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

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.

In this section

• 3.1.1 Labour market context
• 3.1.2 Adapting service delivery
• 3.1.3 Working with stakeholders
• 3.1.4 Meeting the needs of underrepresented groups

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 staff^{Footnote 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 registrations^{Footnote 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.

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.

In this section

• 3.2.1 Newfoundland and Labrador
• 3.2.2 Prince Edward Island
• 3.2.3 Nova Scotia
• 3.2.4 New Brunswick
• 3.2.5 Quebec
• 3.2.6 Ontario
• 3.2.7 Manitoba
• 3.2.8 Saskatchewan
• 3.2.9 Alberta
• 3.2.10 British Columbia
• 3.2.11 Northwest Territories
• 3.2.12 Yukon
• 3.2.13 Nunavut

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.

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 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 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.

In this section

• 3.3.1 Repeat and combined use of skills development
• 3.3.2 Targeting, referral and feedback

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 development^{Footnote 3}

A recent study^{Footnote 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.

In this section

• 3.4.1 Indigenous programming
• 3.4.2 Investments in Workplace Skills
• 3.4.3 Labour Market Information

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 million^{Footnote 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.

3.4.2 Investments in workplace skills

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.

In this section

• Newfoundland and Labrador
• Prince Edward Island
• Nova Scotia
• New Brunswick
• Quebec
• Ontario
• Manitoba
• Saskatchewan
• Alberta
• British Columbia
• Northwest Territories
• Yukon
• Nunavut
• Supplemental indicators

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
5,812	1,001

Total participants: 15,743

Program	FY2021	Year-over-year change
Employment benefits	5,315	42.9%
Support measures: EAS	10,428	32.1%

Relative share

Program	FY2021	Year-over-year change(pp)
Employment benefits	33.8%	4.0
Support measures: EAS	66.2%	4.0

Total allocation: $141.4 million

Total expenditures	FY2021 ($ million)	Year-over-year change
Employment benefits	$86.8	22.0%
Support measures: EAS	$13.5	7.3%
LMP and R and I	$15.4	23.8%
Total expenditures1	$115.8	15.1%

• 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%

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

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
4,149	864

Total participants: 9,726

Program	FY2021	Year-over-year change
Employment benefits	3,267	7.3%
Support Measures: EAS	6,459	5.9%

Relative share

Program	FY2021	Year-over-year change (pp)
Employment benefits	33.6%	0.3
Support measures: EAS	66.4%	0.3

Total allocation: $27.1 million

Total expenditures	FY2021 ($ million)	Year-over-year change
Employment benefits	$17.6	18.3%
Support measures: EAS	$5.2	21.4%
LMP and R&I	$2.0	49.3%
Total expenditures1	$24.9	8.7%

• 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%

Table 4 - LMDA Programming Prince Edward Island, FY2021

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

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

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
7,287	1,777

Total participants: 17,595

Program	FY2021	Year-over-year change
Employment benefits	3,958	26.0%
Support measures: EAS	13,637	31.6%

Relative share

Program	FY2021	Year-over-year change(pp)
Employment benefits	22.5%	1.3
Support measures: EAS	77.5%	1.3

Total allocation: $91.0 million

Total expenditures	FY2021 ($ million)	Year-over-year change
Employment benefits	$41.1	11.1%
Support measures: EAS	$42.4	54.1%
LMP and R&I	$7.4	52.4%
Total expenditures1	$91.0	1.8%

• 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%

Table 6 - LMDA Programming, Nova Scotia, FY2021

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

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

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
12,172	3,578

Total participants: 30,979

Service type	FY2021	Year-over-year change
Employment benefits	9,534	28.6%
Support measures: EAS	21,445	31.7%

Relative share

Service type	FY2021	Year-over-year change(pp)
Employment benefits	30.8%	0.9
Support measures: EAS	69.2%	0.9

Total allocation: $102.6 million

Total expenditures	FY2021 ($ million)	Year-over-year change
Employment benefits	$60.9	16.9%
Support measures: EAS	$6.9	18.9%
LMP and R&I	$17.2	1.1%
Total expenditures1	$85.0	14.3%

• 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	15.6

Table 8 - LMDA Programming, New Brunswick, FY2021

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

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

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
63,093	29,197

Total participants: 114,421

Service type	FY2021	Year-over- year change
Employment benefits	25,697	20.9%
Support measures: EAS	88,724	58,6%

Relative share

Service type	FY2021	Year-over- year change (p.p.)
Employment benefits	22.5%	9.3
Support measures: EAS	77.5%	9.3

Total allocation: $647.6 million

Total expenditures	FY2021 (million $)	Year-over-year change
Employment benefits	$293.8	17,0%
Support measures: EAS	$143.3	0.5%
LMP and R&I	$210.5	50.1%
Total Expenditures1	$647.6	1.1%

Estimated unpaid EI benefits ($ millions)

FY1920	FY2021	Year-over-year change
$302.8	$171.4	43.4%

Table 10 - LMDA Programming, Quebec, FY2021

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

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

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
77,893	61,254

Total participants: 186,700

Service type	FY2021	Year-over-year change
Employment benefits	32,191	17.1%
Support measures: EAS	154,509	20.3%

Relative share

Service type	FY2021	Year-over-year change(pp)
Employment benefits	17.2%	4.8
Support measures: EAS	82.8%	4.8

Total allocation: $684.1 million

Total expenditures	FY2021 ($ million)	Year-over-year change
Employment Benefits	$163.7	1.4%
Support Measures: EAS	$343.0	8.7%
LMP and R&I	$177.4	0.7%
Total Expenditures1	$684.1	4.0%

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%

Table 12 - LMDA Programming, Ontario, FY2021

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

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

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
11,263	6,639

Total participants: 72,546

Service type	FY2021	Year-over-year change
Employment benefits	10,112	32.2%
Support measures: EAS	62,434	31.3%

Relative share

Service type	FY2021	Year-over-year change(pp)
Employment benefits	13.9%	0.2
Support measures: EAS	86.1%	0.2

Total allocation: $55.6 million

Total expenditures	FY2021 ($ million)	Year-over-year change
Employment benefits	$36.9	12.8%
Support measures: EAS	$10.9	8.2%
LMP and R&I	$7.8	12.5%
Total Expenditures1	$55.6	11.8%

• 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%

Table 14 – LMDA Programming, Manitoba, FY2021

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

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

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
16,317	858

Total participants: 23,921

Service type	FY2021	Year-over-year change
Employment benefits	15,732	26.5%
Support measures: EAS	8,189	24.5%

Relative share

Service type	FY2021	Year-over-year change(pp)
Employment benefits	65.8%	0.6
Support measures: EAS	34.2%	0.6

Total allocation: $55.6 million

Total expenditures1	FY2021 ($ million)	Year-over-year change
Employment benefits	$29.5	9.9%
Support measures: EAS	$11.4	8.9%
LMP and R&I	$7.5	72.6%
Total expenditures1	$48.3	1.8%

• 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%

Table 16 – LMDA Programming, Saskatchewan, FY2021

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

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

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
33,467	17,506

Total participants: 87,219

Service type	FY2021	Year-over-year change
Employment Benefits	18,137	10.3%
Support Measures: EAS	69,082	30.4%

Relative share

Service type	FY2021	Year-over-year change(pp)
Employment Benefits	20.80%	3.9
Support Measures: EAS	79.20%	3.9

Total allocation: $182.8 million

Total expenditures1	FY2021 ($ million)	Year-over-year change
Employment Benefits	$118.1	11.0%
Support Measures: EAS	$48.6	0.0%
LMP and R&I	$3.6	0.0%
Total Expenditures	$182.8	6.9%

• ¹ Expenditures are estimates. Totals may not add up due to rounding; does not include accounting adjustments.

Table 18 – LMDA Programming, Alberta, FY2021

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

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

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
30,119	8,876

Total participants: 81,460

Service type	FY2021	Year-over-year change
Employment benefits	38,223	22.0%
Support measures: EAS	43,237	50.4%

Relative share

Service type	FY2021	Year-over-year change(pp)
Employment benefits	46.9%	10.9
Support measures: EAS	53.1%	10.9

Total allocation: $308.7 million

Total expenditures	FY2021 ($ million)	Year-over-year change
Employment benefits	$191.8	11.9%
Support measures: EAS	$42.6	17.1%
LMP and R&I	$14.4	10.4%
Total expenditures1	$248.9	12.7%

• 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%

Table 20 – LMDA Programming, British Columbia, FY2021

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

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

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
228	20

Total participants: 394

Service type	FY2021	Year-over-year change
Employment benefits	161	46.3%
Support measures: EAS	233	44.3%

Relative share

Service type	FY2021	Year-over-year change(pp)
Employment benefits	40.9%	0.9
Support measures: EAS	59.1%	0.9

Total allocation: $3.3 million

Total expenditures	FY2021 ($ million)	Year-over-year change
Employment benefits	$1.3	41.5%
Support measures: EAS	$0.8	5.6%
LMP and R&I	$0.2	135.7%
Total expenditures1	$2.3	27.6%

• 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%

Table 22 – LMDA Programming, Northwest Territories, FY2021

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

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

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
164	23

Total participants: 224

Service type1	FY2021	Year-over-year change
Employment benefits	166	9.3%
Support measures: EAS	58	26.6%

• 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%	4.3
Support measures: EAS	25.9%	4.3

Total allocation: $4.3 million

Total expenditures	FY2021 ($ million)	Year-over-year change
Employment benefits	$1.3	31.1%
Support measures: EAS	$1.4	18.5%
LMP and R&I	$0.1	48.4%
Total expenditures2	$2.8	23.4%

• 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%

Table 24 – LMDA Programming, Yukon, FY2021

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

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

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
217	511

Total participants: 728

Service type	FY2021	Year-over-year change
Employment benefits	217	36.0%
Support measures: EAS	511	6.0%

Relative share

Service type	FY2021	Year-over-year change(pp)
Employment benefits	29.80%	11.5
Support measures: EAS	70.20%	11.5

Total allocation: $3.2 million

Total expenditures	FY2021 ($ million)	Year-over-year change
Employment benefits	$2.3	5.2%
Support measures: EAS	$0.0	0.0%
LMP and R&I	$0.8	5.2%
Total expenditures1	$3.2	5.2%

• 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%

Table 26 – LMDA Programming, Nunavut, FY2021

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

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

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.

• 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.

In this section

• Main results
• Expanding eligibility to PPE
• Underrepresented groups
• Age distribution
• Employment benefits
• Support measures

Main results^{Footnote 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 groups^{Footnote 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 disabilities^{Footnote 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 distribution^{Footnote 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.

• ¹ Based in part on estimates provided by Nunavut at time of writing. EI Part II services to individuals are through the ISET program.

• 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%
Support measures: EAS	478,946	37.90%
Pan-Canadian	35,019	16.50%

LMDA Relative share

	FY2021	Year-over-year change (p.p.)
Employment benefits	25.40%	5.0
Support measures: EAS	74.60%	5.0

Managing for results

Indicator	Total	Year-over-year change
Active claimants served	169,514	35.30%
Returns to employment	155,183	20.10%
Estimated unpaid benefits ($ million)	$800.24	24.10%

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

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.

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.

Expenditures^{Footnote 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.

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

In this section

• Incremental impact findings
• Results
• Labour market partnerships study

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.

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.

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.

In this section

• Introduction
• Context
• TRF during the pandemic
• How does TRF work
• TRF successes: provincial and territorial spotlight
• TRF successes: Implementation
• Summary

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 successes: provincial and territorial spotlight

TRF successes: Implementation

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.