service provider needs determination, support for continuous improvement, and labour market outcomes. A number of planned program evaluations and reviews were put on hold temporarily due to the ongoing COVID-19 pandemic.

3.2.8 Saskatchewan

In FY2021, $54.4M was provided through the Canada-Saskatchewan LMDA for training and employment supports to individuals and employers. More than 23,900 participants across the province received training and employment supports, including more than 8,900 participants who were receiving federal emergency income benefits (CERB or CRB). Around 6,900 individuals gained employment after receiving LMDA-funded supports. In FY2021, the total number of clients declined by 22%. For details, see annex A.

The COVID-19 pandemic caused labour market disruption, impacting all major sectors of the economy. Saskatchewan’s seasonally adjusted unemployment rate fluctuated from a high of 12.4% in May 2020 to 7.3% in March 2021 when employment in construction, health care and social assistance, and wholesale and retail trade sector returned to or exceeded pre-pandemic levels. Reduced hours of work and job shortfalls persisted in other sectors, particularly accommodation and food services, culture and recreation, and agriculture.

In response, Saskatchewan shifted its focus to help businesses avoid or mitigate the impact of layoffs and service providers were engaged to ensure business continuity plans were activated and service delivery was maintained through:

  • transitioning to online service delivery, meeting the demand from individuals and businesses
  • supporting community-based organizations and other third-party service delivery partners to convert career, employment, and training services to a virtual environment and to modify employment service centres
  • incremental program investments to support post secondary institutions to continue addressing the training needs of Saskatchewan business and industry in the areas of greatest labour market demand
  • expanded access to virtual reality technology to try out different occupations and support career decision-making for in-demand occupations
  • outreach to create awareness around the availability of various supports in response to the pandemic, and
  • identification of critical public services for employers and support to ensure a supply of qualified workers for these critical roles

Saskatchewan regularly engages and consults with clients, stakeholders and government partners to determine priorities and consider program design and service delivery improvements. In response to the issues raised in the course of outreach and consultations, Saskatchewan took the following actions:

  • introduced new apprenticeship legislation and supporting regulatory framework
  • supported employers in hiring essential staff through SaskJobs.ca, the National Job Bank and the Saskatchewan Immigrant Nominee Program
  • worked with the Northern Labour Market Committee to align programs and services to the skill demand of northern industry
  • made additional mid-year investments in programming including training for Indigenous health care workers and workers affected by the phase out of the coal industry, and
  • through the Training Voucher Program, provided funding assistance to support participation in skills training for laid-off workers in sectors impacted by the pandemic

The province continued to offer the Enhanced Career Bridging program to help unemployed individuals gain skills necessary to participate in the changing world of work. Most participants are from under-represented groups. As of March 31, 2021, of the 57 participants who completed the program, 34 were employed, 8 went on to further training. Additionally, 27 individuals were still participating in the program.

3.2.9 Alberta

In FY2021, $192.4M was provided through the Canada-Alberta LMDA for training and employment supports to individuals and employers. More than 87,200 participants across the province received training and employment supports, including more than 39,600 participants who were receiving federal emergency income benefits (CERB or CRB). Almost 17,900 individuals gained employment after receiving LMDA-funded supports. For a fifth consecutive year, the total number of clients served in Alberta decreased. In FY2021, the year-over-year decline was 34%. For details, see annex A.

Alberta offers a range of programs through its LMDA. This includes a comprehensive suite of employment services, such as career planning, job search, job placement and labour market information, available through in-person, print and online services. Transition to Employment Services provide customized, work-directed services to help individuals acquire workplace and occupational skills to facilitate their rapid reattachment to the labour market.

Immigrant Bridging programs provide training for skilled immigrants with prior education and/or experience in a specific occupation to fill gaps in knowledge or skills necessary to gain employment in that occupation, or a related occupation. English as a Second Language training assists those individuals whose first language is other than English. Through is Occupational Training programs, Alberta offers work experience to participants, and its Integrated Training programs combine academic and general employability skills with occupation-related skills. A Living Allowance program provides participants in other Alberta labour market programs with the basic costs of maintaining their household while in training.

Most career planning and job search support services were provided remotely, via the Alberta Learning Information Service website and through Alberta Supports phone access. Workers in the retail, tourism, hospitality and aerospace sectors experienced near total business closures as a result of the pandemic. Workers in the transportation, energy and construction sectors were classified as essential, and while not as negatively impacted, they still experienced reduced activity. An increased reliance on technology to maintain business operations in the face of COVID-19 placed a spotlight on the importance of this industry to Alberta’s economic resilience.

In addition to delivering its ongoing suite of LMDA programs in FY2021, Alberta responded to the pandemic by programs to address high unemployment among youth and adults transitioning from one sector to another, by developing training for new occupations and for emerging industry sectors, and by supporting individuals looking work.

Alberta: Supports for Francophones

In July 2020, francophone career and employment services in downtown Calgary transitioned from a single stand-alone service provider to a model where French-language services are delivered as a part of the services offered in 3 locations across the city. An additional job placement service for French-speaking job seekers was added to the services available.

To ensure a seamless transition for services from the single location to 3 locations, meetings were held with francophone stakeholders (including Francophone Secretariat, Canadian Heritage, Immigration, Refugees and Citizenship Canada, Cité des Rocheuses, and Conseil de développement économique de l'Alberta) in June, August and September 2020.

On the basis of consultations with frontline staff, community service providers and current contract holders, it was determined that existing employment supports with providers in northwest Alberta are sufficient to meet the current need of the francophone community in the North Zone.

Alberta regularly engaged stakeholders via the ministries that administer their labour market programs. The Ministry of Community and Social Services met civil society organizations to develop techniques that use the ministry’s procurement process to increase the value of career and employment programs and assist vulnerable Albertans to secure employment while supporting social enterprises.

Feedback from stakeholders is incorporated into the labour market information used to track current and evolving needs and to plan for needed supports. For example, Alberta’s new apprenticeship legislation will make apprenticeship education and the trades profession system more flexible, reduce red tape for apprentices, employers, educators and industry, and enable Alberta to respond quickly to changing needs.

3.2.10 British Columbia

In FY2021, $329.2M was provided through the Canada-British Columbia LMDA for training and employment supports to individuals and employers. More than 81,400 participants across the province received training and employment supports, including more than 35,700 participants who were receiving federal emergency income benefits (CERB or CRB). Close to 17,000 individuals gained employment after receiving LMDA-funded supports. For a seventh consecutive year, British Columbia served a decreasing total number of clients, dropping by 34% year-over-year. For details, see annex A.

Prior to FY2021, British Columbia’s economy was among the strongest in the country. The consequences the COVID-19 pandemic included the fastest and largest declines in employment and contraction in overall economic activity in the province’s history.

British Columbia consulted extensively with stakeholders and with service providers to understand the pandemic challenges clients faced and to inform the development of strategies to ensure services met evolving needs. With funding provided under the province’s LMDA:

  • 102 WorkBC Centres quickly shifted to safe service delivery strategies, including adoption of innovative virtual service delivery, and physically distanced in-person service, by appointment
  • facilitated forums helped service providers to discuss struggles and share best practices for working in the context of the pandemic
  • clients did not experience a disruption in living supports due to COVID-19 while participating in services
  • employer outreach prioritized sectors with severe staffing shortages in promoting promote WorkBC Centres as a source of talent
  • community and Employer Partnerships provided targeted funding for projects that provided work experience and skills development to help unemployed individuals get and keep jobs and support businesses and communities with economic recovery, and
  • community and Employer Partnerships project eligibility expansion was pursued, to include more persons with disabilities

Regular communications supported an understanding of challenges and collaboration on progress during the COVID-19 pandemic. Discussions included Indigenous service providers, persons with disabilities service delivery partners, Community Living BC and the Ministry of Health. Employers provided valuable insights into in-demand skills and workforce training gaps.

British Columbia engaged with large, provincial-footprint employers and facilitated connections between them to increase employment opportunities for individuals. Partnerships with organizations such as TC Energy and its prime contractors as well as BC Infrastructure Benefits helped to ensure service providers were aware of job opportunities on large infrastructure projects around the province. In 2020, a virtual roundtable discussion with employers from the province’s trucking sector identified skill gaps and barriers to entry into the industry. This work continued in 2021 with the province facilitating dialogue between WorkBC service providers and the BC Trucking Association HR Advisory committee. Opportunities for greater collaboration between trucking sector employers and WorkBC service providers remains a priority.

3.2.11 Northwest Territories

In FY2021, $4.9M was provided through the Canada-Northwest Territories LMDA for training and employment supports to individuals and employers. More than 390 participants across the territory received training and employment supports, including more than 125 participants who were receiving federal emergency income benefits (CERB or CRB). Around 150 individuals gained employment after receiving LMDA-funded supports. The Northwest Territories served a total of 248 clients in FY2021, a decline of 17% year-over-year. For details, see annex A.

In the Northwest Territories, as elsewhere in Canada in FY2021, most education and training courses either were delivered remotely or postponed. Since education and training providers were expected to deliver their programming almost entirely online, the territory aimed to ensure, to the greatest extent possible, that participating students and individuals in were not negatively impacted by these pandemic-related changes.

In addition to providing financial assistance for tuition, books, course materials, software and other fees, the LMDA funded a $750 Technology Grant for students in the Skills Development Program and the Self-Employment Program, to assist with the purchase of equipment required to learn remotely, such as computers, printers and scanners. Resources and materials outlining tips, tricks and best practices were developed to assist students in achieving success in online learning. Participants also were eligible for a new COVID-19 Support Grant, a monthly grant of $100 to assist with additional costs related to online learning and training, such as internet fees.

Northwest Territories’ suite of LMDA-funded programs includes its Skills Development Program which provides training opportunities to upgrade skills and knowledge and/or develop essential employability skills. Eligible activities include education and training programs that lead to labour market attachment. This may include academic upgrading, life skills, employment readiness programs, pre-employment training courses, skill-specific training programs and post-secondary programs.

The Self-Employment Program provides support to eligible clients with the opportunity to start a small business. This program provides supports for clients in assessing their business idea, their personal suitability, family issues, financial risks, and the resources available, or required, to be successful.

Through the Wage Subsidy Program, the territory provides support to an employer to hire and train Northwest Territories residents. This program is intended to provide work experience and training that will better enable clients to obtain meaningful long-term employment.

The Northwest Territories also uses its LMDA to fund Job Creation Partnerships that provide opportunities to improve the subsequent employment prospects of the clients. The program provides support for third party organizations to deliver community and regional activities that either include a work experience component or have a guarantee of meaningful employment at the end of the project. Work experience projects may also include a skills development component.

Finally, through its Strategic Workforce Initiatives, the Northwest Territories supports community partners in undertaking labour market activities that promote labour force development, workforce adjustments and effective human resources planning. Activities must address a community labour market need, and may include identifying economic trends, creating strategies, and initiating projects to develop a responsive local labour force.

The territory regularly engaged with employers, employee organizations, not-for-profit organizations, and community stakeholders to identify and discuss key labour market needs and priorities and how they could be supported and advanced through labour market programs and services. Consultations with underrepresented groups also included, but were not limited to, organizations serving persons with disabilities and official language minority communities; Indigenous organizations and Governments, and other Northwest Territories’ government departments.

From April to June 2020, Career Development Officers and Regional Managers of the 5 Regional Service Centres met with Designated Community Authorities, employers and organizations. The meetings and consultations were in-person and/or remotely, depending on the region and the level of access to a community. Some employers and community organizations were notified of the funding opportunities via emails, and offered an opportunity to meet and discuss further the program that fit their needs.

3.2.12 Yukon

In FY2021, $4.6M was provided through the Canada-Yukon LMDA for training and employment supports to individuals and employers. More than 220 participants across the territory received training and employment supports, including 14 participants who were receiving federal emergency income benefits (CERB or CRB). Almost 100 individuals gained employment after receiving LMDA-funded supports. The total number of clients served in Yukon decreased by 19% in FY2021. For details, see annex A.

Yukon began to feel the impacts of the pandemic in March 2020; the cancelation of the Arctic Winter Games, businesses closing and people working and studying from home. That month, a Business Advisory Council was established to gather and share information to guide the government’s COVID response. The flexibilities built into Yukon’s existing Building UP, Working UP, and Staffing UP programs meant that it was not necessary to design new programs to respond to COVID, however, Yukon did pivot its labour market strategy to respond to the ongoing feedback received from First Nations, industries and stakeholders.

Yukon continued to use its LMDA to invest in preserving jobs and preventing layoffs, especially for populations at-risk, or in circumstances that have a greater impact on the labour market. For example, in rural Yukon, if the only hotel or gas station closes due to reduced revenue, other businesses relying on those services are severely impacted, leading to additional job losses. With wage subsidies to prevent layoffs and keep businesses open, Yukon is ensuring communities are positioned to support their employers and to grow once the economy stabilizes. Through the Working UP program, Yukon increased participants’ foundational and vocational skills, and helped individuals advance along the employment continuum. Working UP focuses on individuals from under-represented groups.

Yukon consulted with stakeholders, for example, large employers and the Chambers of Commerce. Employers reported challenges recruiting staff with the skills and competencies they require, even in entry-level jobs. They also indicated they valued funding for third-party training for their staff. As a result, Yukon continued providing LMDA training funds in the Staffing UP program. To encourage new hires, especially for persons in underrepresented groups, Yukon provided incentives by funding a larger percentage of costs. Via the Staffing UP program, there was increased or sustained employment in the food production, tourism and hospitality sectors. Staffing UP helped to strengthen workplace skills, and to build or maintain attachment to the labour market during the pandemic.

Yukon’s Labour Market Framework guided its consultations with other governments, employers and organizations such as First Nation governments and service organizations, Chambers of Commerce, educational institutions, labour market service providers, unions and associations. The Framework’s 3 strategies have corresponding action plans: Labour Market Information, Recruitment and Employee Retention, and Comprehensive Skills and Trades Training. While not active, the principles of the framework are longstanding and continue to guide the Yukon’s work to strengthen the labour market. Renewing employer engagement and participation in strategic discussions remains a priority.

In March 2021, the Yukon Department of Economic Development released its Economic Resilience Plan: Building Yukon’s COVID-19 economic resiliency. This plan was informed by local industry organizations, the Business Advisory Council and experts from multiple sectors.

3.2.13 Nunavut

In FY2021, $4.0M was provided through the Canada-Nunavut LMDA for training and employment supports to individuals and employers. More than 720 participants across the territory received training and employment support, including 14 participants who were receiving federal emergency income benefits (CERB or CRB). Approximately 10 individuals gained employment after receiving LMDA-funded supports. The total number of clients served in Nunavut increased by 16% in FY2021. For details, see annex A.

The COVID-19 pandemic had 3 significant effects on LMDA-funded programs in Nunavut. First, the Territory’s ability to offer programming was curtailed as it became very difficult to persuade trainers to take up temporary residence in Nunavut to deliver much needed programming. Second, as a consequence of the uncertain course of the pandemic in Southern Canada and the need to protect Nunavut’s Elders and health care system from the worst effects of COVID-19, clients were urged to postpone training at southern-based institutions. Third, the creation of the CERB benefit diverted some potential clients from seeking EI-funded supports.

The COVID-19 pandemic also severely curtailed outreach and consultation activities in FY2021. The only significant activity was the conclusion of the public consultations on reform of the apprenticeship legislation and programming. The Territory conferred with:

  • employers
  • journeypersons
  • apprentices
  • career development and apprenticeship officers
  • cities and hamlets
  • Inuit organizations
  • training partners and providers
  • housing associations
  • Nunavut Arctic College, and
  • territorial government departments

The results were a complete overhaul of the apprenticeship and vocational certification legislation, and a redesign of support programs for apprentices. These changes will be gradually introduced in the next 2 fiscal years.

3.3. LMDA results

In this section

While unemployed individuals in receipt of EI benefits often have strong labour market attachment and recent work experience, many require targeted supports to quickly find new employment. Evidence shows that individuals who receive training and employment supports while receiving EI income benefits earn more and reduce their dependence on EI and social assistance. If provided to participants early, during the first 4 weeks of an EI claim, less intensive supports also have a positive impact on earnings and facilitate earlier returns to work. While approximately 25% of individuals take training while receiving EI benefits, one-quarter of those clients wait 6 months into their EI claim before starting training activities.

Recent evaluations have examined the effectiveness of LMDA-funded supports and sought out lessons for the design and delivery of particular measures. An incremental impact analysis examined unemployed individuals who participated in programs and services in the years 2010 to 2012 and cover a 5-year post-participation period up to 2017. Incremental impacts estimate the effects on employment, earnings, and collection of Social Assistance and EI due to participation, and are estimated by comparing participants’ experience to that of similar non-participants. The incremental impact analysis demonstrated that Employment Assistance Services (EAS), Skills Development (SD) and Targeted Wage Subsidies (TWS) resulted in improvements in labour market attachments overall. These supports have also been shown to benefit subgroups of participants: females, males, youth, older workers, Indigenous people, persons with disabilities, recent immigrants and visible minorities.

The first in-depth examination of the Labour Market Partnerships (LMP) Support Measure delivered under the LMDAs provides detailed descriptions of design and delivery, challenges and valuable lessons that will help inform future potential improvements. Key findings indicated funded organizations included non-profits, businesses/employers, educational institutions and training providers, municipal and local governments, and Indigenous organizations. Funded projects targeted current and/or forecasted skills and/or labour shortages. These projects also targeted specific populations, for example, women, youth, Indigenous people, newcomers, persons with disabilities and the self-employed.

Partnerships were established to support the delivery of the majority of projects and partners made a financial or in-kind contribution. PT departments and key informants explained that partners’ expertise, network and financial contribution are all essential to project implementation and success. For details, see annex C.

3.3.1 Repeat and combined use of skills developmentFootnote 3

A recent studyFootnote 4 examined the repeat use of SD benefits and how SD is used in combination with similar skills-oriented programs outside of the LMDA framework. The analysis indicated that repeated participation in skilled-related labour market programming occurs most frequently among SD-Apprentice clients, who typically participated in apprentice-oriented, rather than other skilled-related services:

  • 18% of active and 19% of former claimant participants in SD-Apprentice were repeat users, compared to participants in SD-Regular programming, where less than 1% of active and former claimants were repeat users
  • the typical active claimant among repeat SD-Apprentice users was male (97%), young (78%), and working in skilled crafts and trades (88%). Most of the SD-Apprentice repeaters had a college diploma (92%), and
  • repeat SD-Apprentice users had a strong labour market attachment, with the highest average earnings (approximately $43,000) and no reliance on social assistance benefits 1 year before the participation

Participants with weak labour force attachment are expected to be rare among individuals who repeatedly engage in apprentice-oriented training.

3.3.2 Targeting, referral and feedback

In 2018, the LMDAs introduced a requirement for PTs to implement the federal Targeting, Referral and Feedback (TRF) solution to actively reach out to unemployed individuals to offer them employment programs and services available in their jurisdiction.

Through the TRF system, PTs set criteria to identify the new EI applicants in their jurisdiction, and select by location and demographic characteristics to match individuals with training and employment opportunities in their local labour markets.

Since the introduction of the TRF system, PTs have reached out to more than 2 and a half million EI applicants across Canada. In FY2021, half (1.5 million) of all EI applicants (3.1 million) were referred to PTs for outreach. For details, see annex D.

3.4. Pan-Canadian activities and the National Employment Service

In this section

The Government of Canada plays a leadership role in responding to challenges that extend beyond local and regional labour markets by delivering pan-Canadian activities. Pan-Canadian activities have 3 primary objectives:

  • promoting an efficient and integrated national labour market and preserving and enhancing the Canadian economic union
  • helping address common labour market challenges and priorities of international or national scope that transcend provincial and territorial borders, and
  • promoting equality of opportunity for all Canadians with a focus on helping underrepresented groups reach their full potential in the Canadian labour market

These objectives are supported through 3 funding streams:

  • Indigenous programming
  • Enhancing Investments in Workplace Skills and Labour Market Information, and
  • Supporting Agreements with PTs and Indigenous Organizations

In FY2021, expenditures on pan-Canadian activities totalled $144.3 million, compared to $147.3 million in FY1920. Pan-Canadian programming delivered through the Indigenous Skills and Employment Training Strategy (ISET) comprised $122.5 million of the total, followed by expenditures on Labour Market Partnerships at $19.6 million and Research and Innovation at $2.2 million.

3.4.1 Indigenous programming

With Indigenous partners, the Government is advancing reconciliation by creating more job training opportunities for Indigenous people and helping to help reduce the skills and employment gaps between Indigenous and non-Indigenous people. The ISET program was introduced in April 2019 as the successor to the Aboriginal Skills and Employment Training Strategy (ASETS).

Co-developed with Indigenous partners, ISET’s objective is to increase the skills of Indigenous people and support their participation in the Canadian labour market, ensuring that First Nations, Inuit, Métis and Urban/Non-affiliated Indigenous people have access to skills development training and employment supports to meet their long-term career goals. The 4 distinct labour market strategies include separate funding envelopes for each of those groups.

ISET provides new investments and longer term, more flexible agreements to Indigenous service delivery organizations. ISET funds a network of over 110 Indigenous contribution recipients with over 650 points of service across Canada that support a holistic approach to service delivery. Eligible activities encompass a wide range of locally designed programs in support of each distinctions-based labour market strategy: employment-related and career development assistance, wrap-around services such as living expenses, financial assistance to support individuals in obtaining skills for employment, business coaching and mentorship and disability-related supports.

In FY2021, through EI Part II, the ISET program received $122.5 millionFootnote 5 and served over 41,000 Indigenous clients. This includes more than 35,500 new clients, including 16,000 EI clients. Out of the total number of clients, more than 14,000 found a job, including 8,000 EI clients, and more than 5,000 clients returned to school.

Grand River Employment and Training (GREAT)

Through the ISET program, GREAT empowers clients to pursue their employment goals by providing training, professional development and employment opportunities to Six Nations band members, regardless of their residency. GREAT serves clients from their Ontario headquarters as well as 3 additional locations in Brantford, Hamilton and Fort Erie. GREAT’s activities and services support the First Nation Labour Market Strategy and aim to provide:

  • employment-related and career development assistance and outreach to First Nations, including youth
  • employment-related assistance to First Nation people with disabilities;
  • Wrap-around expanded social supports that contribute to client success, including dependent care costs (for example, child care), living expenses, transportation, counselling, and other supports needed to ensure clients’ success with skills development, training and employment;
  • Better employer linkages, enhanced labour market information and skills inventories to enable organizations to accurately forecast in-demand employment opportunities, recommend relevant training programs and to connect Indigenous workers to available jobs matching their qualifications, and
  • Leveraging of existing programs (for example, Job Bank, Employment Insurance Program and provincial income assistance) for referrals and up-to-date labour market information to better use and/or integrate existing data collection systems

In FY2021, GREAT served almost 1,400 clients. Of these, 745 obtained a job, including more than 300 EI clients, and almost 300 returned to school.

3.4.2 Investments in workplace skills

National Essential Skills Initiative

The National Essential Skills Initiative (NESI) helps Canadians improve their essential skills so that they can better prepare for, obtain and keep jobs, and adapt and succeed at work. NESI funded projects are focussed on testing, replicating and scaling up proven approaches to skills upgrading, as well as improving the quality and responsiveness of employment and training supports to job seekers, workers and employers. Particular emphasis is placed on the needs of individuals with low skills who face multiple barriers to employment, such as Indigenous peoples, newcomers, youth, and official language minority communities.

In FY2021, the NESI program received $6.1 million in EI Part II funding to support 7 projects. The COVID-19 pandemic and physical distancing orders in place in most PTs affected NESI funding recipients. Many projects sought additional time and funding to address program delays in FY2021.

The pandemic provided an impetus for funding recipients to extend their online presence. Some were already delivering their training supports online and experienced very few delays, while others had to make fundamental shifts in their approaches to offer programming in ways not previously envisioned.

Skilled trades, apprenticeship and the Red Seal Program

In FY2021, $5.5 million of EI Part II funding was provided for the skilled trades, apprenticeship and the Red Seal Program. The Red Seal Program develops common interprovincial standards and examinations for each of the designated Red Seal trades and provides the public with up-to-date descriptions of trades in Canada.

The common interprovincial standards and examinations are used to harmonize apprenticeship training in PTs and serve as the basis for assessment. Harmonization facilitates greater labour mobility across the country and helps more apprentices complete their training, even if they move to another jurisdiction during their apprenticeship. Since each PT needs to certify thousands of apprentices and experienced tradespersons each year, the collaboration involved in developing interprovincial Red Seal standards and examinations results in significant economies of scale for governments.

A Red Seal endorsement is a nationally recognized standard for skilled trade workers in Canada. Experienced tradespeople and apprentices who are successful on the interprovincial Red Seal examination receive a Red Seal endorsement on their provincial or territorial certificate of qualification, indicating they meet both their PT requirements and the national standard in that trade. In most PTs, the Red Seal examination has been adopted as the final examination for certification for Red Seal trades.

The Canadian Council of Directors of Apprenticeship (CCDA) is responsible for the Red Seal Program. PTs, which are responsible for apprenticeship training and trade certification in their jurisdictions, and the federal government participate as members of the CCDA. Employment and Social Development Canada (ESDC) sponsors a Red Seal Secretariat to provide strategic and secretariat support to the CCDA and the Red Seal Program.

Red Seal Program

The Red Seal Program currently covers 55 skilled trades, encompassing 77% of registered apprentices. The top 5 Red Seal trades by number of endorsements issued were: construction electrician, automotive service technician, plumber, truck and transport mechanic, and carpenter.

More than 27,000 examinations were written and 15,000 Red Seal endorsements were issued to apprenticeship completers and trade qualifiers in 2020.

In FY2021, 5 new Red Seal Occupational Standards were completed and 16 Red Seal examinations were released for 5 trades.

Red Seal Occupational Standards include industry-defined performance expectations, evidence of skills attainment, learning objectives and outcomes, and essential skills. The standards are developed with broad input from stakeholders, including tradespeople, instructors and employers. In FY2021, approximately 240 subject matter experts participated in ESDC-organized workshops to develop Red Seal products and harmonize apprenticeship training. In addition, stakeholders were conferred with to validate and peer review standards and examinations, 273 through online surveys and 187 through PT consultations. At the end of FY2021, consensus was reached for 42 trades covering approximately 95% of apprentices in participating jurisdictions. Due to pandemic limitations, product development activities were adapted as much as possible from in-person to virtual meetings. While work continued, progress and completion of some processes were delayed.

Sectoral Initiatives Program (transformed into the Sectoral Workforce Solutions Program effective June, 17, 2021)

The objective of the Sectoral Initiatives Program (SIP) is to help key sectors of the Canadian economy identify, forecast and address their human resources and skills issues. The Program supports sectors and employers to address current and future skills shortages by funding the development and distribution of sector-specific labour market intelligence, national occupational standards, and skills certification and accreditation systems. SIP also supports innovative workforce development approaches.

SIP’s key stakeholders are primarily partnership-based organizations engaged in skills and workforce development in their respective economic sectors or employment groups. Across Canada, these include: employer consortia and Sector Councils, workplace organizations, industry associations, unions, education and training bodies, professional associations, and Indigenous organizations. In FY2021, $19.0 million was invested in SIP.

Sectoral Initiatives Program

In FY2021, the SIP supported 34 active projects in 18 economic sectors, resulting in:

  • 93 labour market intelligence reports and 3 forecasting systems
  • 21 national occupational standards
  • 2 certification systems
  • 2 accreditation programs
  • 23 curricula or training programs, and
  • 1 pilot project report

3.4.3 Labour Market Information

Labour Market Information (LMI) remains an integral component of the Government of Canada’s economic agenda. LMI in Canada includes any qualitative or quantitative information that pertains to the enhancement of the economy through labour market development. More precisely, LMI can include relevant information on the supply and demand of the various types of labour services (employment), such as information on wages and other forms of compensation, as well as detailed and aggregate-level information about work trends and the skills, experience, education and training Canadians will need for jobs today, and in the future. In FY2021, $12.5 million of EI Part II funding was invested in LMI.

National Occupational Classification (NOC)

ESDC’s LMI portfolio includes the administration of the National Occupational Classification (NOC), the national framework for collecting, analyzing and disseminating occupational data in Canada in support of employment‑related programming.

The NOC describes job titles, functions, tasks and duties, employment requirements, responsibilities and qualifications. The current version of the NOC gathers more than 30,000 job titles into 500 Unit Groups, which are groups of occupations that have similar main duties, employment requirements, skill levels and skill types.

Regional and labour market analysts develop and deliver regular LMI based on the NOC. Job vacancies information, weekly Labour Market News, monthly, quarterly and annual Labour Market Bulletins, Sectoral Outlooks, as well as Environmental Scans, wage analyses, job vacancies, employment outlooks and economic forecasts are available to all Canadians on the Job Bank website. These help inform students of education and skill requirements for in-demand occupations, and match current and future job seekers to available and potential job opportunities. Employment-based programming, such as EI, the Temporary Foreign Worker Program, and programming for the integration of injured workers and persons with disabilities rely on NOC-based information to analyze labour market conditions for strategic considerations, policy development, program design and service delivery.

The NOC 2021 introduces a major change to the "Skill Level" structure by a new categorization representing the degree of Training, Education, Experience and Responsibilities required for an occupation and better reflects skill and knowledge development occurring through on-the-job experience. The NOC 2021 is based on a 5-digit hierarchical structure, compared to a 4-digit hierarchical structure in the previous versions of the classification.

Work to incorporate changes associated with the NOC 2021 revision in the department’s IT infrastructure was launched in late FY1920.

National Employment Service Initiative Job Bank

ESDC delivers the National Employment Service including Job Bank. Job Bank, a free-to-use, bilingual platform providing a listing of job opportunities across Canada, is co-delivered with provincial and territorial governments. Job seekers can use its Job Search, Job Alerts, Job Match and Resume Builder tools and the Job Bank Mobile Application to find suitable employment. Employers can use Job Bank to post their job vacancies and find qualified candidates. In FY2021, 1.84 million job seekers created a Job Bank user account.

In FY2021, a COVID-19 resource page helped connect workers looking for jobs during the pandemic and employers in essential industries. The COVID-19 resource page on Job Bank generated 1.4 million sessions. In addition, a job search activity-tracking feature was introduced to support individuals looking for employment while claiming an emergency assistance, for example, Canada Emergency Student Benefit.

EI regular and fishing benefits applicants continued to be enrolled for Job Alerts automatically. Despite the 5-month pause of the auto-enrolment immediately following the first lockdown, 1.57 million claimants were enrolled for the service. After the pause, an email campaign was launched, in collaboration with the PTs, with a goal of supporting the claimants’ return to work during the pandemic. Another new feature, Resume Builder, helped job seekers to promptly apply for jobs, fostering direct communication between employers. Job seekers created over 200,000 resumes on Resume Builder.

Job Bank: Job Alerts

In FY2021:

  • 88% of new Job Alerts users enrolled via AppliWeb
  • 39% of the new users who received at least 1 Job Alert email, clicked to view more information
  • top occupations of users were in the retail, construction and food service sectors, and
  • upon unsubscribing, 40% of Exit Survey respondents stated having found a job, regardless of source

The Job Bank Mobile Application completed updates in FY2021 to improve user experience, branding and back-end processes. Job seeker user accounts were synchronized between the website and mobile versions allowing users to connect actions such as saving an alerts. In FY2021, the mobile app received over 2.3 million sessions, which led to over 3.9 million job posting views.

Job Bank receives job feeds from 14 provincial and territorial, and private job boards. To respond to the increasing demands in the restaurant and agri-food industries, 4 new feeds were introduced in FY2021: AgCareers, CareersInFood, EightSixNetwork, and the Greenest Workforce. Outgoing feeds are established systematically with external sites to improve the visibility of Job Bank jobs. Continued analysis of sectorial gaps informs discussions with new incoming feeds to satisfy labour market needs.

Job Bank also works within ESDC to increase interoperability between programs. For the third year, Job Bank continued to post Canada Summer Jobs on the Job Bank website and mobile app. In support of the Temporary Foreign Worker Program, the latest feature includes displaying the status of Labour Market Impact Assessments on job postings. In FY2021, about 25,000 job postings were associated with the Temporary Foreign Worker Program.

Job Bank: Job postings

In FY2021, Job Bank:

  • received a total of 58.4 million sessions, representing 160,000 site sessions and 744,000 page views per day
  • offered over 784,200 job postings, of which over 208,400 were directly posted on Job Bank by employers, and
  • received over 80 million job posting views

The Career Planning and Trend Analysis sections (LMI) received about 20,000 site visits per day, leading to the generation of over 42,000 job profiles daily.

Work Integration Social Enterprises research

The Work Integration Social Enterprises (WISE) research program is a 5-year longitudinal study composed of 6 main projects to measure the impact of social enterprises on labour market outcomes for vulnerable populations. Vulnerable populations include persons with disabilities, youth, recent immigrants, individuals homeless or at risk of homelessness, and Indigenous peoples.

The research projects are funded through the Research and Innovation Support Measure of EI Part II. Four of 6 longitudinal projects are located in Ontario, 1 in Quebec, and 1 in British Columbia. These research projects focus on different at-risk groups, WISE modes of labour market integration and training programs. Almost all projects include cost benefit analyses and/or Social Return on Investment (SROI) to measure the return on investment and the social impacts of the supports and services provided. One in WISE project is based on a quasi-experimental design and 5 based on multi-site extended case studies.

In FY2021, research teams began submitting interim research reports with high-level preliminary findings, information on the project status, client profiles, and a discussion of the impact of COVID‑19 on the research activities. A virtual format allowed the Department to include more participants in the annual facilitated workshop for research teams.

Annex A – Provincial and territorial results

In this section

Newfoundland and Labrador

The total number of clients served declined in FY2021. The number of active claimants and their relative proportion among individuals receiving services has been declining for several years.

Former claimant and non-insured client numbers remained higher in FY2021 than in the pre-pandemic year FY2019. There were increased expenditures in the EAS, LMP and R&I categories. Close to 1,500 individuals gained employment after receiving LMDA-funded supports.

Table 1, annex A - LMDA key facts, Newfoundland and Labrador, FY2021

Total clients served: 6,813
Insured clients Non-insured clients
5,812this arrow represents a decrease 1,001this arrow represents a decrease
Total participants: 15,743
Program FY2021 Year-over-year change
Employment benefits 5,315 42.9%this arrow represents a decrease
Support measures: EAS 10,428 32.1%this arrow represents a decrease
Relative share
Program FY2021 Year-over-year change(pp)
Employment benefits 33.8% 4.0this arrow represents a decrease
Support measures: EAS 66.2% 4.0this arrow represents an increase
Total allocation: $141.4 million
Total expenditures FY2021
($ million)
Year-over-year change
Employment benefits $86.8 22.0%this arrow represents a decrease
Support measures: EAS $13.5 7.3%this arrow represents an increase
LMP and R and I $15.4 23.8%this arrow represents an increase
Total expenditures1 $115.8 15.1%this arrow represents a decrease
  • 1 Totals may not add up due to rounding; does not include accounting adjustments.
Estimated unpaid EI benefits ($ million)
FY1920 FY2021 Year-over-year change
$16.7 $9.7 42.1%this arrow represents a decrease
Table 2 - LMDA Programming, Newfoundland and Labrador, FY2021
Employment benefits Program name Participants Year-over-year change Expenditures ($000s)
SD-R Newfoundland and Labrador Skills Development 3,069 -39.4% 68,249
SD-A Newfoundland and Labrador Skills Development 621 -54.2%
TWS Newfoundland and Labrador Wage Subsidies 496 -46.4% 6,081
SE Newfoundland and Labrador Self-Employment Assistance 217 -46.0% 5,534
JCP Newfoundland and Labrador Job Creation Partnerships 911 -41.5% 6,943
Table 2B - LMDA Programming, Newfoundland and Labrador, FY2021
Support measures Program name Participants Year-over-year change Expenditures ($000s)
EAS Newfoundland and Labrador Employment Assistance Services 10,428 -32.1% 13,538
LMP Newfoundland and Labrador Labour Market Partnerships n/a n/a 12,501
R&I Research and Innovation n/a n/a 2,941
Chart 1 - Client volumes by type, Newfoundland and Labrador, FY1011 to FY2021
Chart 1 - Client volumes by type, Newfoundland and Labrador, FY1011 to FY2021 - Text description follows
Text description of chart 1
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 70,901 63,780 66,748 64,689 63,061 60,489 62,339 56,484 53,221 51,739 41,545
Former clients 28,703 22,074 20,707 20,145 19,734 18,611 24,796 29,702 26,626 27,360 21,023
PPE 25228 24,302 15,325
Non-insured clients 92,788 46,170 66,703 74,533 71,278 82,458 103,402 106,483 100,631 94,111 61,254
Chart 2 - Key performance indicators, Newfoundland and Labrador, FY1011 to FY2021
Chart 2 - Key performance indicators, Newfoundland and Labrador, FY1011 to FY2021 - Text description follows
Text description of chart 2
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 6,857 6,335 6,114 5,918 3,298 3,306 3,696 2,795 3,055 2,990 1,536
Active claimants served 11,215 10,027 9,124 8,831 8,850 8,941 9,308 9,390 7,716 5,831 4,090
Total clients served 16,134 14,463 13,162 12,739 12,489 12,333 12,352 12,867 9,753 9,649 6,813
Estimated unpaid EI benefits ($ million) $31.20 $26.71 $30.42 $25.69 $25.35 $22.25 $23.23 $17.47 $16.16 $16.74 $9.70

Prince Edward Island

The total number of clients served declined in FY2021. The lower client count was reflected in lower participation in EAS and most Employment Benefits. Skills Development - Apprentices (SD-A) was the exception, increasing by 10%. Close to 1,900 individuals gained employment after receiving LMDA-funded supports.

Table 3 - LMDA key facts, Prince Edward Island, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 5,013
Insured clients Non-insured clients
4,149this arrow represents a decrease 864this arrow represents a decrease
Total participants: 9,726
Program FY2021 Year-over-year change
Employment benefits 3,267 7.3%this arrow represents a decrease
Support Measures: EAS 6,459 5.9%this arrow represents a decrease
Relative share
Program FY2021 Year-over-year change (pp)
Employment benefits 33.6% 0.3this arrow represents a decrease
Support measures: EAS 66.4% 0.3this arrow represents an increase
Total allocation: $27.1 million
Total expenditures FY2021
($ million)
Year-over-year change
Employment benefits $17.6 18.3%this arrow represents a decrease
Support measures: EAS $5.2 21.4%this arrow represents an increase
LMP and R&I $2.0 49.3%this arrow represents an increase
Total expenditures1 $24.9 8.7%this arrow represents a decrease
  • 1 Expenditures are estimates. Totals may not add up due to rounding; does not include accounting adjustments.
Unpaid EI benefits ($ million)
FY1920 FY2021 Year-over-year change
$6.8 $5.6 18.0%this arrow represents a decrease

Table 4 - LMDA Programming Prince Edward Island, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 4A - Employment benefits
Employment benefits Program name Participants Year-over-year change Expenditures ($ 000s)
SD-R Training PEI—Individual 2,411 -5.00% 12,874
SD-A Training PEI—Apprentice 327 10.10%
TWS Employ PEI 406 -20.40% 2,895
SE Self‑Employ PEI 98 -19.90% 1,332
JCP Work Experience PEI 25 -57.60% 515
Table 4B - Support measures
Support measures Program name Participants Year-over-year change Expenditures ($ 000s)
EAS Employment Assistance Services 6,459 -7.30% 5.246
LMP Labour Market Partnerships n/a n/a 1,988
R&I Research & Innovation n/a n/a 0
Chart 3 - Client volumes by type, Prince Edward Island, FY1011 to FY2021
Chart 3 - Client volumes by type, Prince Edward Island, FY1011 to FY2021 - Text description follows
Text description of chart 3
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 2,882 2,921 3,032 2,963 2,709 2,876 2,798 3,487 3,624 3,293 3,354
Former clients 572 574 708 703 621 657 709 784 712 739 552
PPE 438 421 243
Non-insured clients 1,071 1,340 1,316 1,285 1,470 1,681 1,893 1,852 1,595 1,408 864
Chart 4 - Key performance indicators, Prince Edward Island, FY1011 to FY2021
Chart 4 - Key performance indicators, Prince Edward Island, FY1011 to FY2021 - Text description follows
Text description of chart 4
FY0809 FY0910 FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 2,186 1,839 2,159 2,034 1,939 2,194 1,934 1,997 2,081 2,202 2,470 2,508 1,920
Active claimants served 3,035 2,740 2,882 2,921 3,032 2,963 2,709 2,876 2,798 3,487 3,624 3,293 3,354
Total clients served 4,619 4,112 4,525 4,835 5,056 4,951 4,800 5,214 5,400 6,123 6,369 5,861 5,013
Estimated unpaid EI benefits ($ million) $7.69 $8.92 $9.07 $8.16 $7.53 $7.19 $6.52 $6.99 $7.14 $7.13 $6.66 $6.82 $5.60

Nova Scotia

The total number of clients served declined in FY2021. While total expenditures remained almost stable, the allocation of funds between program categories changed significantly. EAS expenditures were significantly higher than in FY1920, while LMP and R&I dropped by half. The latter decrease was due to one-time LMP expenditures in FY1920. Almost 2,800 individuals gained employment after receiving LMDA-funded supports.

Table 5 - LMDA key facts, Nova Scotia, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 9,064
EI clients Non-insured clients
7,287this arrow represents a decrease 1,777this arrow represents a decrease
Total participants: 17,595
Program FY2021 Year-over-year change
Employment benefits 3,958 26.0%this arrow represents a decrease
Support measures: EAS 13,637 31.6%this arrow represents a decrease
Relative share
Program FY2021 Year-over-year change(pp)
Employment benefits 22.5% 1.3this arrow represents an increase
Support measures: EAS 77.5% 1.3this arrow represents a decrease
Total allocation: $91.0 million
Total expenditures FY2021
($ million)
Year-over-year change
Employment benefits $41.1 11.1%this arrow represents a decrease
Support measures: EAS $42.4 54.1%this arrow represents an increase
LMP and R&I $7.4 52.4%this arrow represents a decrease
Total expenditures1 $91.0 1.8%this arrow represents an increase
  • 1 Totals may not add up due to rounding; does not include accounting adjustments.
Unpaid EI benefits ($ million)
FY1920 FY2021 Year-over-year change
$23.0 $17.3 24.7%this arrow represents a decrease

Table 6 - LMDA Programming, Nova Scotia, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 6A - Employment benefits
Employment benefits Program name Participants Year-over-year change Expenditures ($ 000s)
SD-R Nova Scotia Skills Development 1,487 -13.0% 30,062
SD-A Nova Scotia Skills Development 1,247 -27.7%
TWS START 716 -39.9% 4,008
SE Nova Scotia Self-Employment Benefit 417 -26.8% 5,864
JCP Nova Scotia Job Creation Partnerships 91 -40.1% 1,318
Table 6B - Support measures
Support measures Program name Participants Year-over-Year Change Expenditures ($ 000s)
EAS Nova Scotia Employment Assistance Services 13,637 -31.6% 42,424
LMP Nova Scotia Labour Market Partnerships n/a n/a 5,500
R&I Research and Innovation n/a n/a 1,858
Chart 5 - Client volumes by type, Nova Scotia, FY1011 to FY2021
Chart 5 - Client volumes by type, Nova Scotia, FY1011 to FY2021 - Text description follows
Text description of chart 5
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 11,437 10,250 10,080 9,313 9,360 9,575 9,651 9,152 9,466 6,536 5,151
Former clients 3,407 3,089 3,399 2,779 2,202 2,134 2,141 2,397 1,901 2,119 1,550
PPE 1,041 1,045 586
Non-insured clients 4,429 4,247 4,410 4,545 4,397 4,620 4,717 4,337 3,040 2,858 1,777
Chart 6 - Key performance indicators, Nova Scotia, FY1011 to FY2021
Chart 6 - Key performance indicators, Nova Scotia, FY1011 to FY2021 - Text description follows
Text description of chart 6
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 6,942 6,734 5,259 5,680 5,608 5,100 5,153 5,624 5,075 3,834 2,781
Active claimants served 11,437 10,250 10,080 9,313 9,360 9,575 9,651 9,152 9,466 6,536 5,151
Total clients served 19,273 17,586 17,889 16,637 15,959 16,329 16,509 15,886 15,448 12,558 9,064
Estimated unpaid EI benefits ($ million) $33.28 $25.38 $25.75 $28.60 $28.00 $23.39 $24.02 $23.91 $26.43 $22.95 $17.27

New Brunswick

The total number of clients served declined in FY2021. The most significant decrease was among the non-insured, down to half the volume of clients served in FY1920. While services delivered declined overall, the province was able to maintain SD-Apprentice participation at close to pre-pandemic levels. However, the impact of pandemic-related lockdowns is clear in the TWS programming, where participation decreased by 90%. Expenditure levels decreased for both Employment Benefits and EAS. Around 6,800 individuals gained employment after receiving LMDA-funded supports.

Table 7 - LMDA key facts, New Brunswick, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 15,750
Insured clients Non-Insured clients
12,172this arrow represents a decrease 3,578this arrow represents a decrease
Total participants: 30,979
Service type FY2021 Year-over-year change
Employment benefits 9,534 28.6%this arrow represents a decrease
Support measures: EAS 21,445 31.7%this arrow represents a decrease
Relative share
Service type FY2021 Year-over-year change(pp)
Employment benefits 30.8% 0.9this arrow represents a decrease
Support measures: EAS 69.2% 0.9this arrow represents an increase
Total allocation: $102.6 million
Total expenditures FY2021 ($ million) Year-over-year change
Employment benefits $60.9 16.9%this arrow represents a decrease
Support measures: EAS $6.9 18.9%this arrow represents a decrease
LMP and R&I $17.2 1.1%this arrow represents a decrease
Total expenditures1 $85.0 14.3%this arrow represents a decrease
  • 1 Totals may not add up due to rounding; does not include accounting adjustments.
Estimated unpaid EI benefits ($ million)
FY1920 FY2021 Year-over-year change
$26.4 $22.3 15.6this arrow represents a decrease

Table 8 - LMDA Programming, New Brunswick, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 8A - Employment benefits
Employment benefit Program name Participants Year-over-year change Expenditures ($ 000s)
SD-R Training and Skills Development Program 7,123 -12.6% 50,675
SD-A Training and Skills Development Program 1,984 -5.3%
TWS Workforce Expansion—Employer Wage Subsidy 259 -90.9% 5,438
SE Workforce Expansion—Self-Employment Benefit 168 -35.4% 4,816
Table 8B - Support measures
Support measures Program name Participants Year-over-year change Expenditures ($ 000s)
EAS Employment Assistance Services 21,445 -31.7% 6,865
LMP Adjustment Services n/a n/a 16,951
R&I Research and Innovation n/a n/a 303
Chart 7 - Client volumes by type, New Brunswick, FY1011 to FY2021
Chart 7 - Client volumes by type, New Brunswick, FY1011 to FY2021 - Text description follows
Text description of chart 7
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 12,076 10,459 9,365 9,070 8,596 10,411 11,386 11,302 10,387 10,716 9,909
Former clients 2,741 2,365 2,334 2,592 2,393 2,885 2,859 3,116 2,263 2,595 1,524
PPE 1,327 1,400 739
Non-insured clients 5,001 4,217 3,844 4,876 4,838 6,365 8,347 8,410 7,550 7,286 3,578
Chart 8 - Key performance indicators, New Brunswick, FY1011 to FY2021
Chart 8 - Key performance indicators, New Brunswick, FY1011 to FY2021 - Text description follows
Text description of chart 8
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 10,193 9,017 8,015 7,927 7,471 8,179 8,300 8,800 8,031 8,848 6,803
Active claimants served 12,076 10,459 9,365 9,070 8,596 10,411 11,386 11,302 10,387 10,716 9,909
Total clients served 19,818 17,041 15,543 16,538 15,827 19,661 22,592 22,828 21,527 21,997 15,750
Estimated unpaid EI benefits ($ million) $41.33 $30.85 $27.65 $28.67 $27.25 $31.02 $30.01 $29.14 $25.00 $26.37 $22.27

Quebec

The total number of clients served declined in FY2021. The largest proportional decline was among active claimants, a decrease of two-thirds since FY1920. Participant counts also declined across all categories of Employment Benefits and in EAS. Expenditures were slightly higher than in FY1920. Quebec reported the largest year-over-year decrease in unpaid EI Benefits of all provinces. Almost 43,800 individuals gained employment after receiving LMDA-funded supports.

Table 9 - LMDA key facts, Quebec, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 92,290
Insured clients Non-insured clients
63,093this arrow represents a decrease 29,197this arrow represents a decrease
Total participants: 114,421
Service type FY2021 Year-over- year change
Employment benefits 25,697 20.9%this arrow represents a decrease
Support measures: EAS 88,724 58,6%this arrow represents a decrease
Relative share
Service type FY2021 Year-over- year change (p.p.)
Employment benefits 22.5% 9.3this arrow represents an increase
Support measures: EAS 77.5% 9.3this arrow represents a decrease
Total allocation: $647.6 million
Total expenditures FY2021 (million $) Year-over-year change
Employment benefits $293.8 17,0%this arrow represents a decrease
Support measures: EAS $143.3 0.5%this arrow represents an increase
LMP and R&I $210.5 50.1%this arrow represents an increase
Total Expenditures1 $647.6 1.1%this arrow represents an increase
1 Totals may not add up due to rounding; does not include accounting adjustments.
Estimated unpaid EI benefits ($ millions)
FY1920 FY2021 Year-over-year change
$302.8 $171.4 43.4%this arrow represents a decrease

Table 10 - LMDA Programming, Quebec, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 10A - Employment benefits
Employment benefits Program name Participants Year-over-year Change Expenditures ($ 000s)
SD-R Manpower Training Measure Job Readiness 17,717 -20.0% 197,311
TWS Wage Subsidies 6,819 -21.0% 76,874
SE Self-Employment 1,161 -32.3% 19,598
TES Return to Work Supplement 0 n/a 0
Table 10B-Support measures
Support measures Program name Participants Year-over-year Change Expenditures ($ 000s)
EAS Labour Market Information; Job Placement; Job Research and Assistance Services 88,724 -58.6% 143,291
LMP Job Cooperation Services; Manpower Training Measure for Enterprises n/a n/a 113,212
R&I Research and innovation n/a n/a 97,299
Chart 9 - Client volumes by type, Quebec, FY1011 to FY2021
Chart 9 - Client volumes by type, Quebec, FY1011 to FY2021 - Text description follows
Text description of chart 9
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 130,782 121,089 119,771 147,396 140,026 146,359 138,682 127,614 116,261 107,330 36,742
Former clients 23,288 25,099 25,081 26,779 24,986 26,946 26,945 32,965 23,005 22,990 16,328
PPE 17,248 17,524 10,023
Non-insured clients 37,859 47,049 54,519 63,162 64,769 79,814 84,716 79,764 58,228 51,110 29,197
Chart 10 - Key performance indicators, Quebec, FY1011 to FY2021
Chart 10 - Key performance indicators, Quebec, FY1011 to FY2021 - Text description follows
Text description of chart 10
FY0809 FY0910 FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 51,383 53,081 54,239 52,872 49,757 55,043 59,949 64,697 66,502 68,794 74,535 75,735 43,761
Active claimants served 127,027 138,274 130,782 121,089 119,771 147,396 140,026 146,359 138,682 127,614 116,261 107,330 36,742
Total clients served 188,328 205,411 191,929 193,237 199,371 237,337 229,781 253,119 250,343 240,343 214,742 198,954 92,290
Estimated unpaid EI benefits ($ million) $188.26 $285.80 $307.80 $219.42 $230.49 $252.38 $290.84 $332.31 $334.28 $327.62 $293.92 $302.81 $171.44

Ontario

The total number of clients served declined in FY2021. The largest relative decreases were in the PPE and non-insured client groups. The overall drop in clients accompanied a downturn in program starts. In Ontario, the largest segment of participants are non-insured individuals. As in the previous fiscal year, EAS remained the most used programming type. The province reported significantly more SD-A participants than in FY1920. The significant increase in SD-Apprentice participants over FY1920 is due to changes made by the province to enhance the capture and reporting of client data. Almost 51,600 individuals gained employment after receiving LMDA-funded supports.

Table 11 - LMDA key facts, Ontario, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 139,147
Insured clients Non-insured clients
77,893this arrow represents a decrease 61,254this arrow represents a decrease
Total participants: 186,700
Service type FY2021 Year-over-year change
Employment benefits 32,191 17.1%this arrow represents an increase
Support measures: EAS 154,509 20.3%this arrow represents a decrease
Relative share
Service type FY2021 Year-over-year change(pp)
Employment benefits 17.2% 4.8this arrow represents an increase
Support measures: EAS 82.8% 4.8this arrow represents a decrease
Total allocation: $684.1 million
Total expenditures FY2021 ($ million) Year-over-year change
Employment Benefits $163.7 1.4%this arrow represents a decrease
Support Measures: EAS $343.0 8.7%this arrow represents an increase
LMP and R&I $177.4 0.7%this arrow represents an increase
Total Expenditures1 $684.1 4.0%this arrow represents an increase

1 Totals may not add up due to rounding; does not include accounting adjustments.

Unpaid EI benefits ($ million)
FY1920 FY2021 Year-over-year change
$250.5 $222.9 11.0%this arrow represents a decrease

Table 12 - LMDA Programming, Ontario, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 12A - Employment benefits
Employment benefits Program name Participants Year-over-year change Expenditures ($ 000s)
SD-R Second Career, Literacy and Basic Skills 8,207 -8.60% 161,905
SD-A Skills Development–Apprenticeship programs 23,894 29.90%
TWS Job Placement with Incentive 0 n/a 0
SE Ontario Self-Employment Benefit 0 n/a 0
JCP Ontario Job Creation Partnerships 90 -21.10% 1,769
Table 12B - Support measures
Support measures Program name Participants Year-over-year change Expenditures ($ 000s)
EAS Ontario Employment Assistance Service programs 154,509 -20.30% 343,007
LMP Ontario Labour Market Partnership programs n/a n/a 78,243
R&I Research and Innovation programs n/a n/a 99,160
Chart 11 - Client volumes by type, Ontario, FY1011 to FY2021
Chart 11 - Client volumes by type, Ontario, FY1011 to FY2021 - Text description follows
Text description of chart 11
Fiscal year FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 70,901 63,780 66,748 64,689 63,061 60,489 62,339 56,484 53,221 51,739 41,545
Former clients 28,703 22,074 20,707 20,145 19,734 18,611 24,796 29,702 26,626 27,360 21,023
PPE 25228 24,302 15,325
Non-insured clients 92,788 46,170 66,703 74,533 71,278 82,458 103,402 106,483 100,631 94,111 61,254
Chart 12 - Key performance indicators, Ontario, FY1011 to FY2021
Chart 12 - Key performance indicators, Ontario, FY1011 to FY2021 - Text description follows
Text description of chart 12
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1920 FY1920 FY2021
Returns to employment 73,855 33,347 36,111 36,018 36,166 35,625 37,044 39,678 47,400 46,864 51,561
Active claimants served 70,901 63,780 66,748 64,689 63,061 60,489 62,339 56,484 53,221 51,739 41,545
Total clients served 192,392 132,024 154,158 159,367 154,073 161,558 190,537 192,669 205,706 197,512 139,147
Estimated unpaid EI benefits ($ million) $315.75 $221.48 $227.71 $237.59 $240.22 $236.05 $262.66 $233.15 $265.22 $250.51 $222.91

Manitoba

The total number of clients served declined in FY2021. Active claimants and non-insured clients were represented almost equally as the 2 main client segments served. In line with national trends, the total number of services provided was far lower than the previous year, as fewer individuals sought services during the pandemic. JCP programming was most severely affected, with an 84% year-over-year decline. A year-over-year increase in expenditures on LMP reflected the province’s focus on helping businesses increase their human resource capacity. Almost 4,800 individuals gained employment after receiving LMDA-funded supports.

Table 13 - LMDA key facts, Manitoba, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 17,902
Insured clients Non-insured clients
11,263this arrow represents a decrease 6,639this arrow represents a decrease
Total participants: 72,546
Service type FY2021 Year-over-year change
Employment benefits 10,112 32.2%this arrow represents a decrease
Support measures: EAS 62,434 31.3%this arrow represents a decrease
Relative share
Service type FY2021 Year-over-year change(pp)
Employment benefits 13.9% 0.2this arrow represents a decrease
Support measures: EAS 86.1% 0.2this arrow represents an increase
Total allocation: $55.6 million
Total expenditures FY2021 ($ million) Year-over-year change
Employment benefits $36.9 12.8%this arrow represents an increase
Support measures: EAS $10.9 8.2%this arrow represents an increase
LMP and R&I $7.8 12.5%this arrow represents an increase
Total Expenditures1 $55.6 11.8%this arrow represents an increase
  • 1 Totals may not add up due to rounding; does not include accounting adjustments
Unpaid EI benefits ($ million)
FY1920 FY2021 Year-over-year change
$42.2 $37.1 12.2%this arrow represents a decrease

Table 14 – LMDA Programming, Manitoba, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 14A - Employment benefits
Employment benefits Program name Participants Year-over-year change Expenditures ($ 000s)
SD-R Skills Development 5,742 -22.8% 33,995
SD-A Skills Development-Apprenticeship 3,214 -16.3%
TWS Wage Subsidies 18 -52.6% 220
SE Self-Employment 703 -17.5% 1,216
JCP Employment Partnerships 435 -84.2% 1,441
Table 14B - Support measures
Support measures Program name Participants Year-over-year change Expenditures ($ 000s)
EAS Employment Assistance Services 62,434 -31.3% 10,917
LMP Labour Market Partnerships n/a n/a 6,710
R&I Research and Innovation n/a n/a 1,128
Chart 13 – Client volumes by type, Manitoba, FY1011 to FY2021
Chart 13 – Client volumes by type, Manitoba, FY1011 to FY2021 - Text description follows
Text description of chart 13
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 15,110 11,834 11,744 10,988 9,996 10,132 9,941 8,792 8,453 7,801 6,854
Former clients 3,875 3,775 3,844 3,579 3,672 3,292 3,011 3,729 3,085 3,352 2,460
PPE 2,518 3,013 1,949
Non-insured clients 14,153 13,704 13,369 13,540 15,174 14,056 12,963 12,279 10,022 10,990 6,639
Chart 14 – Key performance indicators, Manitoba, FY1011 to FY2021
Chart 14 – Key performance indicators, Manitoba, FY1011 to FY2021 - Text description follows
Text description of chart 14
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 9,950 8,714 8,056 7,526 7,156 6,957 6,565 4,505 4,470 6,279 4,751
Active claimants served 15,110 11,834 11,744 10,988 9,996 10,132 9,941 8,792 8,453 7,801 6,854
Total clients served 33,138 29,313 28,957 28,107 28,842 27,480 25,915 24,800 24,078 25,156 17,902
Estimated unpaid EI benefits ($ million) $63.38 $40.97 $43.51 $44.28 $43.09 $44.14 $46.59 $41.31 $42.17 $42.25 $37.08

Saskatchewan

The total number of clients served declined in FY2021 across all client types. After 4 consecutive years of growth, the total number of participants dropped in for the second consecutive year. Employment Benefits remained the most provided services, accounting for 66% of program starts. Unpaid EI benefits decreased by 24% year-over-year. Around 6,900 individuals gained employment after receiving LMDA-funded supports.

Table 15 - LMDA key facts, Saskatchewan, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 17,175
Insured clients Non-insured clients
16,317this arrow represents a decrease 858this arrow represents a decrease
Total participants: 23,921
Service type FY2021 Year-over-year change
Employment benefits 15,732 26.5%this arrow represents a decrease
Support measures: EAS 8,189 24.5%this arrow represents a decrease
Relative share
Service type FY2021 Year-over-year change(pp)
Employment benefits 65.8% 0.6this arrow represents a decrease
Support measures: EAS 34.2% 0.6this arrow represents an increase
Total allocation: $55.6 million
Total expenditures1 FY2021 ($ million) Year-over-year change
Employment benefits $29.5 9.9%this arrow represents a decrease
Support measures: EAS $11.4 8.9%this arrow represents an increase
LMP and R&I $7.5 72.6%this arrow represents an increase
Total expenditures1 $48.3 1.8%this arrow represents an increase
  • 1 Totals may not add up due to rounding; does not include accounting adjustments
Unpaid benefits ($ million)
FY1920 FY2021 Year-over-year change
$48.3 $36.5 24.3%this arrow represents a decrease

Table 16 – LMDA Programming, Saskatchewan, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 16A - Employment benefits
Employment benefits Program name Participants Year-over-year change Expenditures ($ 000s)
SD-R Skills Training | Provincial Training Allowance 10,710 -30.6% 29,477
SD-A Apprenticeship Training 5,022 -16.1%
TWS Skills Training Allocation 0 n/a 0
SE Self-Employment Program 0 n/a 0
JCP Employment Programs 0 n/a 0
Table 16B - Support measures
Employment benefits Program name Participants Year-over-year change Expenditures ($ 000s)
EAS Workforce Development 8,189 -24.5% 11,397
LMP Canada Saskatchewan Job Grant n/a n/a 7,349
R&I Research and Innovation n/a n/a 127
Chart 15 – Client volumes by type, Saskatchewan, FY1011 to FY2021
Chart 15 – Client volumes by type, Saskatchewan, FY1011 to FY2021 - Text description follows
Text description of chart 15
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 10,414 10,624 10,161 10,308 10,503 11,362 11,542 9,442 8,850 7,799 6,882
Former clients 2,471 3,268 2,788 2,687 2,565 2,667 2,742 4,156 6,058 6,187 4,924
PPE 7,772 6,600 4,511
Non-insured clients 577 870 748 798 813 799 1,040 5,035 2,527 1,423 858
Chart 16 – Key performance indicators, Saskatchewan, FY1011 to FY2021
Chart 16 – Key performance indicators, Saskatchewan, FY1011 to FY2021 - Text description follows
Text description of chart 16
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 6,692 6,083 5,784 6,038 6,038 6,204 6,716 4,879 5,148 8,127 6,940
Active claimants served 10,414 10,624 10,161 10,308 10,503 11,362 11,542 9,442 8,850 7,799 6,882
Total clients served 13,462 14,762 13,697 13,793 13,881 14,828 15,324 18,633 25,207 22,009 17,175
Estimated unpaid EI benefits ($ million) $64.15 $54.13 $55.56 $60.81 $61.60 $61.55 $74.73 $50.38 $49.07 $48.25 $36.53

Alberta

The total number of clients served declined in FY2021. While there were fewer program starts overall in Employment Benefits compared to the previous year, the number of TWS Workplace training increased by 143%. Despite a 30% decrease in Career Information sessions, EAS continued to account for the large majority of all services provided. Almost 17,900 individuals gained employment after receiving LMDA-funded supports.

Table 17 - LMDA key facts, Alberta, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 50,973
Insured clients Non-insured clients
33,467this arrow represents a decrease 17,506this arrow represents a decrease
Total participants: 87,219
Service type FY2021 Year-over-year change
Employment Benefits 18,137 10.3%this arrow represents a decrease
Support Measures: EAS 69,082 30.4%this arrow represents a decrease
Relative share
Service type FY2021 Year-over-year change(pp)
Employment Benefits 20.80% 3.9this arrow represents an increase
Support Measures: EAS 79.20% 3.9this arrow represents a decrease
Total allocation: $182.8 million
Total expenditures1 FY2021 ($ million) Year-over-year change
Employment Benefits $118.1 11.0%this arrow represents an increase
Support Measures: EAS $48.6 0.0%
LMP and R&I $3.6 0.0%
Total Expenditures $182.8 6.9%this arrow represents an increase
  • 1 Expenditures are estimates. Totals may not add up due to rounding; does not include accounting adjustments.
Unpaid benefits ($ million)
FY1920 FY2021 Year-over-year change
$195.7 $139.2 28.9%

Table 18 – LMDA Programming, Alberta, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 18A - Employment benefits
Employment benefits Program name Participants Year-over-year Change Expenditures ($ 000s)
SD-R Occupational Training Work Foundations 3,908 4.20% 97,512
SD-A Skills Development-Apprenticeship 13,759 -12.90%
TWS Workplace Training 117 143.80% 1,442
SE Self‑Employment 353 -6.90% 2,160
JCP Integrated Training 0 -100% 16,958
Table 18B - Support measures
Support measures Program name Participants Year-over-Year Change Expenditures ($ 000s)
EAS Career Information 69,082 -30.40% 61,068
LMP Workforce Partnerships n/a n/a 3,644
Chart 17 – Client volumes by type, Alberta, FY1011 to FY2021
Chart 17 – Client volumes by type, Alberta, FY1011 to FY2021 - Text description follows
Text description of chart 17
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 48,917 41,394 39,823 42,472 43,398 51,694 49,720 35,101 30,363 27,561 22,094
Former clients 22,683 20,966 18,234 16,819 15,820 16,213 14,087 15,856 13,036 13,704 7,577
PPE 8,388 7,759 3,796
Non-insured clients 72,284 65,098 62,404 63,516 60,344 60,191 54,258 38,909 31,484 27,886 17,506
Chart 18 – Key performance indicators, Alberta, FY1011 to FY2021
Chart 18 – Key performance indicators, Alberta, FY1011 to FY2021 - Text description follows
Text description of chart 18
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 29,890 25,776 23,686 25,092 25,745 26,525 29,671 18,726 18,669 18,094 17,867
Active claimants served 48,917 41,394 39,823 42,472 43,398 51,694 49,720 35,101 30,363 27,561 22,094
Total clients served 143,884 127,458 120,461 122,807 119,562 128,098 118,065 89,866 83,271 76,910 50,973
Estimated unpaid EI benefits ($ million) $329.59 $223.61 $219.63 $249.34 $266.98 $267.88 $384.91 $233.42 $205.88 $195.73 $139.18

British Columbia

The total number of clients served declined in FY2021. The most significant decrease was among the non-insured, down to less than half the volume of clients served in FY1920. The services provided changed significantly, with considerably high numbers of clients served with JCP and TWS programming. Close to 17,000 individuals gained employment after receiving LMDA-funded supports.

Table 19 - LMDA key facts, British Columbia, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 38,995
Insured clients Non-insured clients
30,119this arrow represents a decrease 8,876this arrow represents a decrease
Total participants: 81,460
Service type FY2021 Year-over-year change
Employment benefits 38,223 22.0%this arrow represents a decrease
Support measures: EAS 43,237 50.4%this arrow represents a decrease
Relative share
Service type FY2021 Year-over-year change(pp)
Employment benefits 46.9% 10.9this arrow represents an increase
Support measures: EAS 53.1% 10.9this arrow represents a decrease
Total allocation: $308.7 million
Total expenditures FY2021 ($ million) Year-over-year change
Employment benefits $191.8 11.9%this arrow represents a decrease
Support measures: EAS $42.6 17.1%this arrow represents an increase
LMP and R&I $14.4 10.4%this arrow represents a decrease
Total expenditures1 $248.9 12.7%this arrow represents a decrease
  • 1 Totals may not add up due to rounding; does not include accounting adjustments.
Unpaid EI benefits ($ million)
FY1920 FY2021 Year-over-year change
$138.7 $135.9 2.0%this arrow represents a decrease

Table 20 – LMDA Programming, British Columbia, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 20A - Employment benefits, FY2021
Employment benefits Program name Participants Year-over-year change Expenditures ($ 000s)
SD-R Skills Development - Regular 21,504 -34.30% 152,565
SD-A Skills Development – Apprenticeship 12,564 -8.40%
TWS Wage Subsidies 1,483 69.30% 19,170
SE Self-Employment 1,247 -16.10% 12,136
JCP Job Creation Partnerships 567 168.70% 7,977
Table 20B - Support measures
Employment benefits Program name Participants Year-over-year change Expenditures ($ 000s)
EAS Employment Assistance Services 43,237 -50.40% 42,639
LMP Labour Market Partnerships Employer - Sponsored Training n/a n/a 8,797
R&I Research and Innovation n/a n/a 5,572
Chart 19 – Client volumes by type, British Columbia, FY1011 to FY2021
Chart 19 – Client volumes by type, British Columbia, FY1011 to FY2021 - Text description follows
Text description of chart 19
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 51,433 36,889 31,953 34,612 34,937 35,891 35,272 32,881 28,399 25,584 23,215
Former clients 16,828 12,984 13,303 11,336 9,502 9,007 8,733 10,209 7,055 8,607 4,511
PPE 2,904 4,794 2,393
Non-insured clients 38,415 29,068 31,522 35,680 32,365 31,706 31,073 25,883 23,332 19,677 8,876
Chart 20 – Key performance indicators, British Columbia, FY1011 to FY2021
Chart 20 – Key performance indicators, British Columbia, FY1011 to FY2021 - Text description follows
Text description of chart 20
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 42,082 33,580 16,777 20,040 19,818 19,552 21,050 20,997 21,515 20,491 17,002
Active claimants served 51,433 36,889 31,953 34,612 34,937 35,891 35,272 32,881 28,399 25,584 23,215
Total clients served 106,676 78,941 76,778 81,628 76,804 76,604 75,078 68,973 61,690 58,662 38,995
Estimated unpaid EI benefits ($ million) $228.44 $146.43 $112.51 $121.85 $126.47 $125.29 $152.70 $136.56 $136.81 $138.74 $135.93

Northwest Territories

The total number of clients served declined in FY2021. The number of active claimants and PPE clients declined while the number of former claimants and non-insured clients increased slightly. Fewer services were provided in all categories, although the relative shares of Employment Benefits and Support Measures remained steady. EAS continued to comprise the majority of services provided to clients. Around 150 individuals gained employment after receiving LMDA-funded supports.

Table 21 - LMDA key facts, Northwest Territories, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 248
Insured clients Non-insured clients
228this arrow represents a decrease 20this arrow represents an increase
Total participants: 394
Service type FY2021 Year-over-year change
Employment benefits 161 46.3%this arrow represents a decrease
Support measures: EAS 233 44.3%this arrow represents a decrease
Relative share
Service type FY2021 Year-over-year change(pp)
Employment benefits 40.9% 0.9this arrow represents a decrease
Support measures: EAS 59.1% 0.9this arrow represents an increase
Total allocation: $3.3 million
Total expenditures FY2021 ($ million) Year-over-year change
Employment benefits $1.3 41.5%this arrow represents a decrease
Support measures: EAS $0.8 5.6%this arrow represents a decrease
LMP and R&I $0.2 135.7%this arrow represents an increase
Total expenditures1 $2.3 27.6%this arrow represents a decrease
  • 1 Totals may not add up due to rounding; does not include accounting adjustments.
Unpaid EI benefits ($ million)
FY1920 FY2021 Year-over-year change
$1.4 $1.1 25.6%this arrow represents a decrease

Table 22 – LMDA Programming, Northwest Territories, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 22A - Employment benefits
Employment benefits Program name Participants Year-over-year change Expenditures ($ 000s)
SD-R Skills Development - Regular 77 -41.20% 579
SD-A Skills Development - Apprenticeship 62 -54.70%
TWS Wage Subsidies 19 -26.90% 462
SE Self-Employment 3 -50.00% 234
JCPJCP Job Creation Partnerships 0 n/a 25
Table 22B - Support measures
Support measures Program name Participants Year-over-year change Expenditures ($ 000s)
EAS Employment Assistance Services 233 -44.30% 787
LMP Labour Market Partnerships (Strategic Workforce Initiatives) n/a n/a 0
R&I Research and Innovation n/a n/a 181
Chart 21 – Client volumes by type, Northwest Territories, FY1011 to FY2021
Chart 21 – Client volumes by type, Northwest Territories, FY1011 to FY2021 - Text description follows
Text description of chart 21
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 413 327 314 347 294 325 306 333 266 134 110
Former clients 134 153 144 151 138 195 156 343 205 61 70
PPE 229 85 48
Non-insured clients 388 437 460 532 500 849 573 793 355 19 20
Chart 22 – Key performance indicators, Northwest Territories, FY1011 to FY2021
Chart 22 – Key performance indicators, Northwest Territories, FY1011 to FY2021 - Text description follows
Text description of chart 22
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 263 202 185 200 193 173 177 142 181 185 152
Active claimants served 413 327 314 347 294 325 306 333 266 134 110
Total clients served 935 917 918 1,030 932 1,369 1,035 1,469 1,055 299 248
Estimated unpaid EI benefits ($ million) $3.51 $2.34 $2.16 $2.33 $2.35 $1.82 $2.04 $1.30 $1.64 $1.45 $1.06

Yukon

The total number of clients served declined in FY2021, with the most pronounced drop among active claimants, the largest client group, representing 62% of all clients served. The territory provided significantly more SD-R services than in FY1920, but few services in other categories of Employment Benefits. Yukon is addressing system and process issue that impact the accuracy of reported data. In FY2021, almost 100 individuals gained employment after receiving LMDA-funded supports.

Table 23 - LMDA key facts, Yukon, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 187
Insured clients Non-insured clients
164this arrow represents a decrease 23this arrow represents a decrease
Total participants: 224
Service type1 FY2021 Year-over-year change
Employment benefits 166 9.3%this arrow represents a decrease
Support measures: EAS 58 26.6%this arrow represents a decrease
  • 1 EAS data was manually verified and may contain some discrepancies. Expenditures are estimates provided by Yukon at time of writing. Totals may not add up due to rounding; does not include accounting adjustments.
Relative share
Service type FY2021 Year-over-year change (pp)
Employment benefits 74.1% 4.3this arrow represents an increase
Support measures: EAS 25.9% 4.3this arrow represents a decrease
Total allocation: $4.3 million
Total expenditures FY2021 ($ million) Year-over-year change
Employment benefits $1.3 31.1%this arrow represents a decrease
Support measures: EAS $1.4 18.5%this arrow represents a decrease
LMP and R&I $0.1 48.4%this arrow represents an increase
Total expenditures2 $2.8 23.4%this arrow represents a decrease
  • 2 Expenditures are estimates provided by Yukon at time of writing. Totals may not add up due to rounding; does not include accounting adjustments.
Unpaid EI benefits ($ million)
FY1920 FY2021 Year-over-year change
$1.1 $1.0 14.6%this arrow represents a decrease

Table 24 – LMDA Programming, Yukon, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 24A - Employment benefits
Employment benefits Program name Participants Year-over-year change Expenditures ($ 000s)
SD-R Skills Development Employment Benefit 45 55.20% 1,242
SD-A Skills Development Employment Benefit - Apprenticeship 121 -20.40%
TWS Targeted Wage Subsidies 0 -100 12
SE Self‑Employment 0 n/a 0
JCP Employment Programs 0 n/a 0
Table 24B - Support measures
Support measures Program name Participants Year-over-year change Expenditures ($ 000s)
EAS Employment Assistance Services 58 -26.60% 1,408
LMP Labour Market Partnerships Employer - Sponsored Training n/a n/a 0
R&I Research and Innovation n/a n/a 119
Chart 23 – Client volumes by type, Yukon, FY1011 to FY2021
Chart 23 – Client volumes by type, Yukon, FY1011 to FY2021 - Text description follows
Text description of chart 23
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 289 305 338 271 259 211 201 208 189 155 115
Former clients 56 97 93 45 45 41 34 44 35 23 22
PPE 39 29 27
Non-insured clients 176 267 274 96 131 65 85 108 75 24 23
Chart 24 – Key performance indicators, Yukon, FY1011 to FY2021
Chart 24 – Key performance indicators, Yukon, FY1011 to FY2021 - Text description follows
Text description of chart 24
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 250 270 256 230 170 188 176 141 120 123 92
Active claimants served 289 305 338 271 259 211 201 208 189 155 115
Total clients served 521 669 705 412 435 317 320 360 338 231 187
Estimated unpaid EI benefits ($ million) $2.62 $2.57 $2.14 $2.40 $1.85 $1.27 $1.50 $1.01 $1.07 $1.14 $0.96

Nunavut

The total number of clients served rose significantly in FY2021, due to large increases in non-insured and PPE clients. While fewer services were provided overall, there was a modest increase in EAS. Approximately 10 individuals gained employment after receiving LMDA-funded supports.

Table 25 - LMDA key facts, Nunavut, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Total clients served: 728
Insured clients Non-insured clients
217this arrow represents a decrease 511this arrow represents an increase
Total participants: 728
Service type FY2021 Year-over-year change
Employment benefits 217 36.0%this arrow represents a decrease
Support measures: EAS 511 6.0%this arrow represents an increase
Relative share
Service type FY2021 Year-over-year change(pp)
Employment benefits 29.80% 11.5this arrow represents a decrease
Support measures: EAS 70.20% 11.5this arrow represents an increase
Total allocation: $3.2 million
Total expenditures FY2021 ($ million) Year-over-year change
Employment benefits $2.3 5.2%this arrow represents an increase
Support measures: EAS $0.0 0.0%
LMP and R&I $0.8 5.2%this arrow represents an increase
Total expenditures1 $3.2 5.2%this arrow represents an increase
  • 1 Expenditures are estimates. Totals may not add up due to rounding; does not include accounting adjustments.
Unpaid EI benefits ($ million)
FY1920 FY2021 Year-over-year change
$0.6 $0.3 -50.2%this arrow represents a decrease

Table 26 – LMDA Programming, Nunavut, FY2021

For accessibility reasons, the table has been simplified. Consult the PDF version for the full table.

Table 26A - Employment benefits
Employment benefits Program name Participants Year-over-Year Change Expenditures ($ 000s)1
SD-R Adult Learning and Training Supports 128 -31.20% 1,736
SD-A Adult Learning and Training Supports: Apprenticeship 41 -62.00%
TWS Training on the Job 47 4.40% 584
SE Nunavut Entrepreneurship Incentive 1 100.00% 0
Table 26B - Support measures
Support measure Program name Participants Year-over-Year Change Expenditures ($ 000s)
EAS Employment Assistance Services 511 6.00% 0
LMP Target Training Initiatives n/a n/a 848
R&I Research and Innovation n/a n/a n/a
Chart 25 – Client volumes by type, Nunavut, FY1011 to FY2021
Chart 25 – Client volumes by type, Nunavut, FY1011 to FY2021 - Text description follows
Text description of chart 25
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active clients 109 107 100 98 110 126 116 153 142 74 11
Former clients 73 80 113 128 126 154 95 168 177 113 4
PPE 234 135 202
Non-insured clients 38 89 219 173 460 706 628 773 694 305 511
Chart 26 – Key performance indicators, Nunavut, FY1011 to FY2021
Chart 26 – Key performance indicators, Nunavut, FY1011 to FY2021 - Text description follows
Text description of chart 26
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Returns to employment 80 65 53 50 47 53 75 52 48 42 17
Active claimants served 109 107 100 98 110 126 116 153 142 74 11
Total clients served 220 276 432 399 696 986 839 1,094 1,247 627 27
Estimated unpaid EI benefits ($ million) $0.82 $0.78 $0.40 $0.38 $0.52 $0.62 $1.15 $0.78 $0.64 $0.63 $0.31

Supplemental indicators

EI applicants who participate in active measures early in their EI claim are more likely to return to work quickly. In FY2021, at the national level, slightly over half of active EI claimants began their first LMDA-funded programming within 12 weeks of starting their EI Part I benefit. This significant drop from the previous year, when two-thirds began services within 12 weeks, reflects pandemic-related challenges in providing and accessing employment programs.

Table 27 - Supplemental indicators, provinces, territories and Canada, FY2021
Province/Territory EI Active Claimants beginning EI Part II within 12 weeks following their Part I Benefit Period commencement[1] Return to work/Total Labour Force Estimated unpaid EI regular benefits resulting from EBSM supports, as a proportion of Part I regular benefits paid
Newfoundland and Labrador 41.3% 0.6% 0.9%
Prince Edward Island 62.4% 2.3% 2.6%
Nova Scotia 51.8% 0.6% 1.9%
New Brunswick 57.9% 1.7% 2.2%
Quebec 47.4% 1.0% 2.9%
Ontario 47.8% 0.7% 2.7%
Manitoba 41.5% 0.7% 4.7%
Saskatchewan 54.3% 1.2% 5.2%
Alberta 64.6% 0.7% 4.2%
British Columbia 67.8% 0.6% 5.1%
Northwest Territories 47.1% 0.6% 3.9%
Yukon 40.1% 0.4% 3.6%
Nunavut 80.0% 0.1% 1.9%
Canada 53.9% 0.8% 3.2%
  • Sources: Table 14-10-0287-01 Labour force characteristics for Provinces, Table 14-10-0292-01 Labour force characteristics for Territories, and EI Administrative Data.
  • [1] This includes a small percentage of clients who began EI Part II programming up to 2 weeks prior to their Part I Benefit Period Commencement.

Notes to readers

  • The data used to analyze activities were collected from provinces, territories and ISET agreement holders. Governments continue to improve data quality and collection to ensure accurate, reliable and consistent information. While all data sets are verified before publication, systems and operational changes may affect the comparability of data from year to year
  • A client is a person who has participated in programs or services funded by the Labour Market Development Agreements or by Indigenous organizations
  • Participant counts are higher than client counts, as a client can receive supports or benefits from more than 1 program or service. Information on underrepresented groups is collected at the participant level, rather than individual client
  • Active claimants are those who had an active EI Part I regular claim when they requested assistance under Part II of the Employment Insurance Act. Typically, they have stronger and more recent job attachment. They tend to be able to return to work more quickly than those with weaker ties to employment. Active claimants who are considered job-ready from an analytical point of view often seek out short-term supports under EI Part II to find their next employment opportunity. Others require longer-term Employment Benefits to upgrade their skills, establish certification or refine their job search strategies
  • Former claimants are those who completed an EI claim in the previous 5 years, or who claimed EI Part I in the last 5 years when they requested assistance under Part II. They are no longer in receipt of EI Part I benefits; however, they remain eligible for EI Part II under certain criteria. Former claimants do not receive income support under Part I of the Employment Insurance Act while they complete an Employment Benefit support under EI Part II; however, they may receive Part II income support while completing training activities under their return-to-work action plan
  • Premiums-paid Eligible are those who have made minimum Employment Insurance premium contributions above the premium refund threshold (that is, $2,000 in earnings) in at least 5 of the last 10 years
  • Non-insured clients are unemployed individuals who are neither active, former EI clients, nor PPE. Non-insured clients usually have little substantive or recent job attachment. They include new labour force participants and individuals who were formerly self-employed without paid employment earnings. While these clients are not eligible for Employment Benefits under EI Part II, they may access Employment Assistance Services
  • References to average levels of activity and to highs and lows are based on the 10-year period from FY1011 to FY2021 as a frame of reference

Annex B – National overview

In this section

Main resultsFootnote 6

In FY2021, 414,379 clients received Employment Benefits or Support Measures, of which 394,285 were served by PTs under the LMDAs and the remainder by Indigenous organizations through the ISET Program. Slightly over 70% of the 676,675 services provided were Support Measures, 24% were Employment Benefits, and 5% fell under pan-Canadian initiatives. Expenditures for programming totalled $2,336.5 million.

Active claimants represent the largest segment of clients served, followed by non-insured participants, former claimants and the Premiums-paid Eligible (PPE) client group. In the year-over-year 37% decline in clients served, the largest relative decreases were in the PPE non-insured and PPE categories, both down by approximately 40%.

Expanding eligibility to PPE

As of April 1, 2018, the eligibility for Employment Benefits was expanded to include all unemployed individuals who have made EI premium contributions above the premium refund threshold of $2,000 in earnings in at least 5 of the last 10 years. This change particularly benefits individuals with weaker labour force attachment.

In FY2021, more than half of PPE clients were in the 25-54 year age group. Women made up half of all PPE participants. Female clients were most likely to have a college-level education (30%), while male clients were most likely to have a high school level qualification (34%)Footnote 7.

Underrepresented groupsFootnote 8

Women make up 47% of the available labour force, Indigenous peoples 4%, members of visible minority groups 22%, and 16% are persons with disabilities. In order to promote equity, ESDC collects information on the participation in Part II programming by women, Indigenous peoples, members of visible minority groups and persons with disabilitiesFootnote 9. With respect to underrepresented population groups among PPE clients in FY2021, 13% of clients were persons with disabilities, 7% were visible minorities and 6% were Indigenous peoples.

Client participation was lower by 33% across all underrepresented groups in FY2021. However, 2 underrepresented groups increased their participation. Representation by women and members of visible minority groups each increased by 3%. Representation of Indigenous peoples and persons with disabilities remained constant.

Age distributionFootnote 10

Of Canadians in the labour force, 64% are aged 25-54 (core-aged workers), 14% are aged 15-24 (youth) and 22% are aged 55 or older (older workers). In FY2021, 66% of clients were aged 25 to 54 years, almost unchanged since the previous year. While the proportion of clients aged 55 or older decreased to 10%, youth saw a year-over-year increase to 24% of clients after remaining almost constant over a decade.

Table 1 - LMDA key facts, Canada, FY2021

For accessibility reasons, the information is presented in text format. Consult the PDF version for the table.

Total clients served: 414,379
EI Active, Former, & Premiums-Paid Eligible (LMDA) Non-insured clients (LMDA) Pan-Canadian1
262,181 132,104 20,094
  • 1 Based in part on estimates provided by Nunavut at time of writing. EI Part II services to individuals are through the ISET program.
Relative shares
Active claimants Former claimants PPEs Non-Insured Youth clients (15–24)2 Core age workers (25–54)2 Clients aged 55 or older2
40.90% 17.50% 9.70% 31.90% 24.50% 65.90% 9.50%
  • 2 Date of birth is not collected for clients in SD-Apprentices and Group Services.
Participants: 676,675
FY2021 Year-over-year change
Employment benefits 162,710 17.80%this arrow represents a decrease
Support measures: EAS 478,946 37.90%this arrow represents a decrease
Pan-Canadian 35,019 16.50%this arrow represents a decrease
LMDA Relative share
FY2021 Year-over-year change (p.p.)
Employment benefits 25.40% 5.0this arrow represents a decrease
Support measures: EAS 74.60% 5.0this arrow represents a decrease
Managing for results
Indicator Total Year-over-year change
Active claimants served 169,514 35.30%this arrow represents a decrease
Returns to employment 155,183 20.10%this arrow represents a decrease
Estimated unpaid benefits ($ million) $800.24 24.10%this arrow represents a decrease
Chart 1, annex b - Client volumes by client type, Canada FY1011 to FY2021
Chart 1, annex b  - Client volumes by client type, Canada FY1011 to FY2021 - Text description follows
Text description of Chart 1, annex B
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Active claimants 372,340 326,892 319,904 348,909 339,795 356,828 351,362 313,998 286,197 262,196 169,514
Former claimants 114,356 104,816 100,522 97,417 91,999 92,689 95,583 115,927 101,848 104,333 72,723
PPE 67,490 67,388 40,038
Non-insured clients 269,350 214,587 241,834 264,716 257,665 284,607 304,927 285,733 240,075 218,350 132,104
Chart 2, annex b - Age distribution of clients, Canada, FY1011 to FY2021
Chart 2, annex b  - Age distribution of clients, Canada, FY1011 to FY2021 - Text description follows
Text description of Chart 2, annex b
FY1011 FY1112 FY1213 FY1314 FY1415 FY1516 FY1617 FY1718 FY1819 FY1920 FY2021
Youth (15-24 years old) 19% 19% 19% 19% 19% 21% 20% 21% 22% 21% 24%
Core-age (25-54 years old) 70% 70% 70% 69% 68% 67% 67% 66% 63% 65% 66%
Workers aged 55+ 9% 9% 11% 12% 12% 12% 13% 13% 13% 14% 10%

Employment benefits

Under the LMDAs, PTs can provide employment benefits similar to the 6 benefit types outlined in the EI Act, shown in table 2. At $1.05 billion in FY2021, Employment Benefits represent the largest investment under the LMDAs, accounting for more than half of expenditures by PTs.

The decrease of 18% in employment benefit participants in FY2021 represents the first decline in 3 years. With the reduction in participants, expenditures on Employment Benefits decreased by nearly $125 million (-11%) year-over-year. While expenditures decreased, the average duration of programming increased by 14%, from 98 days in FY1920 to 112 days in FY2021.

Table 2 - Employment benefits, Canada, FY2021
Employment benefit Participants Share of employment benefits Year-over-year change Expenditures ($000s) Estimated cost per participant
Targeted Wage Subsidies 10,380 6.40% -31.40% $117,136 $11,285
Self-Employment 4,368 2.70% -24.60% $54,132 $12,393
Job Creation Partnerships 2,119 1.30% -58.40% $36,946 $17,436
Skills Development-Regular 82,128 50.50% -24.20% $836,939 $5,773
Skills Development-Apprentices 62,856 38.60% -1.20%
Targeted Earning Supplements 859 0.50% n/a n/a n/a
Canada 162,710 100% -17.80% $1,045,153 n/a

Support measures

Part II of the EI Act authorizes 3 support measures: Employment Assistance Services (EAS); Labour Market Partnerships (LMPs); and Research and Innovation (R&I). Under the LMDAs, PTs deliver these measures at regional and local levels, while ESDC retains responsibility for the pan-Canadian delivery of LMPs and R&I. Expenditures on Support Measures totalled over $1.15 billion in FY2021.

Employment Assistance Services

EAS support clients to prepare for, find and keep employment through a full range of self-help and assisted services. EAS includes an initial assessment of clients’ needs and often leads to the provision of other supports or training, such as career advice and employment counselling. EAS participation is reported in 2 categories: Employment Services, or Individual Counselling.

In FY2021, 478,946 EAS supports were provided, a ratio of almost 3 to 1 compared to Employment Benefits. EAS is the first level of supports provided to individuals and often lead to participation in more extensive training supports. EAS supports provided decreased 38% over FY1920, while total expenditures increased by almost 7% to $682.6 million, compared to $639.5 million in the previous reporting year.

Other support measures

The LMPs measure facilitates collaboration between employers, employees and employer associations, community groups and communities, to develop solutions to labour force imbalances, such as persistent high unemployment or skill shortages. In FY2021, LMPs expenditures totalled $257.7 million, compared to $276.9 million in the previous year, down 8% since FY1920.

R&I initiatives identify innovative ways of helping people prepare for, return to or maintain employment and participate in the labour force. In FY2021, R&I expenditures totalled $208.7 million, compared to $117.3 million in the previous year, an increase of almost 78%.

Table 3 - Support measures, Canada, FY2021

For accessibility reasons, the information is presented in text format. Consult the PDF version for the table.

Table 3A – Employment Assistance Service, Canada, FY2021
Employment Assistance Service1 Participants Share of support measures Year-over-year change Expenditures ($000s) Estimated cost per participant
Employment services 324,605 67.80% -7.80% $682,587 $1,425
Group services 0 0% -100%
Individual counselling 154,341 32.20% -62.20%
Total Employment Assistance Services 478,946 100.00% -37.90% $682,587
  • 1 Expenditures for Employment Assistance Services are reported at the aggregate level by most provinces and territories.
Table 3B – Other support measures, Canada, FY2021
Other support measures Participants Share of support measures Year-over-year change Expenditures ($000s) Estimated cost per participant3
Labour Market Partnerships2 n/a n/a n/a $257,743 n/a
Research & Innovation n/a n/a n/a $208,688 n/a
Canada 478,946 100% -37.90% $1,149,018 n/a

2 Expenditures for Labour Market Partnerships includes employer-sponsored training.

3 LMPs and R&I initiative are generally not associated with direct client services, so costs per participant are not available.

ExpendituresFootnote 11

Total expenditures under Part II of the EI Act were $2.34 billion in FY2021, which included provincial and territorial programming and pan-Canadian activities. This year-over-year decrease of almost 1%. Compared to FY1920, spending on EAS and R&I measures increased, while expenditures on Employment Benefits, LMPs and Pan-Canadian activities contracted.

Chart 3, annex b - Total EI Part II expenditures, FY2021
Chart 3, annex b - Total EI Part II expenditures, FY2021 - Text description follows
Text description of Chart 3, annex b
Chart 3: Spending chart Value Proportion ($m)
Employment Benefits (1045 $m) 1,045,153 45% 1,045.15
Employment Assistance Services (683 $m) 682,587 29% 683
Labour Market Partnerships (256 $m) 255,743 11% 256
Research and Innovation (209 $m) 208,688 9% 209
Pan-Canadian Activities (144 $m) 144,302 6% 144
n/a 2,336,473 n/a 2,336.47

Annex C – LMDA evaluation results

In this section

Incremental impacts findings

This evaluation examined the impacts of active labour market programs including: Employment Assistance Services, Skills Development, Targeted Wage Subsidies and Job Creation Partnerships on participants’ earnings, incidence of employment, and dependence on EI and social assistance. This evaluation also focussed on the following subgroups of participants: female, male, youth, older workers, Indigenous people, persons with disabilities, recent immigrants and visible minorities.

Programs and services

Employment Assistance Services consists of a variety of services that support individuals as they prepare to enter or re-enter the workforce or assist them to find a better job. Services include job search assistance, career counselling, résumé writing, etc. These are referred as “light touch interventions or supports” due to their very short duration and can be provided on a 1-on-1 basis or in a group setting. A typical support lasts less than 1 day, but a participant may receive multiple short supports over a few weeks. These services are generally the entry level support an individual receives which leads to the provision of more extensive supports.

Skills Development provides direct financial assistance to individuals to select, arrange, and pay for training. Training is tailored to the needs of participants through counselling and career orientation. It can include adult-based education, literacy and essential skills, language training, short-term training and occupational training leading to certification from an accredited institution. Training duration averages close to a year (between 46 and 48 weeks).

Targeted Wage Subsidies subsidize the wages of individuals whom employers would not ordinarily hire. The subsidy ranges in duration from 16 to 52 weeks, with the maximum level of the subsidy ranging from 50% to 100% of the employee’s wage.

Job Creation Partnerships support community-oriented projects that provide work experience to participants. Participants can take part in a finite project for up to 52 weeks with non-for-profit organizations. In some PTs, the program is provided in combination with training.

Key estimated indicators

Improvement in the labour market attachment of participants was measured by: incidence of employment that captured the incidence of having earnings from employment and/or self-employment on an annual basis using income tax records; earnings which represented the average employment earnings from income tax records; and dependence on income support which measured the proportion of total earnings that is derived from EI and/or Social Assistance benefits. Participants’ labour market attachment is improved by increases in the incidence of employment and earnings. The sustainability of improvement in labour market attachment is expected to decrease the dependence on income support.

In this evaluation, impacts were examined for unemployed individuals who participated in programs and services in the years 2010 to 2012 and cover a 5-year post-participation period up to 2017. Incremental impacts estimate the effects on employment, earnings, and collection of Social Assistance and EI due to participation and are estimated by comparing participants’ experience to that of similar non-participants.

Results

Results presented incremental impacts for key sub-groups of participants where sufficient observations are available (that is, a minimum of 300 participants). Participants were compared to similar non-participants based on a large number of observable labour market and socio-demographic characteristics. For example, for participants who self-identified as persons with disabilities, the comparison group was limited to similar non-participants who also self-identified as persons with disabilities, and who filed for Employment Insurance within the same window of time. Given the methodology used, results were not compared across sub-groups.

Females

Female participants improved their labour market attachment through increases in their incidence of employment and earnings. As shown in the table below, female participants in Skills Development increased their earnings by an annual average of $1,964. This represents a cumulative $7,856 over the 4 post-program years. Similar improvements were observed for the previous cohort of participants. Also as shown below, excluding Job Creation Partnerships, female participants decreased their dependence on government income support (that is, the combined use of Employment Insurance and Social Assistance benefits).

Skills Development Active Skills Development Former Targeted Wage Subsidies Active Targeted Wage Subsidies Former Job Creation Partnerships Active Job Creation Partnerships Former Employment Assistance Services Active
Incidence of Employment (Percentage Points) 4.7*** 2.4*** 5.4*** 5.6*** 6.6*** 5.3*** 1.4***
Employment Earnings ($) 1,964*** 679*** 1,485*** 1,478*** 1,724*** 614 605**
Dependence on Income Support (Percentage Points) -2.4*** -1.0*** -1.1*** -2.3*** 1.7** 1.3 -1.6***
  • Statistical significance level *** 1%; ** 5%; * 10%, other values are non-statistically significant.
  • Note: Impacts are estimated over 4 post-program years (or 5 years in the case of Employment Assistance Services).

Males

As shown in the table below, males who participated in Skills Development and Targeted Wage Subsidies improved their labour market attachment and decreased their dependence on government income support. Similar positive findings were found for the previous cohort. Mixed and non-statistically significant results were found for participants in Job Creation Partnerships and Employment Assistance Services.

Skills Development Active Skills Development Former Targeted Wage Subsidies Active Targeted Wage Subsidies Former Job Creation Partnerships Active Job Creation Partnerships Former Employment Assistance Services Active
Incidence of Employment (Percentage Points) 3.5*** 2.5*** 3.9*** 6.7*** 3.4*** 0.6 0.1
Employment Earnings ($) 3,291*** 865*** 1,657*** 2,294*** 832 -4,068*** 544
Dependence on Income Support (Percentage Points) -2.1*** -0.9*** -2.4*** -3.7*** 0.6 2.1** -1.4***
  • Statistical significance level *** 1%; ** 5%; * 10%, other values are non-statistically significant.
  • Note: Impacts are presented as an annual average and they are estimated over 4 post-program years (or 5 years in the case of Employment Assistance Services).

Youth

As shown in the table below, youth who participated in Skills Development and Targeted Wage Subsidies improved their labour market attachment and decreased their dependence on government income support. Similar positive findings were found for the previous cohort. Mixed and non-statistically significant results were found for participation in Job Creation Partnerships and Employment Assistance Services.

Skills Development Active Skills Development Former Targeted Wage Subsidies Active Targeted Wage Subsidies Former Job Creation Partnerships Active Job Creation Partnerships Former Employment Assistance Services Active
Incidence of Employment (Percentage Points) 1.9** 2.9*** 4.1*** 5.1*** -1.2 3.0*** 0.1
Employment Earnings ($) 1,887*** 1,144*** 2,345*** 2,122*** -1,857 -911 218
Dependence on Income Support (Percentage Points) -2.4*** -0.6* -1.9*** -3.3*** -3.2* 0 -1.4***
  • Statistical significance level *** 1%; ** 5%; * 10%, other values are non-statistically significant.
  • Note: Impacts are presented as an annual average and they are estimated over 4 post-program years (or 5 years in the case of Employment Assistance Services).

Older workers

As shown in the table below, older workers who participated in Skills Development and Targeted Wage Subsidies improved their labour market attachment. Similar positive findings were found for the previous cohort. Older workers who were active claimants and participated in Job Creation Partnerships also improved their labour market attachment.

Skills Development Active Skills Development Former Targeted Wage Subsidies Active Targeted Wage Subsidies Former Job Creation Partnerships Active Job Creation Partnerships Former Employment Assistance Services Active
Incidence of Employment (Percentage Points) 11.8*** 4.1*** 8.1*** 8.9*** 8.3*** -0.2 0.2
Employment Earnings ($) 3,847*** 1,626*** 3,479*** 2,254*** 1,241** -2,498* 180
Dependence on Income Support (Percentage Points) 1.3*** 0.5 0.1 -3.3*** 1.0 2.4 -1.0***
  • Statistical significance level *** 1%; ** 5%; * 10%, other values are non-statistically significant.
  • Note: Impacts are presented as an annual average and they are estimated over 4 post-program years (or 5 years in the case of Employment Assistance Services).

Indigenous participants

As shown in the table below, Indigenous individuals who participated in Skills Development, Targeted Wage Subsidies and Employment Assistance Services improved their labour market attachment and decreased their dependence on government income support. The findings are consistent with those observed under the Indigenous Skills and Employment Training Strategy.

Skills Development Active Skills Development Former Targeted Wage Subsidies Active Targeted Wage Subsidies Former Employment Assistance Services Active
Incidence of Employment (percentage points) 7.4*** 5.1*** 7.2*** 6.7*** 1.9***
Earnings ($) 5,759*** 3,996*** 4,210*** 2,312** 2,056***
Dependence on Income Support (percentage points) -3.4*** -1.3* -2.8** -4.0*** -0.6
  • Statistical significance level *** 1%; ** 5%; * 10%, other values are non-statistically significant.
  • Note: Impacts are presented as an annual average and they are estimated over 4 post-program years (or 5 years in the case of Employment Assistance Services).

Persons with disabilities

As shown in the table below, persons with disabilities, who were active Employment Insurance claimants and who participated in Skills Development and Targeted Wage Subsidies, improved their incidence of employment and decreased their dependence on income support. They had small positive, but non-statistically significant, impacts on employment earningsFootnote 12.

Skills Development Active Skills Development Former Targeted Wage Subsidies Active Targeted Wage Subsidies Former
Incidence of Employment (percentage points) 5.6*** 6.3*** 8.1*** 11.5***
Employment Earnings ($) 38 2,087*** 221 2,489***
Dependence on Income Support (percentage points) -2.3** -1.7* -8.1*** -9.2***
  • Statistical significance level *** 1%; ** 5%; * 10%, other values are non-statistically significant.
  • Note: Impacts are presented as an annual average and they are estimated over 4 post-program years.

Recent immigrants

As shown in the table below, recent immigrants who were active EI claimants and who participated in Skills Development, Targeted Wage Subsidies and Employment Assistance Services improved their labour market attachment. The incremental impacts for recent immigrants who were former Employment Insurance claimants were non-statistically significantFootnote 13.

Skills Development Active Skills Development Former Targeted Wage Subsidies Active Targeted Wage Subsidies Former Employment Assistance Services Active
Incidence of Employment (percentage points) 6.7*** -0.7 6.7*** 4.1 4.7***
Employment Earnings ($) 2,942*** -3,110 5,167*** 2,019 2,120***
Dependence on Income Support (percentage points) -1.0*** -0.7 -0.1 -1.6 -0.3
  • Statistical significance level *** 1%; ** 5%; * 10%, other values are non-statistically significant.
  • Note: Impacts are presented as an annual average and they are estimated over 4 post-program years (or 5 years in the case of Employment Assistance Services).

Visible minorities

As shown in the table below, visible minorities (as defined by Statistics Canada) who were active EI claimants and who participated in Skills Development and Targeted Wage Subsidies improved their labour market attachment. Only those who participated in Skills Development decreased their reliance on income support. Former EI claimants who participated in Skills Development did not benefit from the program but those who participated in Targeted Wage Subsidies improved their labour market attachmentFootnote 14.

Skills Development Active Skills Development Former Targeted Wage Subsidies Active Targeted Wage Subsidies Former
Incidence of Employment (percentage points) 8.9*** -0.4 8.6*** 5.0**
Employment earnings ($) 1,605** -1,616** 5,812*** 2,775**
Dependence on Income Support (percentage points) -3.3*** -0.2 -0.6 0.5
  • Statistical significance level *** 1%; ** 5%; * 10%, other values are non-statistically significant.
  • Note: Impacts are presented as an annual average and they are estimated over 4 post-program years.

Labour market partnerships study

Labour Market Partnerships (LMPs) are 1 type of Support Measure delivered under the LMDAs. LMPs assist employers, communities and/or industries to address their labour force adjustments and human resource needs. The measure provides funding for a wide range of activities, such as labour market and human resource research; development of workforce strategies and plans; raising awareness about human resources and labour market information; labour force adjustment services; developing training curriculum; and engagement activities.

This study represents the first in-depth examination of LMPs. It provides a detailed description of the measure’s design and delivery, and highlights challenges and lessons learned that will help inform potential improvements. Findings are drawn from a document review (including 117 funded projects), a questionnaire completed by provincial or territorial departments and key informant interviews with 68 program officials and project holders across 10 PTs.

Key findings

  • Funded organizations include non-profits, businesses/employers, educational institutions and training providers, municipal and local governments, and Indigenous organizations
  • Funded projects targeted current and/or forecasted skills and/or labour shortages. These projects also targeted specific unemployed populations (for example, women, youth, Indigenous people, newcomers, persons with disabilities and the self-employed)
  • Partnerships were established to support the delivery of the majority of projects. Partners made a financial or in-kind contributions. Provincial and territorial departments and key informants explained that partners’ expertise, network and financial contribution are all essential to project implementation and success
  • Most, but not all, PTs collect performance data, in accordance with the Labour Market Transfer’s Performance Measurement Strategy

Funded organizations

Funded organizations include non-profits (such as industry associations, sector councils, employer associations and Indigenous organizations), businesses/employers, educational institutions and training providers (private and non-profit) as well as municipal and local governments including Indigenous governments.

Targeted labour market issues

LMP projects targeted current and/or forecasted skills and/or labour shortages. These projects also targeted specific unemployed populations (for example, women, youth, Indigenous people, newcomers, persons with disabilities and the self-employed).

Generally, funded projects target labour market issues associated with:

  • lack of capacity for human resource planning resulting in employee attraction and retention challenges
  • projected or actual growth of industry/business
  • aging workforce
  • businesses downsizing/closure
  • limited employment opportunities in Indigenous, or small and remote communities
  • barriers to employment experienced by a target population

The majority of projects reviewed aligned with their respective provincial or territorial program objectives and eligible activities.

Partnerships

All participating PTs confirmed that program officials carried out activities to support the formation and maintenance of partnerships (with sector and community stakeholders) as a part of the program design and delivery. PT departments and key informants explained that partners’ expertise, networks and financial contribution are all essential to project implementation and success.

The document review of 117 projects confirmed that:

  • partnerships were established to support the delivery of the majority of projects
  • partners made a financial or in-kind contribution. The most common forms of in-kind contribution were expertise, as well as staff time for project administration and delivery, office/event space and usage of equipment
  • project activities delivered with the support of partners included labour market and human resource research, training development and/or delivery, career/job awareness, workforce strategy/plan development, engagement, awareness of labour market information, and human resource tools development

Performance measurement

As per the Labour Market Transfer Agreements’ Performance Measurement Strategy, the majority, but not all, of participating PTs collect data on:

  • number of employers that participate in LMP
  • under-represented groups targeted under LMP
  • number of employers providing upskilling/upgrading or maintenance training to their employees through LMP

Project holders collected additional data associated with project outputs and outcomes.

Challenges and lessons learned

PTs and key informants identified challenges related to project holder recruitment and setting up LMP projects (application, identifying partners), as well as to program administration and monitoring.

Actions of program officials and project characteristics that are conducive to the success of the program included:

  • ongoing communication and relationship building between PT government officials and project holders
  • clearly defined labour market issues/needs that the projects aimed to address. These generally occur through clear project objectives, activities, expected outputs and outcomes, and performance measurement requirements
  • ensuring that project holders have the capacity to deliver the project
  • strong partnerships between project holders, government officials, and stakeholders (community, sector) resulting in valuable contributions to the project delivery

Annex D – Targeting, Referral and Feedback study

In this section

Introduction

Individuals that receive training and employment supports while receiving EI income benefits earn more and reduce their dependence on EI and social assistance. Under the LMDAs, the federal government provides $2 billion a year for labour market supports to workers and employers across Canada. These supports range from less-intensive employment counselling and job search assistance to more intensive supports such as skills training and experiential learning through targeted wage subsidies.

A quarter of individuals take training while receiving EI income benefits, with 25% of these individuals waiting 6 months into their EI claim before starting training. Evidence shows that even less intensive supports provided during the first 4 weeks of an EI claim have an impact on earnings and employment, and facilitate earlier returns to work for participants. Many unemployed individuals in receipt of EI benefits already have strong labour market attachment and recent work experience. They require targeted supports to quickly find new employment.

Context

In Canada, training is a shared responsibility between the federal and provincial and territorial governments. The Government of Canada’s largest investment in training is through the LMDAs. PTs deliver the bulk of active employment measures in Canada. These programs are funded either through transfers from the federal government, like the LMDAs or the complementary Workforce Development Agreements (WDAs), or through provincial/territorial general revenues. Since devolution in the mid 1990s, PTs have developed the expertise and delivery infrastructure for training with the broadest reach geographically and at the community level. Each year, more than a million individuals and employers receive training and employment supports funded by the LMDAs and Workforce Development Agreements (WDAs) combined.

In 2018, the LMDAs were amended and introduced a requirement for PTs to implement the federal Targeting, Referral and Feedback (TRF) solution to actively reach out to unemployed individuals to offer them employment programs and services available in their jurisdiction. Prior to 2018, earlier versions of the TRF were used by some jurisdictions, largely for program integrity purposes.

Through this new TRF system, PTs can identify the new EI applicants in their jurisdiction and select by location and demographic characteristics to match individuals with training and employment opportunities in their local labour markets. Since then, PTs have reached out to more than 2 and a half million EI applicants across Canada. In FY2021, half (1.5 million) of all EI applicants (3.1 million) were referred to PTs for outreach.

During the pandemic, the LMDAs were amended to provide PTs with data on recipients of federal emergency income benefits so individuals would be made aware of labour market supports and employment opportunities in their respective jurisdictions. More than half a million emergency benefit recipients received training or employment supports during the pandemic. This meant that those individuals who lost employment and retrained during the pandemic were ready to participate in Canada’s economic recovery once public health restrictions eased.

TRF during the pandemic

As part of its emergency response to the COVID-19 pandemic, the Government of Canada introduced temporary income supports, including the Canadian Emergency Response Benefit (CERB) under the Employment Insurance program and the Canada Recovery Benefit (CRB). The Government also provided an additional $1.5 billion under the WDAs to allow more Canadians to access skills training and employment supports.

Given that CERB was offered to unemployed Canadians affected by the pandemic, Employment and Social Development Canada (ESDC) was able to quickly provide aggregated data on CERB and CRB clients to PTs so that jurisdictions understood the impacts on their local labour markets.

After the CERB ended, the CRB benefit started for individuals continuously impacted by job losses as a result of COVID-19. ESDC supplemented the aggregate reports to PTs to provide updated quarterly reports on ERB/CRB combined.

With this data, PTs could inform their service delivery networks, and amend TRF criteria settings based on data trends to provide additional outreach. For example, Alberta used the EI-CERB data to conduct drive-through job fairs in Medicine Hat. During the pandemic, TRF was used to contact CERB recipients to offer services. More than 4,000 individuals from 40 different occupational groups participated in the Medicine Hat Drive-Thru Job Fair while receiving federal emergency benefits.

How does TRF work

When an individual applies online for EI benefits, the TRF system instantly assesses their specific profile against selected criteria such as last occupation or education level. Other demographic filters are available, such as gender and age. ESDC works with each jurisdiction to define catchment areas which are comprised of a grouping of postal codes. This allows PTs to identify EI recipients who could be suitable for in-demand jobs or for labour market programs in the different parts of their region. Provincial and territorial officials can revise these criteria at any time to respond to labour market changes, program offerings and available capacity.

TRF in Action

A company plans to invest $1 billion into a new cement plant in a rural community that is experiencing high unemployment.

The jurisdiction works with the company to determine its workforce needs. Based on this information, the jurisdiction sets its criteria in TRF to obtain a daily list of EI applicants to select individuals from related National Occupation Codes (NOC), such as manufacturing labourers (NOC 9619), concrete finishers (NOC 7282) and heavy equipment operators (NOC 7521). In parallel, the jurisdiction works with the company to design a suite of training supports to get individuals job-ready for the range of new positions available at the cement plant.

Using TRF, the jurisdiction will be able to contact selected individuals to offer them training supports directly related to the new positions, and to inform those that are a job-ready of the new job opportunities.

This new investment will help create close to 1,500 new jobs in and around that community.

TRF successes: provincial and territorial spotlight

Newfoundland and Labrador

In FY2021, Newfound and Labrador received applicant details on more than 40% of all EI applicants in the province. Since its implementation of TRF in 2019, Newfoundland and Labrador has been testing approaches for outreach to determine what works for different types of individuals, depending on their labour market characteristics. The province found that contacting referred clients by phone after contacting them by email often resulted in better success, compared to only using email, which was often erroneously categorised as spam. The province found success in their initial contact email to the client, by indicating in the subject line that there was a potential employment opportunity.

Nova Scotia

In FY2021, Nova Scotia contacted more than 34,000 individuals, representing 35% of all EI applicants in the province. Nova Scotia launched TRF in February 2020 and divided its province into 5 catchment areas based on economic regions. The province focused its efforts on individuals whose jobs were affected by the idling of the pulp and paper mill in northern Nova Scotia. The province selected individuals that worked in occupation classifications associated with the industry to offer them services provided by local Nova Scotia Works (NSW) sites across the province. This effort resulted in more than 50 individuals gaining re-employment in that sector.

During the pandemic, as public health restrictions became more impactful, the province opened up TRF criteria to all EI applicants to advertise the Employment Assistance Services throughout the province. As the first and second waves subsided, the province scaled back its approach to target sectors that were the most at risk for example, those in the health care support occupations.

New Brunswick

New Brunswick implemented TRF in the summer of 2020 and is currently adjusting their catchment areas to set criteria based on regional and local needs. Even in this early implementation phase, the province obtained referral information on more than 300 EI applicants in FY2021. New Brunswick started by focussing on retail and hospitality occupations. New Brunswick established 24 catchment areas and is currently pilot testing select areas.

Prince Edward Island

Prince Edward Island implemented TRF in August 2021, and over the remainder of the fiscal year they received applicant details on almost 1,400 EI applicants using catchment areas that that were 50 km (or less) driving radius from a Service Canada Centre. The province is at the early stages of the implementation and is in the process of setting criteria to observe the flow of EI applicants within the 5 catchment areas.

Ontario

In FY2021, Ontario contacted almost 5,000 EI applicants in the province. Ontario implemented TRF in the spring of 2020 and started with a pilot to test in 3 catchment areas (Muskoka-Kawarthas, Peel and Hamilton-Niagara). Ontario is currently establishing business processes with their service providers. Once this is complete, the province will implement TRF across all catchment areas with all their service providers. Ontario continues to test new approaches to reach even more individuals using TRF.

Quebec

Quebec began using a modernized version of TRF in November 2014. Quebec currently has 123 catchment areas in the province, and in FY2021, received applicant details on almost 500,000 EI applicants representing 60% of EI applicants in Quebec. Early success in Quebec demonstrated that setting criteria filters based on employer and economic demand resulted in better uptake for available jobs and training opportunities. Quebec continues to use TRF as a key instrument for monitoring program integrity.

Manitoba

Manitoba implemented TRF in the spring of 2020 with 12 catchment areas. At the start of the pandemic, Manitoba opened up their criteria sets in all catchments to conduct in-depth analysis on the number of referrals and the characteristics (National Occupation Classification Code (NOC), education, age, etc.) of clients referred. Although Manitoba started setting criteria early, they decided not to contact potential clients due to complications caused by the pandemic. Manitoba is currently focused on setting precise criteria in order to meet their labour market needs and ensure a quick economic recovery.

Saskatchewan

Saskatchewan implemented TRF in January of 2020 and due to the pandemic, like many other jurisdictions, they opened up their criteria filters to receive more referrals. In FY2021, Saskatchewan contacted almost 5,000 EI applicants, representing 6% of EI applicants in the province. Saskatchewan will soon be automating their system to contact and provide services to even more individuals. Saskatchewan is also reaching out to employers for job matching opportunities to fill vacant positions across the province.

Alberta

In FY2021, Alberta contacted more than 20,000 EI applicants. Early in the pandemic, Alberta pivoted their service delivery from in-person based offerings to online services, supplemented with phone and video chats. During this time, Alberta used TRF to generate a list of invitees to an annual Trucking conference in Northern Alberta and noticed an increased uptake at the conference with this targeted approach. Alberta has also found that contacting clients by mail first resulted in better success than email. Today, two thirds of Southern Alberta’s Transition to Employment Services program participants result from TRF outreach.

Alberta began piloting TRF in January of 2017 with 1 service provider in each of the 3 following areas: Edmonton, Calgary and Red Deer. Alberta started the process with 14 catchment areas based on electoral boundaries and a set driving distance for a referred applicant to access a service centre. In 2019, Alberta divided the province into 37 catchments and successfully implemented TRF across the province.

Alberta’s service providers set criteria informed by their engagement with employers, as well as by using intelligence on all activities related to production, consumption, and trade of goods and services in each catchment area. This maximizes efforts and prevents duplication of efforts between service providers.

British Columbia

In FY2021, British Columbia contacted 115,000 EI applicants, representing a 35% of EI applicants in the province. British Columbia piloted TRF from fall 2015 through spring 2016 with 17 catchment areas and completed a full provincial rollout in fall 2016. British Columbia’s service delivery model is decentralised to a network of third-party service providers throughout the province. Following the successful pilot, British Columbia expanded to all service providers and refined its approach through feedback received from their stakeholders.

British Columbia leveraged their existing secure client management portal to manage criteria setting as well as transfer information on targeted clients and results of contact. The jurisdiction sets criteria to select applicants for quick returns to work, as well as to provide other programming supports to those needing additional assistance. British Columbia currently manages a service delivery network of 45 catchment areas.

During the start of the COVID-19 pandemic, there was increased pressure on service providers to reach out to clients due to the large number of EI applications. British Columbia introduced a pilot project with focus groups to change its messaging based on referrals received in March and April of 2020 to better attract specific applicants.

Since the launch of the WorkBC program in April 2019, the province received an average of 7,800 TRF referrals per month.

Yukon

Yukon began using the TRF application in fall 2020 and established 17 catchments. The number of EI applicants are relatively low given the territories small size, therefore Yukon is interested in a wide-ranging strategy to receive all EI applicants as referrals. Yukon also faced many challenges in the implementation of TRF due to the pandemic.

Northwest Territories

The Northwest Territories implemented TRF using 5 catchments in spring 2020. The territory started receiving information on individuals from a few of its catchment areas to analyse the uptake and client types. Northwest Territories is not contacting EI applicants due to the pandemic.

Nunavut

Nunavut defined 25 catchment areas based on feedback from their communities and Members of Legislative Assembly (MLAs). For Nunavut, it was important for each MLA to know the EI trends and employment situation of their respective communities. As such, Nunavut is looking at labour market information and socio-economic factors to set TRF criteria.

Mining is an in-demand sector in Nunavut, therefore the territory is interested in using TRF for outreach to EI applicants from the mining-related sectors for quick returns to work and for longer-term program training opportunities. Nunavut is also interested at setting criteria to target individuals who would be interested, but do not have the skills sets, to become managers and senior managers in various sectors. Upward mobility for individuals is very important to support the high cost of living in the territory.

TRF successes: Implementation

Step 1 – Establishing connectivity

ESDC worked with all jurisdictions to establish a reliable and secure data exchange for obtaining information on individuals and for sharing feedback and postal code groupings. This process varied across jurisdictions due to the uniqueness of their systems.

Step 2 – Defining catchment areas

PTs divide their jurisdiction by catchment areas based using groupings of postal codes, often determined on the proximity of service and program locations. Some define their catchment areas using electoral boundaries or census divisions, while others use their service delivery network and/or provincial/territorial administrative office locations. Jurisdictions can amend their catchment areas at anytime during to be responsive to shifts in their service delivery networks.

Step 3 - Privacy safeguards

The privacy notice on the EI application informs individuals that their information could be shared with their home province or territory. Once an individual meets the TRF selection criteria of their jurisdiction, the individual is further advised that their information is being provided to their jurisdiction and that they may be contacted to discuss programs and services. Privacy and legal safeguards are embedded into the system, and each year, PTs are required to attest that their officials meet the security requirements necessary to access information of this nature.

Step 4 – Data exchange

The TRF system can filter EI applicants based on the following criteria:

  • level of education
  • rate of hourly pay
  • consecutive duration of unemployment – time elapsed since last employment
  • occupation of last employment
  • age
  • number of months of tenure in most recent job
  • place of residence
  • reason for job separation
  • target group (for example, persons with disabilities, women, visible minorities)

Data is exchanged between ESDC and PTs on a daily basis, using a common format developed in collaboration with jurisdictions.

Summary

TRF has generated promising initial results across the country in terms of the benefits of active outreach opportunities. Since the start of the pandemic in March of 2020, most jurisdictions were quickly able to implement TRF and set open criteria filters, which allowed them to get as many referrals as possible. However, circumstances left applicants reluctant for in person services.

In general, it takes a province or territory approximately 3 years to implement TRF fully. Collaboration between ESDC, PTs, who in turn collaborate with labour market stakeholders in their respective jurisdictions, is key to enhancing active outreach opportunities and to supporting additional projects.

As PTs continue to implement TRF, there will be increased benefit to employers who seek skilled workers to fill labour shortages, and increased benefits to individuals seeking employment or reskilling to fill jobs in demand.

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