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

Employers and the labour shortage

The labour market in 2022‑23 saw historic lows in the unemployment rate and record highs in the employment rate; however, employers still faced significant challenges in filling vacancies. This was further reflected in certain regional and sectoral skills mismatches. In regional terms, a 2022 Statistics Canada report indicated that while most PTs faced skills gaps and recruitment difficulties, these were most pronounced in Quebec, Saskatchewan, and Yukon.^{Footnote 21}

In terms of sectoral impacts, despite a gradual recouping of employment losses in 2022, by March 2023 there were still 99,600 (-8.2%) fewer individuals working in accommodation and food services, and 36,100 (-4.6%) fewer in other personal services than in February 2020. Unrecovered employment deficits and high vacancies in 2022‑23 point to a shift in worker preferences away from these lower-paying service industries and toward better-paying industries and occupations.

There was also evidence of a shift away from self-employment, which appeared not to have kept pace with paid-employment. At 5.5% (-154,200), self-employment in March 2023 was still below its level in February 2020, while paid employment was up by 6.2% (+1,019,600).

Even so, there was some indication of a cooling-off in job vacancies and hiring intentions. After reaching its peak of about 1 million in the first quarter of 2022‑23, the number of job vacancies decreased steadily, with a cumulative decline of about 284,750 vacant positions by the second quarter of the fiscal year.

In the second and third quarters of 2022, there was an average of 1.1 unemployed persons for each job vacancy in Canada. The tightness eased somewhat in the first quarter of 2023 as there were 1.3 unemployed persons for every vacancy. Compared to the first quarter of 2020, the unemployment-to-job vacancy ratio stood at 2.4. ^{Footnote 22}, ^{Footnote 23} According to a 2022 survey, 44.5% of companies stated that they were having difficulty recruiting employees with the required skills.^{Footnote 24}

For example, public-facing occupations, such as those in the health care and social assistance sector, are most affected by the labour shortage and the recruitment difficulties faced by employers.^{Footnote 25} There were 143,400 job vacancies in health care and social assistance in May 2022, up 20.0% (+23,900) from May 2021. ^{Footnote 26}

While skills shortages are expected to ease in some sectors in the medium term (e.g., accommodation and food services), longstanding structural shortages in other sectors (e.g., the health sector) may persist in the longer-term, given the aging of Canada’s population and the time it takes to train workers. With a large share of the working population (15-64) nearing retirement age, it is anticipated that labour markets will remain tight, and possibly put pressure on GDP growth.

Distinctive shift in the labour market: ride and delivery services

A recent survey conducted by Statistics Canada showed that approximately 250,000 Canadians were involved in gig employment through digital platforms in 2022. Ride and delivery services are the most common types of jobs within gig employment.^{Footnote 27} This distinctive shift in labour demand in recent years, due in particular to the emergence of new work technologies and fostered by specific economic contexts, such as the 2008 financial crisis and the COVID-19 pandemic, is putting more Canadians in difficult working and economic conditions.^{Footnote 28}

Increase in the number of EBSM participants and training and employment supports

Training and employment supports under Part II of the EI Act were provided to more than 800,000 participants ^{Footnote 30} in 2022‑23 (an increase of 12.6% year-over-year). There were approximately 751,000 participants under the LMDAs and 53,000 participants served through the Pan-Canadian programming, including the ISET program.

Data demonstrates that the number of Employment Benefits and EAS are increasing. In 2019‑20, there were a total of 968,632 Employment Benefits and EAS, in 2020‑21 there were a total of 641,656, in 2021‑22 there were a total of 667,357, and in 2022‑23 there were a total of 751,131.

Data shows that there is a fairly consistent use of both Employee Benefits (approximately 20%-30%) and EAS (approximately 70%-80%).

Compared to 2021‑22, client volumes and age distribution of clients remained relatively similar. Youth clients (age 15-24) represented 22.1% of clients in 2022‑23 (percentage point change of -2.5 from the previous year), while core age workers (age 25-54) represented 65.3% (percentage point change of -0.1) and clients over the age of 55 represented 12.3% (percentage point change of +2.3).

Age distribution

In 2022‑23, most EBSM clients were in their core working years (25 to 54 years old), totaling 65.3% of all clients. Youth, those aged 15-24 years old, represented 22.1% of all clients, and clients aged 55 or older were the remaining 12.3%. In comparison to 2021‑22, the percentage of youth clients was slightly lower in 2022‑23 (-2.5%) and the percentage of clients aged 55 or older was slightly higher in 2022‑23 (+2.3%). Core-age clients remained relatively the same in terms of overall client shares in 2021‑22 and 2022‑23.

There has been a slow but continuing increase in the share of LMDA clients who are youth over the last 9 years. In 2014‑15, the share was 19.4% and in 2022‑23 it is 22.1%. This has been offset by a slight decrease in the share of clients who are core age, rather than a decrease in the share of clients who are older than 55.

Text description of chart 3.1.3.2 – Age distribution of clients, Canada, 2013‑14 to 2022‑23

Client type	2013‑14	2014‑15	2015‑16	2016‑17	2017‑18	2018‑19	2019‑20	2020‑21	2021‑22	2022‑23
Youth (15-24 years old)	19.4%	19.4%	20.6%	20.4%	21.0%	22.3%	20.9%	24.5%	24.6%	22.1%
Core-age (25-54 years old)	69.0%	68.1%	66.9%	66.7%	65.5%	63.1%	65.1%	65.9%	65.4%	65.3%
Workers aged 55+	11.6%	12.5%	12.4%	12.9%	13.5%	13.4%	13.9%	9.5%	10.0%	12.3%

Designated and/or under-represented groups

The LMDAs support designated and/or under-represented individuals, which is a priority for the Government of Canada. Individuals from designated and/or under-represented groups face greater barriers to labour market attachment. They have also been disproportionately affected by unemployment and reduced working hours. These designated groups and/or under-represented groups include Indigenous peoples, persons with disabilities, visible minorities, youth, and women.

PTs continue to assist designated groups and/or under-represented groups gain access to training and employment programming. This is essential to assist with meeting Canada’s high labour demand. With the programming provided under the LMDAs, designated and/or under-represented individuals will be better positioned to further integrate into the labour market and remain employed on a more long-term basis. In 2022‑23, LMDA participants included, in terms of designated and/or under-represented populations: ^{Footnote 31}, ^{Footnote 32}

• 128,000 persons with disabilities (a 48,000 increase year-over-year)
• 133,000 visible minorities (a 33,000 increase year-over-year)
• 74,000 Indigenous peoples (a 9,000 increase year-over-year)
• 56,000 older workers (55+) ^{Footnote 33} (a 4,000 decrease year-over-year)
• 100,000 youth (15-24) ^{Footnote 34} (a 60,000 decrease year-over-year)
• 334,000 women (a 24,000 increase year-over-year)

Official languages

To foster the full recognition and use of English and French in Canadians society, and to help ensure that labour market programs and services are delivered in both official languages, all LMDAs contain commitments by PTs to have programs and services delivered in both official languages, where there is significant demand.

Employment Assistance Services

Employment Assistance Services (EAS) provide crucial support to those who have been absent from the labour market for an extensive period or who have low job attachment (see definition in Section 3.1.2). These training and employment supports include Employment Services or Individual Counselling.

In 2022‑23, a total of 562,987 EAS services were delivered, an increase of 18.6% year-over-year.

Employment Services continued to be the most common EAS type, as it is the first service that a client receives when they visit their local employment centre. During the first EAS visit, employment counsellors assess the needs of the individual client and then determine what additional training and employment supports would be required for that client to get a job. A total of 382,336 Employment Services supports were delivered, an increase of 27.5% year-over-year, which corresponds with the overall increase in clients served. A total of 180,651 Individual Counselling supports were delivered in 2022‑23, increasing by 3.4% year-over-year.

Other Support Measures

Labour Market Partnership (LMP) supports employers to deal with labour force adjustments and meet human resources requirements. Supports are provided to employers, employee, or employer associations, community groups, and communities to develop or implement strategies (see definition in Section 3.1.2) to improve their organizations. In 2022‑23, LMP expenditures totalled $302.8 million, increasing by 3.5% year-over-year.

Research and Innovation (R&I) initiatives seek to identify better ways of helping people prepare for, return to, or keep employment, and be productive participants in the labour force (see definition in Section 3.1.2). In 2022‑23, R&I expenditures totalled $276.8 million, compared to $191.1 million in the previous year. Results of R&I projects are reviewed as part of evaluations, where applicable, and disseminated as promising approaches or best practices to organizations to consider in other programming contexts.

2022‑23 EBSM key facts

¹ Numbers for Yukon and Nunavut are not available.

¹ This table is new for the 2022‑23 chapter 3. Methodology will continue to be refined in future years as some training and employment supports do not collect specific age data.

² Numbers for Yukon and Nunavut are not available.

ESDC monitors the results of EBSM-similar programming delivered by PTs through 3 key performance indicators:

• the number of active EI claimants served
• the number of EI clients who return to employment
• the amount of unpaid EI Part I benefits resulting from returns to employment

¹ 2022‑23 numbers for Yukon and Nunavut are not available

² Volatility in the estimated Unpaid EI Benefits from 2021‑22 to 2022‑23 correlates with the speed of recovery of the labour market after the pandemic that allowed many Canadians to return to work

Text description of chart 3.1.8.1 – Canada, 2013‑14 to 2022‑23, key performance indicators ^1,2

Year	Estimated unpaid EI benefits2	Returns to employment	Active EI clients served	Total clients served
2013‑14	$1,061,504,286	171,956	341,358	695,745
2014‑15	$1,121,978,736	173,593	332,099	674,081
2015‑16	$1,154,570,348	178,556	348,392	717,896
2016‑17	$1,344,613,965	187,172	341,262	734,309
2017‑18	$1,103,167,911	177,335	304,339	695,911
2018‑19	$1,070,684,378	188,717	277,337	670,431
2019‑20	$1,054,344,499	194,120	254,553	630,425
2020‑21	$800,239,777	155,183	160,072	394,285
2021‑22	$1,588,456,667	190,919	153,689	409,459
2022‑231	$856,401,107	157,856	144,904	451,350

¹ Numbers for Yukon and Nunavut are not available

² Volatility in the estimated Unpaid EI Benefits from 2021‑22 to 2022‑23 correlates with the speed of recovery of the labour market after the pandemic that allowed many Canadians to return to work

The Supplemental Indicators Table presents supplementary performance indicators at the national and PT level. Since multiple factors can influence results at the individual, jurisdictional and national level, these indicators cannot be solely attributed to the LMDAs.

¹ Numbers for Yukon and Nunavut are not available.

² Return to work/Total Labour Force refers to the proportion of clients in 2022‑23 who were known to have returned to employment following a LMDA service in relation to the total labour force.

EBSM key facts

Text description of chart 3.2.1.1 – Age distribution of clients, Newfoundland and Labrador, 2013‑14 to 2022‑23

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	22.3%	73.9%	3.6%
2014‑15	26.6%	62.5%	10.9%
2015‑16	26.6%	62.8%	10.6%
2016‑17	23.6%	64.5%	11.8%
2017‑18	23.6%	64.1%	12.3%
2018‑19	23.8%	62.4%	13.5%
2019‑20	25.0%	62.0%	12.8%
2020‑21	26.4%	62.8%	10.7%
2021‑22	28.9%	62.3%	8.8%
2022‑23	27.9%	60.0%	11.9%

Text description of chart 3.2.1.2 – Newfoundland and Labrador, 2013‑14 to 2022‑23, clients served by client type

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	8,831	1,928	n/a	1,980
2014‑15	8,850	2,513	n/a	1,126
2015‑16	8,941	2,095	n/a	1,297
2016‑17	9,308	1,812	n/a	1,232
2017‑18	9,390	2,370	n/a	1,107
2018‑19	7,716	1,371	124	542
2019‑20	5,831	2,284	281	1,253
2020‑21	4,090	1,526	196	1,001
2021‑22	4,596	1,467	220	1,003
2022‑23	4,023	1,893	237	1,009

Text description of chart 3.2.1. 3 – Newfoundland and Labrador, 2013‑14 to 2022‑23, key performance indicators

Year	Estimated unpaid EI benefits	Returns to employment	Active EI clients served	Total clients served
2013‑14	$25,690,584	5,918	8,831	12,739
2014‑15	$25,346,330	3,298	8,850	12,489
2015‑16	$22,251,760	3,306	8,941	12,333
2016‑17	$23,234,836	3,696	9,308	12,352
2017‑18	$17,468,413	2,795	9,390	12,867
2018‑19	$16,161,345	3,055	7,716	9,753
2019‑20	$16,744,493	2,990	5,831	9,649
2020‑21	$9,698,804	1,536	4,090	6,813
2021‑22	$23,563,713	3,002	4,596	7,286
2022‑23	$16,693,473	2,179	4,023	7,162

Labour market context

In 2022‑23, Newfoundland and Labrador continued to face a tight labour market with low levels of unemployment and challenges with human resources. There was a strong demand for training and employment supports to help employers with their operations and employees with in-demand skills required.

The unemployment rate for those aged 15 and over in Newfoundland and Labrador was 11.3% in 2022, in contrast to 13.1% in 2021.^{Footnote 35} In comparison, Canada’s unemployment rate in 2022 was 5.3% and in 2021 was 7.5 %.^{Footnote 36}

In March 2023, the province had nearly 5,470 job vacancies^{Footnote 37} compared to 27,200 persons who were without work, looked for work in the last 4 weeks, and were available for work^{Footnote 38}.

Similar to other provinces, Newfoundland and Labrador identified that it has a skills mismatch and an aging population. Ongoing labour shortages exist in retail, food service and accommodations, and health care. Future forecasting predicts vacancies in trades, transport, and equipment operator sectors. Labour demands may also grow for green economy jobs. There is also a need for increased training supports for new and emerging skills to ensure individuals and employers are ready to leverage new opportunities as they happen.

Canada-Newfoundland and Labrador Labour Market Development Agreement

In 2022‑23, Newfoundland and Labrador received approximately $144.0 million though the LMDA. Approximately 15,700 participants received training and employment supports. Within 6 months of receiving training and employment supports, approximately 48.6% of EI Active claimants were already employed which contributed to an overall savings of approximately $16.7 million in unpaid EI benefits.

Under the LMDA, Newfoundland and Labrador funds a number of flexible, responsive, and innovative programs and services. The programs and services help to address labour market demands as well as challenges and opportunities in the labour market. In 2022‑23, programs delivered to residents of Newfoundland and Labrador included:

• Wage Subsidies
• Job Creation Partnerships
• Self-Employment Assistance
• Skills Development
• Employment Assistance Services
• Labour Market Partnerships
• Research and Innovation

For example, the province delivered the Apprenticeship Supports program to provide apprentices the opportunity to attend full-time, in-school apprenticeship training, with assistance for incremental costs such as living allowance and travel to work towards journeyperson certification. In 2022‑23, 1,192 apprentices attended and benefited from this program.

Additionally, the Job Creation Partnerships Program provided EI-insured participants with opportunities to gain work experience to increase their chances of finding ongoing employment. In 2022‑23, 1,062 individual clients benefited from this program through 173 employers and 226 projects.

Designated and/or under-represented groups

As Newfoundland and Labrador’s economy rebounds, employers are facing labour shortages. In 2022‑23, the province invested a large amount of LMDA funding in their Skills Development program to provide assistance to individuals who are facing barriers to employment. This program targeted EI-eligible, unemployed or underemployed, and designated and/or under-represented groups such as persons with disabilities, youth, Indigenous peoples, and women.

The program provided financial support to individuals who are seeking full-time training or short-term training of less than 12 weeks at a public or private post-secondary training institution. In 2022‑23, the Skills Development program received $59,229,592 of funding and 3,680 individuals were supported with the following numbers being from designated and/or under-represented groups:

• 192 persons with disabilities
• 1,880 Youth
• 126 Indigenous
• 1,747 women

Stakeholder consultations

The province works with a range of stakeholders as part of its planning and review process. The province not only includes employee groups and employers, but also meets with community groups, Indigenous partners, business and industry associations, official language minority communities, labour organizations, educational institutions, youth groups, and municipal, provincial, and federal government departments.

For example, the province previously established Regional Workforce Development Committees in 10 regions. The committees meet regularly and provide an opportunity for stakeholders to share information and work together on regionally-tailored workforce development action plans. The meetings address workforce trends and allow for planning, partnerships, and investments. Key themes have emerged throughout these meetings, including:

• collaboration and partnerships
• immigration and attracting talent
• access to labour market information
• skills gaps
• awareness and access to programs and services
• inclusive and diverse workplaces

EBSM key facts

Text description of chart 3.2.2.1 – Age distribution of clients, Prince Edward Island, 2013‑14 to 2022‑23

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	27.1%	62.9%	10.0%
2014‑15	28.4%	61.8%	9.8%
2015‑16	29.6%	60.1%	10.3%
2016‑17	30.0%	61.1%	8.9%
2017‑18	39.3%	52.2%	8.5%
2018‑19	40.3%	47.7%	8.2%
2019‑20	46.6%	45.5%	7.9%
2020‑21	53.0%	41.7%	5.3%
2021‑22	51.6%	42.8%	5.6%
2022‑23	51.5%	43.0%	5.4%

Text description of chart 3.2.2.2 – Prince Edward Island, 2013‑14 to 2022‑23, clients served by client type

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	2,963	703	n/a	1,285
2014‑15	2,709	621	n/a	1,470
2015‑16	2,876	657	n/a	1,681
2016‑17	2,798	709	n/a	1,893
2017‑18	3,487	784	n/a	1,852
2018‑19	3,624	712	438	1,595
2019‑20	3,293	739	421	1,408
2020‑21	3,354	552	243	864
2021‑22	3,807	752	231	843
2022‑23	3,717	955	286	974

Text description of chart 3.2.2.3 – Prince Edward Island, 2013‑14 to 2022‑23, key performance indicators

Year	Estimated unpaid EI benefits	Returns to employment	Active EI clients served	Total clients served
2013‑14	$7,735,771	2,194	2,963	4,951
2014‑15	$6,080,074	1,934	2,709	4,800
2015‑16	$6,986,476	1,997	2,876	5,214
2016‑17	$7,144,450	2,081	2,798	5,400
2017‑18	$7,125,047	2,202	3,487	6,123
2018‑19	$6,662,407	2,470	3,624	6,369
2019‑20	$6,816,141	2,508	3,293	5,861
2020‑21	$5,594,866	1,920	3,354	5,013
2021‑22	$16,837,056	2,782	3,807	5,633
2022‑23	$11,399,293	2,815	3,717	5,932

Labour market context

In 2022‑23, Prince Edward Island’s economic and employment outlook continued its rebound that first started in 2021. Unemployment rates continued to drop from previous years and the re-opening of the tourism and travel industry helped to contribute to the employment rate recovery. However, at the end of 2022, Prince Edward Island was hit by Hurricane Fiona which brought significant hardship and destruction across the province.  Despite this, Prince Edward Island’s economy continued to remain positive.

The unemployment rate for those aged 15 and over in Prince Edward Island was 7.6% in 2022, lower than the previous year of 9.7%.^{Footnote 39} In comparison, Canada’s unemployment rate in 2022 was 5.3% and in 2021 was 7.5 %.^{Footnote 40}

In March 2023, there were nearly 3,570 job vacancies^{Footnote 41} compared to 6,200 unemployed persons who were without work, looking for work in the last 4 weeks, and were available for work.^{Footnote 42}

Similar to other provinces, Prince Edward Island has identified an aging population as a key challenge to labour market growth. However, since the start of the pandemic, the province has been experiencing population growth and the median age has been declining due to the influx of immigrants under the age of 40.

Canada-Prince Edward Island Labour Market Development Agreement

In 2022‑23, Prince Edward Island received approximately $28.1 million though the LMDA. Approximately 11,500 participants received training and employment supports. Within 6 months of receiving training and employment supports, approximately 57.3% of EI Active claimants were already employed which contributed to an overall savings of approximately $11.4 million in unpaid EI benefits.

The Canada-Prince Edward Island LMDA helps support meeting the following priorities for the province:

• developing a skilled workforce
• preparing the future workforce
• enhancing services for job seekers

In 2022‑23, under the Canada-Prince Edward Island LMDA, programs delivered to residents of Prince Edward Island included:

• Employment Assistance Services
• Labour Market Partnerships
• Research and Innovation
• Skills Development
• Employer Supported Programs
• Work Experience
• Entrepreneurship
• Skills Development and Employment Supports – Accessibility Supports

For example, the province delivered the Skills Development program that focuses on adult education, post-secondary, apprenticeship and group-based training, and industry-specific initiatives. These services assisted unemployed, employed, and underemployed individuals access skills training to succeed in the workforce. In 2022‑23, 3,278 individuals benefited from this program.

Furthermore, the Employer Supported Programs (which includes EmployPEI & Graduate Mentorship Program) helped employers hire unemployed individuals and recent graduates and provided them with on-the-job work experience and mentorship. In 2022‑23, 409 individuals participated in the program.

Designated and/or under-represented groups

Prince Edward Island held formal and informal engagement sessions with stakeholders on supporting individuals with disabilities in the labour force. Through these engagement sessions, key priorities were identified for the province, including:

• continuing to support and fund pilot programs to provide employment training and skills development to persons with disabilities
• identifying employers to hire or begin programs to streamline connections for persons with disabilities
• increasing employer awareness about the benefits of hiring persons with disabilities, such as the skills, abilities, and strengths that the individual(s) can bring to the workplace

Additionally, themes emerged through other consultation sessions with stakeholders including, creating educational and mentorship pathways for new entrants in the labour market (youth, newcomers, Indigenous peoples, women, persons with disabilities, and mature workers) to assist in filling job vacancies and pending gaps.

Stakeholder consultations

The province worked with a range of stakeholders as part of its planning and review process. The province not only included employee groups and employers, but also met with industry groups, employers, service providers, and special interest groups.

Throughout the consultation sessions held by the province a number of key themes emerged, including:

• expanding access to employment related services
• developing skills by providing on-the-job training and mentorship
• supporting individuals with access to education and occupational- and industry-related training
• exploring innovative approaches in recruiting and retraining workers
• ensuring employment related supports and services are accessible to under-represented groups
• encouraging collaboration among groups to partner on activities/strategies
• incorporating literacy, essential, and transferable skills training in employability programming
• supporting project funding on skills upgrading, career exploration and employability skills to under-represented groups
• identifying strategies to expand the overall size of the labour force
• partnering with employers and industry to develop a skilled and job ready work force
• ensuring programs and services are responsive, flexible, and modernized

EBSM key facts

Text description of chart 3.2.3.1 – Age distribution of clients, Nova Scotia, 2013‑14 to 2022‑23

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	20.6%	68.6%	10.8%
2014‑15	20.6%	68.3%	11.0%
2015‑16	20.0%	67.8%	12.2%
2016‑17	18.4%	68.3%	13.2%
2017‑18	17.8%	67.7%	14.4%
2018‑19	26.2%	60.8%	12.1%
2019‑20	17.7%	67.8%	14.5%
2020‑21	17.8%	70.4%	11.7%
2021‑22	17.5%	69.3%	13.2%
2022‑23	17.9%	68.1%	14.0%

Text description of chart 3.2.3.2 – Nova Scotia, 2013‑14 to 2022‑23, clients served by client type

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	9,313	2,779	n/a	4,545
2014‑15	9,360	2,202	n/a	4,397
2015‑16	9,575	2,134	n/a	4,620
2016‑17	9,651	2,141	n/a	4,717
2017‑18	9,152	2,397	n/a	4,337
2018‑19	9,466	1,901	1,041	3,040
2019‑20	6,536	2,119	1,045	2,858
2020‑21	5,151	1,550	586	1,777
2021‑22	5,496	1,963	670	1,972
2022‑23	4,459	2,346	752	2,985

Text description of chart 3.2.3.3 – Nova Scotia, 2013‑14 to 2022‑23, key performance indicators

Year	Estimated unpaid EI benefits	Returns to employment	Active EI clients served	Total clients served
2013‑14	$28,051,193	5,680	9,313	16,637
2014‑15	$28,414,245	5,608	9,360	15,959
2015‑16	$23,386,628	5,100	9,575	16,329
2016‑17	$24,021,668	5,153	9,651	16,509
2017‑18	$23,910,837	5,624	9,152	15,886
2018‑19	$26,429,016	5,075	9,466	15,448
2019‑20	$22,951,106	3,834	6,536	12,558
2020‑21	$17,272,179	2,781	5,151	9,064
2021‑22	$38,284,467	4,539	5,496	10,101
2022‑23	$24,585,983	5,022	4,459	10,542

Labour market context

In 2022‑23, Nova Scotia faced a tight labour market with low levels of unemployment and high numbers of job vacancies. Additionally, the province experienced population growth that exceeded 1 million people living in the province in 2022 and almost 1.04 million in early 2023. The population growth was due to larger interprovincial migration as well as newcomers entering the province.

The unemployment rate for those aged 15 and over in Nova Scotia was 6.5% in 2022, in contrast to 8.6% in 2021.^{Footnote 43} In comparison, Canada’s unemployment rate in 2022 was 5.3% and in 2021 was 7.5 %.^{Footnote 44}

In March 2023, the province had approximately 18,800 job vacancies^{Footnote 45} compared to 29,800 persons who were without work, looked for work in the last 4 weeks, and were available for work.^{Footnote 46}

Nova Scotia identified a population that is aging at a faster speed than the rest of Canada. The province is focused on population in-migration to offset its aging population. Furthermore, the percentage of workers aged 65+ has increased from 16% to 26% in the last 20 years. To assist in increasing the labour market participation rate, the province’s LMDA programming continued to target designated and/or under-represented groups, such as visible minorities, Indigenous peoples, and persons with disabilities.

Canada-Nova Scotia Labour Market Development Agreement

In 2022‑23, Nova Scotia received approximately $97.8 million though the LMDA. Approximately 20,000 participants received training and employment supports. Within 6 months of receiving training and employment supports, approximately 72.4% of EI Active claimants were already employed which contributed to an overall savings of approximately $24.6 million in unpaid EI benefits.

Nova Scotia offered a number of Employment Benefits and Support Measures through the LMDA. In 2022‑23, the province offered the following programs and services:

• START – Nova Scotia’s version of the Targeted Wage Subsidy
• Job Creation Partnership program
• Self-Employment Assistance
• Employment Assistance Services
• Skills Development
• Labour Market Partnerships

For example, the province’s Job Creation Partnership program supported projects that provide LMDA-eligible individuals with work experience to improve their long-term and full-time employment prospects. In 2022‑23, 63 individuals attended and benefited from this program.

Additionally, the Skills Development – Regular program provided financial assistance to LMDA-eligible participants to help them obtain the skills training required to find employment. Participants were job-ready but were unable to find and secure employment with their existing skills. In 2022‑23, 621 individuals benefited from this program.

Designated and/or under-represented groups

As Nova Scotia is facing an aging population, focus was on increasing the labour market participation rate of all available workers, including those from designated and/or under-represented groups such as Indigenous peoples, visible minorities, persons with disabilities, women, youth, and older workers.

Having a diverse and inclusive workforce is essential to the province’s economic development and prosperity. The province introduced policies that help address labour market challenges to improve the equity, diversity, and inclusion of its workforce. In recent years, Nova Scotia had a rise in the participation rates of older workers and women.

The START program is Nova Scotia’s version of the Targeted Wage Subsidy. In 2022‑23, the program encouraged employers to hire unemployed individuals who require work experience. Three hundred ninety-three START clients were served in 2022‑23 and included:

• 4% Indigenous peoples
• 6% Francophones
• 4% African Nova Scotians
• 9% newcomers
• 11% visible minorities
• 22% persons with disabilities

Stakeholder consultations

The province worked with a range of stakeholders as part of its planning and review process. In 2022‑23, the province met with employers, service providers, program administrators, program participants, sector councils, and other labour market transfer agreements stakeholders.

For example, Nova Scotia met regularly with industry and individual employers through a partnership with the province of Nova Scotia and the Association of Industry Sector Councils (AISC). The AISC represents 14 sector councils that includes 32,000 small and medium sized businesses. The consultations in 2022‑23 focused on:

• building a Strategic Plan and Sustainability Strategy
• succession planning
• engaging through the Labour Market Insights Survey
• building inclusive, diversity, equity, and accessibility capacity in Nova Scotian industries

EBSM key facts

Text description of chart 3.2.4.1 – Age distribution of clients, New Brunswick, 2013‑14 to 2022‑23

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	33.4%	58.7%	7.9%
2014‑15	35.4%	57.4%	7.2%
2015‑16	38.1%	54.6%	7.4%
2016‑17	45.2%	48.1%	6.6%
2017‑18	48.5%	45.7%	5.8%
2018‑19	52.9%	40.2%	5.5%
2019‑20	53.1%	41.9%	4.7%
2020‑21	54.1%	42.2%	3.5%
2021‑22	56.3%	40.1%	3.5%
2022‑23	31.5%	62.6%	5.8%

Text description of chart 3.2.4.2 – New Brunswick, 2013‑14 to 2022‑23, clients served by client type

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	9,070	2,592	n/a	4,876
2014‑15	8,596	2,393	n/a	4,838
2015‑16	10,411	2,885	n/a	6,365
2016‑17	11,386	2,859	n/a	8,347
2017‑18	11,302	3,116	n/a	8,410
2018‑19	10,387	2,263	1,327	7,550
2019‑20	10,716	2,595	1,400	7,286
2020‑21	9,909	1,524	739	3,578
2021‑22	12,324	2,227	841	3,978
2022‑23	5,087	2,576	809	4,662

Text description of chart 3.2.4.2 – New Brunswick, 2013‑14 to 2022‑23, key performance indicators

Year	Estimated unpaid EI benefits	Returns to employment	Active EI clients served	Total clients served
2013‑14	$28,671,236	7,927	9,070	16,538
2014‑15	$27,266,183	7,471	8,596	15,827
2015‑16	$31,018,474	8,179	10,411	19,661
2016‑17	$30,008,146	8,300	11,386	22,592
2017‑18	$29,137,706	8,800	11,302	22,828
2018‑19	$25,004,412	8,031	10,387	21,527
2019‑20	$26,374,579	8,848	10,716	21,997
2020‑21	$22,265,921	6,803	9,909	15,750
2021‑22	$56,832,095	8,571	12,324	19,370
2022‑23	$42,506,427	11,993	5,087	13,134

Labour market context

In 2022‑23, New Brunswick faced substantial labour shortages due to the increased economic activity in the province. Additionally, New Brunswick’s population grew by a record 2.7% to over 812,000 people in July 2022^{Footnote 47} due to international and interprovincial migration. This population growth rate was the third highest among Canadian provinces.

The unemployment rate for those aged 15 and over in New Brunswick was 7.2% in 2022, lower than the previous year of 9.2%.^{Footnote 48} In comparison, Canada’s unemployment rate in 2022 was 5.3% and in 2021 was 7.5%.^{Footnote 49}

In March 2023, New Brunswick had nearly 12,500 job vacancies^{Footnote 50} compared to 23,600 persons who were without work, looked for work in the last 4 weeks, and were available for work.^{Footnote 51}

Similarly, across Canada, New Brunswick noted dealing with significant labour force needs and the province’s focus on maximizing recruitment and retention of employees, especially under-represented groups including newcomers.

Canada-New Brunswick Labour Market Development Agreement

In 2022‑23, New Brunswick received approximately $107.6 million though the LMDA. Approximately 26,200 participants received training and employment supports. Within 6 months of receiving training and employment supports, approximately 9,200 of EI Active claimants (this shows as 181.0% as this includes claimants that received services in the previous fiscal year) were already employed which contributed to an overall savings of approximately $42.5 million in unpaid EI benefits.

The programs and services provided under the LMDA allows New Brunswick to help address labour market opportunities and challenges. The programs and services are constantly reviewed by New Brunswick to ensure that they respond to the evolving labour market conditions of the province.

For instance, funding was provided to the New Brunswick Association of Social Workers for a thorough research and analysis of the industry and the development of a 5-year Action Plan for recruitment and retention. Support was also provided for the development of a Workforce Development Strategy for the Information and Communications Technology sector. This included extensive consultations led by TechImpact with stakeholders to determine supply and demand needs for the future.

Funding was also provided to the New Brunswick Special Care Home Association for the development of a HR toolkit for all employers in the sector to access and use. Funding was also used to provide workshops, training and further supports for employers on the newly developed HR toolkit. The goal was to assist with recruitment and retention of staff in the sector.

Additionally, through the Self-Employment Benefit program, support was provided to unemployed individuals who are looking for self-employment opportunities to create a job for themselves. Support included financial assistance, coaching, and ongoing technical advice. In 2022‑23, 530 LMDA clients benefited from the program.

Designated and/or under-represented groups

In 2022‑23, the Government of New Brunswick through the WorkingNB division provided supports to employers using various programs and services^{Footnote 52} to assist with the recruitment and retention of newcomers. These programs and services also provided newcomers with employment counseling and fostered a strong collaboration with organizations who supported newcomers in the province. WorkingNB provided services such as:

• language services
• experimental learning and work experiences
• job maintenance support
• work culture competencies
• foreign credential recognition support

Stakeholder consultations

New Brunswick worked with stakeholders to ensure effective programs and services under the LMDA. Stakeholders included employers (including Francophone employers), employees, communities (including official language minority communities), and organizations.

The province also implemented Regional Labour Market Partnership Forums in 12 regions that cover all areas of New Brunswick. The Forums brought together stakeholders to assist in planning and actions covering labour force challenges and opportunities, and population growth.

New Brunswick also provided funding to Stiletto Consulting Ltd to support the development of a Workforce Development Strategy for Western New Brunswick. The Strategy included:

• a review and assessment of community assets for workforce support to employers and employees, including an online survey to identify gaps and potential opportunities in the workforce
• mapping and illustration of community workforce assets
• an assessment of current workforce and business counts in the community
• stakeholder outreach and engagement with key target stakeholders supporting employers and/or employees in the community
• development of a framework of tactical activities for the community and stakeholder groups to drive outcomes and results for workforce growth and development

EBSM key facts

Text description of chart 3.2.5.1 – Age distribution of clients, Quebec, 2013‑14 to 2022‑23

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	16.4%	69.8%	13.8%
2014‑15	16.3%	68.3%	15.4%
2015‑16	20.3%	65.3%	14.4%
2016‑17	19.6%	65.0%	15.3%
2017‑18	18.6%	65.1%	16.4%
2018‑19	17.6%	62.8%	18.4%
2019‑20	17.0%	63.5%	19.5%
2020‑21	21.3%	66.9%	11.8%
2021‑22	20.8%	66.6%	12.5%
2022‑23	17.7%	63.6%	18.6%

Text description of chart 3.2.5.2 – Quebec, 2013‑14 to 2022‑23, clients served by client type

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	147,396	26,779	n/a	63,162
2014‑15	140,026	24,986	n/a	64,769
2015‑16	146,359	26,946	n/a	79,814
2016‑17	138,682	26,945	n/a	84,716
2017‑18	127,614	32,965	n/a	79,764
2018‑19	116,261	23,005	17,248	58,228
2019‑20	107,330	22,990	17,524	51,110
2020‑21	36,742	16,328	10,023	29,197
2021‑22	40,257	22,821	11,231	32,807
2022‑23	51,331	24,283	9,961	30,575

Text description of chart 3.2.5.3 – Quebec, 2013‑14 to 2022‑23, key performance indicators

Year	Estimated unpaid EI benefits	Returns to employment	Active EI clients served	Total clients Served
2013‑14	$252,381,261	55,043	147,396	237,337
2014‑15	$290,835,087	59,949	140,026	229,781
2015‑16	$332,312,524	64,697	146,359	253,119
2016‑17	$334,050,331	66,468	138,682	250,343
2017‑18	$327,619,996	68,794	127,614	240,343
2018‑19	$293,919,267	72,535	116,261	214,742
2019‑20	$302,813,344	75,735	107,330	198,954
2020‑21	$171,442,339	43,761	36,742	92,290
2021‑22	$286,041,048	41,409	40,257	107,116
2022‑23	$85,763,636	24,629	51,331	116,150

Labour market context

Quebec's labour market context in 2022, like many other provinces, faced significant labour shortages. This was largely due to the strong economic recovery and the continued slowdown in population growth in Quebec.

The unemployment rate for those aged 15 and over in Quebec reached a new low in 2022 at 4.3%, lower than the previous year's unemployment rate of 6.1%.^{Footnote 53} In comparison, Canada's unemployment rate in 2022 was 5.3% and in 2021 was 7.5%.^{Footnote 54}

As of March 2023, there were 196,000 job vacancies for 199,000^{Footnote 55} unemployed people who were unemployed, looking for work in the past 4 weeks, and available for work.^{Footnote 56}

In addition, the employment rate for women aged 15 to 64 has increased by nearly 20 percentage points over the past 40 years in Quebec, from 55.9% in 1980 to 75.3% in 2022. Quebec's employment rate for women is the highest among Canadian provinces.^{Footnote 57}

According to the demographic forecasts of the Institut de la statistique du Quebec, the next few years will see a relative stagnation in the number of people of working age (15 to 64 years old). Younger people are in fact fewer in number than people from the baby boomers generation (born between 1946 and 1965) who continue to leave the labour market. Population aging will continue to be the largest contributor to the labour shortage in Quebec in the coming years.

Canada-Quebec Labour Market Development Agreement

In 2022‑23, Quebec received approximately $706 million Quebec through the LMDA. Approximately 142,000 participants received training and employment supports. Quebec reported that within 3months of receiving training and employment supports, more than 63,000 EI claimants were already employed which contributed to in savings of approximately $46 million in unpaid EI benefits to active claimants.^{Footnote 58}

The Government of Quebec recorded more than 25,000 new participants in the Workforce Training Measure – Individuals component in 2022‑23. For more than 19,000 individuals the amount of the weekly employment assistance allowance increased to $475 per week as of April 2022. In addition, 4,320 people were enrolled in the Programme d’apprentissage en milieu de travail, and the following trades have been successful:

• cook
• landscaping worker
• food and beverage service worker
• welder
• hairdresser
• cabinetmaker
• welder
• construction equipment mechanic
• home help worker
• industrial mechanic
• retail butcher or butcher

Designated and/or under-represented groups

In Quebec, 522 wage subsidy agreements were signed with businesses to hire unemployed individuals over the age of 55, and more than 1,000 agreements were in place to hire people with less than secondary 5 education (equivalent to grade 11 outside Quebec). In addition, 5,431 agreements allowed the hiring of unemployed persons with disabilities through the Contrat d’intégration au travail.

Within the framework of Opération main-d’œuvre and the Plan d’action pour le secteur de la construction, the use of wage subsidies aimed at the integration into employment of designated and/or under-represented groups in the labour market, including women and newcomers to Quebec, was favoured.

Stakeholder consultations

As part of the development and implementation of its employment services, the Government of Quebec collaborates with the Commission des partenaires du marché du travail, a public body made up of representatives of the workforce, businesses, the education sector, community organizations active in the field of employability and government agencies.

To achieve its mandate to ensure that training provision, workforce skills and labour market needs are matched, the Commission des partenaires du marché du travail relies on a network of sectoral, regional, and representative organizations of designated and/or under-represented groups, including sectoral workforce committees, regional councils of labour market partners and advisory committees. The partnership structure established in Quebec allows public employment services to adapt effectively to the changing needs of the labour market. In particular, the Commission des partenaires du marché du travail collaborates in the development of an annual action plan for public employment services. It also plays an active role in monitoring the measures implemented by Quebec and the achievement of the objectives targeted in the action plan.

EBSM key facts

Text description of chart 3.2.6.1 – Age distribution of clients, Ontario, 2013‑14 to 2022‑23

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	22.0%	67.2%	10.8%
2014‑15	22.2%	66.4%	11.3%
2015‑16	22.8%	65.7%	11.5%
2016‑17	21.7%	66.7%	11.6%
2017‑18	23.7%	64.2%	12.0%
2018‑19	26.1%	62.3%	11.4%
2019‑20	21.9%	65.9%	12.0%
2020‑21	24.4%	66.2%	9.4%
2021‑22	24.8%	65.5%	9.6%
2022‑23	24.0%	64.9%	11.0%

Text description of chart 3.2.6.2 – Ontario, 2013‑14 to 2022‑23, clients served by client type

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	64,689	20,145	n/a	74,533
2014‑15	63,061	19,734	n/a	71,278
2015‑16	60,489	18,611	n/a	82,458
2016‑17	62,339	24,796	n/a	103,402
2017‑18	56,484	29,702	n/a	106,483
2018‑19	53,221	26,626	25,228	100,631
2019‑20	51,739	27,360	24,302	94,111
2020‑21	41,545	21,023	15,325	61,254
2021‑22	29,780	25,828	14,027	55,578
2022‑23	26,667	38,406	18,311	68,801

Text description of chart 3.2.6.3 – Ontario, 2013‑14 to 2022‑23, key performance indicators

Year	Estimated unpaid EI benefits	Returns to employment	Active EI clients served	Total clients served
2013‑14	$237,588,840	36,018	64,689	159,367
2014‑15	$240,958,877	36,166	63,061	154,073
2015‑16	$236,037,611	35,625	60,489	161,558
2016‑17	$262,656,120	37,044	62,339	190,537
2017‑18	$233,152,537	39,678	56,484	192,669
2018‑19	$265,220,824	47,400	53,221	205,706
2019‑20	$250,508,356	46,864	51,739	197,512
2020‑21	$222,913,962	51,561	41,545	139,147
2021‑22	$443,437,968	64,607	29,780	125,213
2022‑23	$242,171,435	58,137	26,667	152,185

Labour market context

In 2022‑23, Ontario experienced tighter labour market conditions than in 2021‑22, driven by its low unemployment rate, slowing labour force growth and an elevated number of unfilled jobs.

The unemployment rate for those aged 15 and over in Ontario was 5.6% in 2022, significantly lower than the unemployment rate of 8.1% in 2021.^{Footnote 59} In comparison, Canada's unemployment rate in 2022 was 5.3% and in 2021 it was 7.5%.^{Footnote 60}

In March 2023, the province had approximately 281,000 job vacancies^{Footnote 61} compared to approximately 424,000 persons who were without work, looked for work in the last 4 weeks, and were available for work.^{Footnote 62} In general, job vacancies were higher in most sectors in 2022‑23 than in the previous fiscal year 2021‑22, including in construction, healthcare and social assistance, and wholesale and retail trade.^{Footnote 63} However, job vacancies in the province largely declined in the second half of 2022‑23, signaling a shift to loosening labour market conditions in the province.

Similar to other provinces, Ontario’s labour force is aging and there is an increased need to replace retiring workers, particularly in the skilled trades. In 2021, for example, 1 in 3 workers in Ontario with a skilled trades certificate as their highest level of education was aged 55 or older.^{Footnote 64} Ontario has indicated that it will look to double the number of economic immigrants as of 2025 to help address labour market challenges and gaps.

Canada-Ontario Labour Market Development Agreement

In 2022‑23, Ontario received approximately $790 million though the LMDA. Approximately 205,000 participants received training and employment supports. Within 6 months of receiving training and employment supports, approximately 93.6%^{Footnote 65} of EI Active claimants were already employed which contributed to an overall savings of approximately $242 million in unpaid EI benefits.

In 2022‑23, Ontario used funding from the LMDA to:

• provide better training through the Skills Development Fund and other programs that target specific populations, including designated and/or under-represented
• help transition people from social assistance programs to meaningful jobs
• grow the skilled trades to modernize the skilled trades and apprenticeship system

For example, the Better Jobs Ontario program focused on laid-off, unemployed individuals with skills training to assist in locating employment. The focus of the program was to return individuals to employment through the most cost-effective path. In 2022‑23, the program served 2,347 clients.

Furthermore, the Apprentice Development Benefit provided financial support to eligible apprentices while they are attending full-time apprenticeship in-class training. In 2022‑23, the program served 11,022 clients.

Designated and/or under-represented groups

Ontario’s LMDA programming served a broad client base. The province is committed to serving designated and/or under-represented groups through its training and employment programs. Increasing the labour market participation rates of designated and/or under-represented groups is important to help address tight labour market conditions and elevated job vacancies in select sectors.

The Integrated Employment Services program continued to support the creation of a more efficient employment and assistance system that is responsive to local conditions, is easier to use and creates better outcomes for job seekers, including those on social assistance and people with disabilities. In 2022‑23, the program served 36,365 clients, which included:

• 49% women
• 41% newcomers
• 35% persons with disabilities
• 49% visible minorities
• 4% Indigenous peoples
• 16% youth (15-24)
• 13% older workers (55+)

Additionally, the Youth Job Connection program offered a variety of resources, supports and services to assist youth aged 15 to 29 who are not working, in school or in training, and experience multiple and/or complex barriers to employment. In 2022‑23, the program served 12,041 clients, which included:

• 45% women
• 21% newcomers
• 31% persons with disabilities
• 32% visible minorities
• 11% Indigenous peoples
• 77% youth (15-24)

Stakeholder consultations

Ontario engaged with several stakeholders in 2022‑23, including official language minority community stakeholders, organizations representing employers, and organizations representing employees.

In late 2022 and early 2023, Ontario held consultations in preparation for the Ontario Budget. During these consultations, themes emerged that included:

• challenges in attracting and retaining staff, especially in the skilled trades, farming, and manufacturing sectors
• acute labour shortages and the need to invest in training new and current employees
• supporting the removal of foreign credential recognition barriers for newcomers,
• addressing labour challenges for under-represented groups
• continuing support for a full range of employment services and other supports, such as bridge training, housing, childcare assistance, and language skills training

Additionally, Ontario continued to hold meetings of the Urban Indigenous Engagement Table in 2022‑23. Representatives from Tungasuvvingat Inuit, Metis Nation of Ontario, Ontario Native Women’s Association, and the Ontario Federation of Native Friendship Centres met tri-weekly and provided input to improve the Service System Manager model and improve employment outcomes for Indigenous workers. Ontario also established a working group with the Chiefs of Ontario to discuss the future of employment services on-reserve.

EBSM key facts

Text description of chart 3.2.7.1 – Age distribution of clients, Manitoba, 2013‑14 to 2022‑23

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	22.2%	69.6%	8.2%
2014‑15	23.2%	69.2%	7.5%
2015‑16	22.8%	69.3%	7.8%
2016‑17	22.6%	69.3%	8.0%
2017‑18	22.0%	69.2%	8.7%
2018‑19	21.3%	69.9%	8.6%
2019‑20	25.3%	66.6%	8.0%
2020‑21	27.6%	65.0%	7.4%
2021‑22	25.5%	67.2%	7.3%
2022‑23	24.5%	68.3%	7.1%

Text description of chart 3.2.7.2 – Manitoba, 2013‑14 to 2022‑23, clients served by client type

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	10,988	3,579	n/a	13,540
2014‑15	9,996	3,672	n/a	15,174
2015‑16	10,132	3,292	n/a	14,056
2016‑17	9,941	3,011	n/a	12,963
2017‑18	8,792	3,729	n/a	12,279
2018‑19	8,453	3,085	2,518	10,022
2019‑20	7,801	3,352	3,013	10,990
2020‑21	6,854	2,460	1,949	6,639
2021‑22	6,944	3,444	2,519	8,668
2022‑23	5,856	4,416	2,591	11,490

Text description of chart 3.2.7.3 – Manitoba, 2013‑14 to 2022‑23, key performance indicators

Year	Estimated unpaid EI benefits	Returns to employment	Active EI clients served	Total clients served
2013‑14	$44,283,404	7,526	10,988	28,107
2014‑15	$43,089,409	7,156	9,996	28,842
2015‑16	$44,139,791	6,957	10,132	27,480
2016‑17	$46,591,343	6,565	9,941	25,915
2017‑18	$41,310,812	4,505	8,792	24,800
2018‑19	$42,169,989	4,470	8,453	24,078
2019‑20	$42,246,459	6,279	7,801	25,156
2020‑21	$37,080,692	4,751	6,854	17,902
2021‑22	$74,444,682	7,093	6,944	21,575
2022‑23	$39,556,692	6,685	5,856	24,353

Labour market context

Like many Canadian jurisdictions, Manitoba continues to face labour and skills shortages, and low unemployment rates that are impacting economic growth and productivity. In 2022‑23, Manitoba’s labour market had positive signs of recovery with increased employment in the finance, insurance, real estate, rental and leasing, educational services, and public administration sectors. Other sectors, like agriculture and retail trade, continued to struggle with workforce supply shortages despite an improved labour force participation rate compared to the 2019‑20.

The unemployment rate for those aged 15 and over in Manitoba was 4.6% in 2022, significantly lower than the unemployment rate of 6.5% in 2021.^{Footnote 66} In comparison, Canada’s unemployment rate in 2022 was 5.3% and in 2021 was 7.5 %.^{Footnote 67}

Manitoba witnessed higher employment levels for youth (15-24) and core working age (25-54) persons, but employment levels for older workers (55+) remained lower than in 2019. More women were employed in Manitoba, but the labour force participation of men was lower, particularly older male workers (55+).

In March 2023, the province had close to 29,000 job vacancies^{Footnote 68} compared to approximately 34,100 persons who were without work, looked for work in the last 4 weeks, and were available for work.^{Footnote 69} Although there was a surplus of job seekers, many sectors could not find a sufficient number of skilled Manitobans to fill vacancies, which restricted opportunities for economic growth in those sectors. In response, the province is working to modernize programs and services for employees and employers to address skills mismatches and enhance labour market information to support career planning.

Canada-Manitoba Labour Market Development Agreement

In 2022‑23, Manitoba received approximately $62.9 million though the LMDA. Approximately 98,800 participants received training and employment supports. Within 6 months of receiving training and employment supports, approximately 67.1% of EI Active claimants were already employed which contributed to an overall savings of approximately $39.6 million in unpaid EI benefits.

Manitoba’s LMDA programming provides Manitobans with a range of supports including skills development, training, and work experience, in addition to helping employers attract skilled workers.

In 2022‑23, the LMDA programming included:

• Employment Assistance Services
• Employment Partnerships
• Labour Market Partnerships
• Research and Innovation
• Self Employment
• Skills Development
• Skills Development Apprenticeship
• Wage Subsidy

For example, the Employment Assistance Services program partners with community organizations to offer short-term employability services to help individuals find and keep good jobs. In 2022‑23, the program served 13,038 clients.

Additionally, the Skills Development program helps individuals find employment and access apprenticeship/occupational skills training, academic upgrading and literacy programming, and co-operative education programs. In 2022‑23, the program served 7,079 clients.

Designated and/or under-represented groups

To address labour shortages and improve inclusion and diversity in their workforce, Manitoba is working to increase participation by designated and/or under-represented groups by:

• targeting immigration using a multifaceted approach aligned to occupation, industry and regional needs
• investing in skills development and demand-led training programs for under-represented groups
• streamlining credential recognition for newcomers
• improving participation rates of under-represented groups, particularly Indigenous peoples

Manitoba has engaged with stakeholders to solicit feedback about the barriers to labour market entry and advance solutions that improve workforce participation by under-represented groups. One insight from stakeholders was the need for more culturally-appropriate training and education resources that would support longer-term employment for Indigenous peoples, especially those in rural and remote areas. Additionally, the province has identified that there is a need for further consultations to overcome barriers in delivering programs and services for persons with disabilities.

Stakeholder consultations

Manitoba regularly meets with stakeholders to identify emerging issues and inform government strategies, initiatives, and program priorities. Stakeholders include apprentices, employers and service providers, businesses and industry, post-secondary institutions, Indigenous organizations, sector councils, employment and training organizations, and settlement organizations.

In 2022‑23, Manitoba held 2 major stakeholder engagement forums on the topics of economic growth priorities and workforce development. Stakeholders included economic and industry partners, post-secondary institutions, Indigenous organizations, sector councils, employment and training organizations, and settlement organizations.

Key stakeholder observations from the forums included:

• there have been increases in regional job vacancies, with demand increasing for certain occupations such as transportation, construction trades and health care professionals
• accessible and accurate labour market information is essential to workforce development
• There are unique challenges for job seekers in northern and remote communities, such as limited internet access
• better alignment between post-secondary institutions, training and employment services providers is needed
• newcomers and international students need more supports after arrival to help them transition into employment and remain in Manitoba
• the credential recognition process requires streamlining to be more responsive and affordable for newcomers
• a collaborative approach is needed to support full economic participation of Indigenous Manitobans and communities

EBSM key facts

Text Description for Chart 3.2.8.1 – Age distribution of clients, Saskatchewan, 2013‑14 to 2022‑23

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	13.2%	77.9%	8.8%
2014‑15	13.1%	77.9%	8.9%
2015‑16	13.0%	78.0%	8.9%
2016‑17	12.4%	78.7%	8.9%
2017‑18	24.2%	69.6%	6.2%
2018‑19	31.7%	63.9%	4.1%
2019‑20	18.0%	72.0%	9.8%
2020‑21	18.6%	72.5%	8.8%
2021‑22	14.3%	75.6%	10.0%
2022‑23	17.3%	72.8%	9.9%

Text description of chart 3.2.8.2 – Saskatchewan, 2013‑14 to 2022‑23, clients served by client type

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	10,308	2,687	n/a	798
2014‑15	10,503	2,565	n/a	813
2015‑16	11,362	2,667	n/a	799
2016‑17	11,542	2,742	n/a	1,040
2017‑18	9,442	4,156	n/a	5,035
2018‑19	8,850	6,058	7,772	2,527
2019‑20	7,799	6,187	6,600	1,423
2020‑21	6,882	4,924	4,511	858
2021‑22	7,242	5,927	5,094	839
2022‑23	5,412	5,843	4,876	798

Text description of chart 3.2.8.3 – Saskatchewan, 2013‑14 to 2022‑23, key performance indicators

Year	Estimated unpaid EI benefits	Returns to employment	Active EI clients served	Total clients served
2013‑14	$60,805,018	6,038	10,308	13,793
2014‑15	$61,595,865	6,038	10,503	13,881
2015‑16	$61,550,486	6,204	11,362	14,828
2016‑17	$74,734,297	6,716	11,542	15,324
2017‑18	$50,378,925	4,879	9,442	18,633
2018‑19	$49,071,838	5,148	8,850	25,207
2019‑20	$48,249,012	8,127	7,799	22,009
2020‑21	$36,529,501	6,940	6,882	17,175
2021‑22	$83,581,517	9,182	7,242	19,102
2022‑23	$46,389,772	5,870	5,412	16,929

Labour market context

Overall, in 2022‑23, Saskatchewan’s labour market continued to have a strong recovery and returned to levels seen prior to March 2020. Saskatchewan’s labour market was one of the tightest in the country, with a ratio of 1.1 unemployed people to every vacant job. As a result, many sectors (e.g., professional, scientific and technical services, health care and social assistance) were challenged with low/dwindling supplies of available workers. As of the end of 2022‑23, Saskatchewan ranked second in labour force participation rate of 67.8% and employment rate of 64.6% among all provinces.

The unemployment rate for those aged 15 and over in Saskatchewan was 4.7% in 2022, significantly lower than the unemployment rate of 6.6% in 2021.^{Footnote 70} In comparison, Canada’s unemployment rate in 2022 was 5.3% and in 2021 was 7.5 %.^{Footnote 71} At the end of fiscal year 2022‑23, Saskatchewan had the second lowest unemployment rate among the provinces at 4.3%.

In March 2023, the province had close to 24,200 job vacancies^{Footnote 72} compared to approximately 34,100 persons who were without work, looked for work in the last 4 weeks, and were available for work.^{Footnote 73}

Saskatchewan continued to focus on improving employment and education/skills training outcomes for residents of the province through the delivery of the LMDA programs. These programs intended to address skills mismatches and to increase labour market participation for designated and/or under-represented groups.

Canada-Saskatchewan Labour Market Development Agreement

In 2022‑23, Saskatchewan received approximately $54.8 million though the LMDA. Approximately 23,200 participants received training and employment supports. Within 6 months of receiving training and employment supports, approximately 74.0% of EI Active claimants were already employed which contributed to an overall savings of approximately $46.3 million in unpaid EI benefits.

Saskatchewan’s LMDA programming helps individuals prepare for, obtain, and maintain employment as well as assist employers to recruit, train, and retain workers. LMDA funding supports the development, delivery, and evaluation of programs and services designed to meet labour market needs in the province.

In 2022‑23, Saskatchewan provided career and employment services through 10 offices across the province. The province also worked with a broad range of third-party service providers whose services target specialized needs such as career counselling, vocational assessments, employment support and work placement opportunities. Additionally, Saskatchewan provided financial and program support to training institutions, agencies, and industries that deliver skills development services throughout the province.

Saskatchewan also continued to support apprenticeship training to address the demand for skills tradespeople. In recent years, private companies have committed to a significant number of large-scale projects in Saskatchewan, resulting in billions in investment for the province. This has resulted in a large demand for apprentices and skilled tradespeople. In 2022‑23, approximately 4,100 apprentices completed training.

Through the Workforce Development Programming, the province also continued to expand experiential and work-integrated training opportunities for job seekers. Programming included Self-Employment, Career Employment Services, Enhanced Career Bridging, Targeted Initiative for Older Workers, and Training Voucher Program. Under this programming, clients received numerous services such as:

• vocational assessment
• career counselling
• job readiness
• life skills
• entry-level skills
• digital literacy skills
• job development
• basic skills training
• job coaching
• individualized employment-related supports

The services under the Workforce Development Programming target unemployed and under-employed Saskatchewan residents, including Indigenous peoples, youth, newcomers, persons with disabilities, and older workers. Consideration is also given to persons in seasonal and resource-based sectors impacted by market factors or international trade disputes. In 2022‑23, 12,339 clients completed programming with 53% of participants finding employment and/or moving on to further education/training.

Designated and/or under-represented groups

Saskatchewan is focusing on addressing the growing labour shortage by increasing the labour market participation of designated and/or under-represented groups. For example, the province is:

• addressing critical shortages in healthcare by supporting newcomers through the international recruitment of healthcare professionals and the Saskatchewan Immigrant Nominee Program
• continuing to offer its Northern Skills Training program to address academic and skills barriers for residents living in North Saskatchewan
• continuing to deliver its Targeted Initiative for Older Workers program to increase the employability of older workers (aged 55 to 64) through a combination of in-class training and work placement. In 2022‑23, 51% of participants found employment and/or went on to further education/training
• providing funding to the Saskatchewan Apprenticeship and Trade Certification Commission Indigenous Apprenticeship Initiative to increase the recruitment of Indigenous peoples into apprenticeship and skilled trades careers. Projects include apprenticeship and pre-employment trades training with First Nation and Métis communities. As of February 2023, 17.4% of registered apprentices self-declared as Indigenous

In addition, Saskatchewan maintained financial support for the Assemblée Communautaire Fransaskoise and the Conseil économique et Coopératif de la Saskatchewan so both organizations are able to offer French-language reception and settlement services to newcomers. In 2022‑23, both organizations provided settlement and employment services to 174 clients. There have also been over 500 requests to translate SaskJobs.ca job postings from English into French.

Stakeholder consultations

In 2022‑23, Saskatchewan engaged and consulted a range of stakeholder organizations including employers, chambers of commerce, industry associations, economic development organizations, community-based organizations, organizations providing employment services for people from designated and/or under-represented groups, post-secondary institutions, and labour groups.

Stakeholder engagement allowed Saskatchewan to receive feedback on programs and services as well as provide information on these programs.

Through these engagements, key themes were raised by stakeholders that align with Saskatchewan labour market goals:

• meeting employer demand for a skilled workforce
• developing skills for in-demand jobs
• attracting a stable labour supply

Key themes raised under the labour market goal of meeting employer demand for a skilled workforce include:

• the pool of unemployed workers continues to decline and has fallen below pre-pandemic levels
• increased demand for health care workers, including Continuing Care Aides, nurses, laboratory technicians and respiratory therapists
• shortage of transport drivers, material handlers and other logistics-related occupations
• continued shortage of workers in construction-related trades while public infrastructure and private capital investments are increasing
• shortages of millwrights, machinists, welders, and product processing resources are impacting both industrial and food manufacturing, especially in rural locations
• increased demand for more general skills including digital literacy, micro-credentialing courses, and office administration courses

Key themes raised under the labour market goal of development of skills for in-demand jobs include:

• more robust analysis of labour demand and labour supply will create a better alignment between post-secondary investments and the needs of the economy
• targeted programming needed in healthcare, mining, forestry, agriculture, manufacturing, oil and gas and small nuclear power generation
• skilled trade shortages in the construction sector are impacting the progress of large capital investments in the province

Key themes raised under the labour market goal of attraction of a stable and diverse labour supply include:

• ongoing expansion of economic projects as Saskatchewan employers are interested in international recruitment to address job vacancies that are not currently being filled by the provincial population
• newcomers facing barriers to employment such as foreign credential recognition and English language proficiency which impacts their ability to work in Saskatchewan
• collaboration between different orders of government and community-based organizations to support clients who are dealing with poverty, poor mental health, addictions, and homelessness to help provide them with a better quality of life and opportunities to develop skills and secure employment

EBSM key facts

Text description of chart 3.2.9.1 – Age distribution of clients, Alberta, 2013‑14 to 2022‑23

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	21.4%	68.8%	9.7%
2014‑15	20.8%	69.0%	10.2%
2015‑16	18.9%	69.9%	11.2%
2016‑17	18.8%	69.5%	11.7%
2017‑18	19.6%	68.1%	12.3%
2018‑19	19.0%	63.2%	11.8%
2019‑20	19.8%	68.6%	11.4%
2020‑21	25.6%	66.7%	7.6%
2021‑22	26.2%	65.5%	8.3%
2022‑23	25.9%	65.3%	8.8%

Text description of chart 3.2.9.2 – Alberta, 2013‑14 to 2022‑23, clients served by client type

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	42,472	16,819	n/a	63,516
2014‑15	43,398	15,820	n/a	60,344
2015‑16	51,694	16,213	n/a	60,191
2016‑17	49,720	14,087	n/a	54,258
2017‑18	35,101	15,856	n/a	38,909
2018‑19	30,363	13,036	8,388	31,484
2019‑20	27,561	13,704	7,759	27,886
2020‑21	22,094	7,577	3,796	17,506
2021‑22	22,074	8,962	3,675	17,642
2022‑23	19,654	10,756	3,886	17,455

Text description of chart 3.2.9.3 – Alberta, 2013‑14 to 2022‑23, key performance indicators

Year	Estimated Unpaid EI benefits	Returns to employment	Active EI clients served	Total clients served
2013‑14	$249,344,879	25,092	42,472	122,807
2014‑15	$266,985,993	25,745	43,398	119,562
2015‑16	$267,881,263	26,525	51,694	128,098
2016‑17	$384,909,915	29,671	49,720	118,065
2017‑18	$233,417,003	18,726	35,101	89,866
2018‑19	$205,883,273	18,669	30,363	83,271
2019‑20	$195,730,747	18,094	27,561	76,910
2020‑21	$139,176,642	17,867	22,094	50,973
2021‑22	$303,807,613	26,311	22,074	52,353
2022‑23	$197,849,296	21,405	19,654	51,751

Labour market context

In 2022‑23, Alberta was focused on economic recovery. Since 2020, job vacancies continue to rise; however, labour supply continues to be a major issue. There is a continued need for upskilling to respond to the changing labour environment due to automation and digitization.

The unemployment rate for those aged 15 and over in Alberta was 5.8% in 2022, significantly lower compared to the unemployment rate of 8.6% in 2021.^{Footnote 74} In comparison, Canada’s unemployment rate in 2022 was 5.3% and in 2021 was 7.5 %.^{Footnote 75}

In March 2023, the province had over 87,600 job vacancies^{Footnote 76} compared to approximately 148,400 persons who were without work, looked for work in the last 4 weeks, and were available for work.^{Footnote 77}

Similar to other provinces, Alberta noted that it is facing an aging population as well as fluctuating population growth. Employers have noted that fewer applicants and lack of skills or skills mismatch are 2 key challenges in the current labour market. Alberta is focused on increasing the participation rates for youth and other designated and/or under-represented groups, as well as increasing interprovincial and international migration to fill job vacancies.

Canada-Alberta Labour Market Development Agreement

In 2022‑23, Alberta received approximately $218 million though the LMDA. Approximately 96,100 participants received training and employment supports. Within 6 months of receiving training and employment supports, approximately 76.9% of EI Active claimants already were employed which contributed to an overall savings of approximately $198 million in unpaid EI benefits.

In 2022‑23, Alberta used the funding from the LMDA to assist employers to connect with individuals looking for work as well as provide training for new jobs in sectors with growth potential. These sectors included energy, agriculture/forestry, tourism, culture, technology, aviation and aerospace, logistics, and finance.

Overall, LMDA funding offers a variety of programming for Albertans. For example, in 2022‑23, Alberta provided a training program for apprentices. This program covered the cost of technical apprentice training delivered by an approved training provider to individuals registered in an apprenticeship program in Alberta. In 2022‑23, the program provided over 16,400 apprenticeships.

Furthermore, the Driving Back to Work Grant program received funding through the LMDA to support the commercial truck driver shortage. The program supported unemployed Albertans in obtaining a Class 1 driver’s license for commercial truck driving. The province covered up to 90% of the costs for unemployed individuals for the training and testing to become a licensed Class 1 driver. In 2022‑23, the program served over 460 clients.

Designated and/or under-represented groups

Alberta’s LMDA programming serves a diverse client base and its programming continues to also serve designated and/or under-represented groups. 2022‑23 funding helped to address labour shortages, unemployment, and removing barriers to employment for designated and/or under-represented groups. This was done through skills training, increased access to education and training, and improved support for those seeking work.

The Employment Partnerships program provided support to Indigenous communities and organizations to increase labour market participation and inclusion for Indigenous Albertans. Interim program results suggest that the program served approximately 8,700 clients in 2022‑23.

Alberta also works with Indigenous Communities through the Career and Employment Information Services. Career and Employment Information Services works with service providers to deliver career and employment preparation workshops for Indigenous communities on reserves. Services provided by the Career and Employment Information Services are designed to increase labour market participation by assisting clients to find and maintain employment. CEIS staff also work with Indigenous partners to build relationships and career services capacity both on and off reserve.

The Career and Employment Information Services funded an Alberta First Nation to provide virtual services to the Nation’s members. The project was delivered in collaboration with a workplace skills and training organization that provides workshops specializing in digital competency. Other Alberta First Nations are now pursuing similar virtual services projects with this organization.

Stakeholder consultations

Throughout 2022‑23, Alberta regularly met with stakeholder through formal meetings as well as day-to-day informal interactions. Stakeholders focused on understanding the current labour market context as well as targeting in-demand sectors and jobs. These consultations helped Alberta plan for programming and future workforce demands and skills training. Stakeholders included community stakeholder, training providers, employers, industry groups, and other government organizations.

For example, Alberta met with industry stakeholders through roundtables, national advisory committees, and labour market information sessions to discuss labour market partnerships and attraction and retention partnerships.

Alberta also met with regional stakeholders to identify and address region-specific workforce needs across the province. Employers and industry stakeholders are consulted in the development of regional training programs or services and hire clients who complete these programs. This process ensures that industry and employers are involved and are interested in having these programs in their community.

Furthermore, the province engages stakeholders annually in budget planning processes to ensure that programs and services delivered under the LMDA are efficient and viable and also meet Alberta’s priorities.

EBSM key facts

Text description of chart 3.2.10.1 – Age distribution of clients, British Columbia, 2013‑14 to 2022‑23

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	15.5%	69.8%	14.6%
2014‑15	15.0%	69.9%	15.1%
2015‑16	14.5%	70.3%	15.2%
2016‑17	13.9%	70.6%	15.5%
2017‑18	12.6%	70.9%	16.5%
2018‑19	14.1%	69.1%	16.4%
2019‑20	18.0%	67.3%	14.6%
2020‑21	19.7%	68.7%	11.6%
2021‑22	19.8%	67.6%	12.5%
2022‑23	19.2%	68.2%	12.5%

Text description of chart 3.2.10.2 – British Columbia, 2013‑14 to 2022‑23, clients served by client type

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	34,612	11,336	n/a	35,680
2014‑15	34,937	9,502	n/a	32,365
2015‑16	35,891	9,007	n/a	31,706
2016‑17	35,272	8,733	n/a	31,073
2017‑18	32,881	10,209	n/a	25,883
2018‑19	28,399	7,055	2,904	23,332
2019‑20	25,584	8,607	4,794	19,677
2020‑21	23,215	4,511	2,393	8,876
2021‑22	20,839	6,132	2,952	10,878
2022‑23	18,577	9,296	3,706	19,541

Text description of chart 3.2.10.3– British Columbia, 2013‑14 to 2022‑23, key performance indicators

Year	Estimated unpaid EI benefits	Returns to employment	Active EI clients served	Total clients served
2013‑14	$121,846,795	20,040	34,612	81,628
2014‑15	$126,683,222	19,818	34,937	76,804
2015‑16	$125,294,701	19,552	35,891	76,604
2016‑17	$152,689,817	21,050	35,272	75,078
2017‑18	$136,556,392	20,997	32,881	68,973
2018‑19	$136,811,084	21,515	28,399	61,690
2019‑20	$138,735,969	20,491	25,584	58,662
2020‑21	$135,929,742	17,002	23,215	38,995
2021‑22	$258,134,870	23,086	20,839	40,801
2022‑23	$148,383,657	18,924	18,577	51,120

Labour market context

British Columbia’s economic outlook calls for slower growth in the near-term as higher interest rates cool domestic and global demand. In 2022‑23, British Columbia experienced a tight labour market with job vacancies high, employment participation rate high, and unemployment low. The province is facing challenges finding workers with the right skills to meet employers’ needs in some occupations.

The unemployment rate for those aged 15 and over in British Columbia was 4.6% in 2022, significantly lower than the unemployment rate of 6.6% in 2021.^{Footnote 78} In comparison, Canada’s unemployment rate in 2022 was 5.3% and in 2021 was 7.5 %.^{Footnote 79}

In March 2023, the province had approximately 129,000 job vacancies^{Footnote 80} compared to approximately 131,500 persons who were without work, looked for work in the last 4 weeks, and were available for work.^{Footnote 81}

British Columbia’s reported priorities were reducing poverty, creating work opportunities, and increasing inclusion. The province focused on enhancing economic growth and prosperity and ensuring that individuals in British Columbia can fully participate in the labour market and reach their full potential. To continue this in the future, the province plans to enhance training and employment programs and services to ensure that British Columbians are prepared for the future labour force.

Canada-British Columbia Labour Market Development Agreement

In 2022‑23, British Columbia received approximately $345 million though the LMDA. Approximately 108,000 participants received training and employment supports. Within 6 months of receiving training and employment supports, approximately 75.0% of EI Active claimants were already employed which contributed to an overall savings of approximately $148 million in unpaid EI benefits.

LMDA funding in British Columbia helped to fulfill the following priorities:

• providing flexible, accessible, and individualized employment services that make it easier for British Columbians to get and keep good paying jobs
• contributing to meaningful reconciliation and providing inclusive and culturally safe programs, supports, and services to help all individuals reach their full potential for better jobs and better lives
• building an efficient labour market to support communities in a way that works for everyone
• creating new and modernized programs and services for people and communities by using evidence, best practices, and innovation

For example, in 2022‑23, over 31,600 active, former, and premium paid Employment Insurance (EI) claimants received services from WorkBC. Due to British Columbia’s stronger labour market conditions in recent years, the number of people accessing WorkBC has declined as unemployed individuals have been able to re-enter the labour market without using employment services assistance. However, in 2022‑23, WorkBC served a higher proportion of individuals who have more complex labour market barriers. In 2022‑23, 60% of Active EI, Former EI and past premium contributing clients who received services from WorkBC have found jobs.

Additionally, under the Targeting, Referral and Feedback (TRF) initiative, over 56,000 EI applicants were referred and close to 3,000 started working with a WorkBC Case Manager in 2022‑23. The TRF assisted EI applicants return to employment more quickly by connecting these individuals with their local WorkBC Centre. WorkBC works to individualize services to clients to support them in achieving their employment goals.

Designated and/or under-represented groups

British Columbia serves a wide population base. The province is focused on creating a diverse labour market that is inclusive of all populations. This allows for a wider pool for employers to draw on and provides a broader choice of job applicants. Furthermore, a diverse workplace provides a wealth of skills, new knowledge, and fresh viewpoints.

In 2022, the province attended a Housing Central Conference, hosted by BC Not-for-Profit Housing. At the conference, British Columbia presented information about inclusive hiring practice, Indigenous skills, and Employment Training Representatives. This presentation raised awareness of WorkBC services which receives funding through the LMDA.

British Columbia also presented at the Vantage Point Building Organizational and Sector Sustainability Conference to not-for-profit leaders. The presentation discussed equitable, inclusive, and sustainable practices focusing on strengthening Indigenous, under-represented, and emerging not-for-profit leaders.

In 2022‑23, WorkBC served over 12,000 persons with disabilities. After receiving case management services, 41% were able to achieve a positive employment outcome or secured a volunteer activity within their community.

Stakeholder consultations

British Columbia continued to engage several stakeholders on a regular basis. In 2022‑23, the province held 20 sector specific information sessions and 4 roundtable discussions. Stakeholders included sectors and employers, communities, Indigenous Communities, organizations representing employees, provincial ministries, persons with disabilities, service providers, and Francophone service providers.

In 2022, British Columbia met with the BC Trucking Association to address hiring trends and challenges within the trucking sector. The roundtable also discussed the new Mandatory Entry Level Training for truck drivers.

The province also met with various employers and unions, WorkBC Centres, and other provincial ministries to discuss a coordinated response to communities that are facing significant job loss. The response included a streamlined approach to access government programs as well as immediate interaction with employers, unions, WorkBC, local governments, and other stakeholders who can provide support services.

EBSM key facts

¹ Numbers for Yukon are not available.

¹ Some 2021‑22 numbers for Yukon are not available.

² 2022‑23 numbers for Yukon are not available.

Text description of chart 3.2.11.1 – Age distribution of clients, Yukon, 2013‑14 to 2022‑23 ^1,2

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	17.0%	67.6%	15.4%
2014‑15	19.3%	63.3%	17.5%
2015‑16	15.0%	70.1%	15.0%
2016‑17	18.1%	69.4%	12.4%
2017‑18	14.8%	72.6%	12.6%
2018‑19	11.6%	75.5%	10.7%
2019‑20	19.3%	72.4%	8.3%
2020‑21	26.7%	69.9%	2.3%
2021‑22	37.7%	n/a	n/a
2022‑23	n/a	n/a	n/a

¹ Some 2021‑22 numbers for Yukon are not available.

² 2022‑23 numbers for Yukon are not available.

¹ 2022‑23 numbers for Yukon are not available.

Text description of chart 3.2.11.2 – Yukon, 2013‑14 to 2022‑23, clients served by client type¹

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	271	45	n/a	96
2014‑15	259	45	n/a	131
2015‑16	211	41	n/a	65
2016‑17	201	34	n/a	85
2017‑18	208	44	n/a	108
2018‑19	189	35	39	75
2019‑20	155	23	29	24
2020‑21	115	22	27	23
2021‑22	177	77	49	54
2022‑231	n/a	n/a	n/a	n/a

¹ 2022‑23 numbers for Yukon are not available.

¹ Year over year change is not included as data availability was not consistent between years.

¹ Year over year change is not included as data availability was not consistent between years.

¹ Year over year change is not included as data availability was not consistent between years.

¹ 2022‑23 numbers for Yukon are not available.

Text description of chart 3.2.11.3 – Yukon, 2013‑14 to 2022‑23, key performance indicators¹

Year	Estimated unpaid EI benefits	Returns to employment	Active EI clients served	Total clients Served
2013‑14	$2,397,649	230	271	412
2014‑15	$1,851,947	170	259	435
2015‑16	$1,266,470	188	211	317
2016‑17	$1,498,718	176	201	320
2017‑18	$1,011,003	141	208	360
2018‑19	$1,069,493	120	189	338
2019‑20	$1,117,099	123	155	231
2020‑21	$957,323	92	115	187
2021‑22	$1,821,872	105	177	357
2022‑23	n/a1	n/a1	n/a1	450

¹ 2022‑23 numbers for Yukon are not available.

Labour market context

In 2022‑23, Yukon’s biggest challenge was the large number of job vacancies as its demand for workers surpassed its supply. A large percentage of the population who were working age (18 to 65) were not engaged in seeking or accepting work. Job vacancies are projected to remain the largest labour market challenge for years to come. To overcome this, Yukon continues to focus on economic growth by strengthening its labour force participation and finding available workers with the right skills for the available jobs.

The unemployment rate for those aged 15 and over in Yukon was 4.5% in 2022, lower in comparison to the unemployment rate of 6.3% in 2021.^{Footnote 82} In comparison, Canada’s unemployment rate in 2022 was 5.3% and in 2021 was 7.5 %.^{Footnote 83}

In December 2022, the territory had approximately 1,310 job vacancies.^{Footnote 84} In comparison, in 2022 the territory had on average approximately 1,100 individuals who were unemployed.^{Footnote 85}

Yukon’s reported that its key priority is to address the issue of unfilled jobs. The territory will continue to delivery quality training and employment programs and services to continue to focus on economics growth and strengthening the labour market.

Canada-Yukon Labour Market Development Agreement

In 2022‑23, Yukon received approximately $4.69 million though the LMDA. Approximately 750 participants received training and employment supports.^{Footnote 86}

In 2022‑23, LMDA funding in Yukon was used towards the following priorities:

• establishing meaningful, government-to-government labour market engagement with Yukon First Nations to support the Truth and Reconciliation Calls to Action #7 under the Education theme
• improve engagement with employers and employer organizations with the goal of facilitating positive change in recruitment and employer-driven workforce development
• leverage the current labour market situation and recent work in Skills for Success to develop stronger solutions to support disengaged working-age Yukoners to enter or re-enter the labour market
• determine the most effective means to support the shift from demand-driven to supply-driven thinking and processes and maintain the flexibility to shift again as the labour market continues to evolve

In 2022‑23, Yukon funded the Staffing UP – Employer Funding Support program to help employers hire, retain, train, develop workplace supports for employees as well as enhance employers human resource knowledge and practice. In 2022‑23, the program served 63 employers.

Additionally, in 2022‑23, the territory was working on continuing to improve its data gathering and analysis for LMDA funded programs and services.

Designated and/or under-represented groups

Yukon continued to regularly engage several designated and/or under-represented stakeholders, including First Nations, official language minority communities, and persons with disabilities.

For example, in 2022‑23, Yukon was working with stakeholders for persons with disabilities to improve labour market outcomes for participants as well as work to develop consistent job coaching and work placement opportunities.

Labour market participants from designated and/or under-represented groups can assist Yukon in helping to fill job vacancies. In 2022‑23, the territory funded the Building Up – Organizational Funding Support program. This program helped to strengthen the labour market by providing support to individuals and/or employers, coordinating community, and sector training funds, and helping to connect employers with job seekers. The program targeted members of designated and/or under-represented groups, such as Yukon First Nation citizens, youth, older workers, persons with disabilities, women in trades and technology, and newcomers in professional sectors.

Stakeholder consultations

Yukon continued to engage several stakeholders on a regular basis, including one-on-one engagement. In 2022‑23, stakeholders included First Nations, official language minority communities, organizations representing employers, organizations representing workers, persons with disabilities, and Government of Yukon departments.

For instance, the territory was working with employers and other government departments to focus on increasing employment and training opportunities in health care, tourism, and hospitality. As well, Yukon was working with employers to support those who need to make changes in their operations to respond to the evolving labour market.

EBSM key facts

Text description of chart 3.2.12. 1 – Age distribution of clients, Northwest Territories, 2013‑14 to 2022‑23

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	32.3%	60.9%	6.6%
2014‑15	34.2%	60.0%	5.6%
2015‑16	34.9%	58.9%	6.1%
2016‑17	33.5%	59.8%	6.7%
2017‑18	32.9%	61.3%	5.8%
2018‑19	30.3%	62.7%	6.8%
2019‑20	24.7%	70.1%	5.2%
2020‑21	24.3%	72.1%	3.6%
2021‑22	21.9%	72.2%	5.9%
2022‑23	23.4%	71.3%	5.3%

Text description of chart 3.2.12.2 – Northwest Territories, 2013‑14 to 2022‑23, clients served by client type

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	347	151	n/a	532
2014‑15	294	138	n/a	500
2015‑16	325	195	n/a	849
2016‑17	306	156	n/a	573
2017‑18	333	343	n/a	793
2018‑19	266	205	229	355
2019‑20	134	61	85	19
2020‑21	110	70	48	20
2021‑22	124	137	106	27
2022‑23	121	157	141	31

Text description of chart 3.2.12.3 – Northwest Territories, 2013‑14 to 2022‑23, key performance indicators

Year	Estimated unpaid EI benefits	Returns to employment	Active EI clients served	Total clients served
2013‑14	$2,332,104	200	347	1,030
2014‑15	$2,351,982	193	294	932
2015‑16	$1,820,141	173	325	1,369
2016‑17	$1,924,873	177	306	1,035
2017‑18	$1,298,865	142	333	1,469
2018‑19	$1,640,575	181	266	1,055
2019‑20	$1,430,328	185	134	299
2020‑21	$1,063,755	152	110	248
2021‑22	$1,345,869	207	124	394
2022‑23	$1,101,443	197	121	450

Labour market context

In 2022‑23, the Northwest Territories were facing labour shortages and a tight labour market. However, there was a difference in the labour market conditions of Yellowknife and those of smaller communities in the Northwest Territories. In Yellowknife and the capital region, there was low unemployment whereas in the smaller communities there was higher unemployment due to limited employment opportunities. The Northwest Territories faced large labour shortages in trades, transport and equipment operations, and the service industry.

The unemployment rate for those aged 15 and over in the Northwest Territories was 5.0% in 2022, lower in comparison to the unemployment rate of 6.0% in 2021.^{Footnote 87} In comparison, Canada’s unemployment rate in 2022 was 5.3% and in 2021 was 7.5 %.^{Footnote 88}

In 2022 the territory had on average approximately 1,280 individuals who were unemployed.^{Footnote 89},^{Footnote 90}

The labour market needs identified for the Northwest Territories vary from essential skills to advanced technical skills development. There are job seekers that face significant barriers to the labour market including lack of high school diplomas or equivalency. Job forecasts indicate that in the next 20 years, a large majority of jobs will require some kind of post-secondary education. The Northwest Territories is focused on using funding through the LMDA to deliver labour market programs and services to increase labour force participation, particularly for those not currently in the labour force or those considering re-entering.

Canada-Northwest Territories Labour Market Development Agreement

In 2022‑23, Northwest Territories received approximately $4.62 million though the LMDA. Approximately 705 participants received training and employment supports. Within 6 months of receiving training and employment supports, approximately 78.5% of EI Active claimants were already employed which contributed to an overall savings of approximately $1.10 million in unpaid EI benefits.

In 2022‑23, the Northwest Territories continued to use its LMDA funding to support its residents in reaching their labour market goals. For example, the territory funded the Skills Development program to provide training opportunities to update skills and knowledge and/or develop essential employability skills. Eligible activities included education and training programs that led towards labour market attachment. 136 clients benefited from this program in 2022‑23.

Furthermore, the territory administered the Job Creation Partnerships program that provided work experience opportunities to improve employability of participants. The goal of the program was to help unemployed individuals who need work experience and/or training to be able to find meaningful long-term employment. In 2022‑23, 14 clients were served.

Designated and/or under-represented groups

The Northwest Territories delivered LMDA programming that encouraged greater employer involvement in training to ensure that skills are better aligned to job opportunities. These programs and services also targeted designated and/or under-represented groups. For example, Through Employment Assistance Services funding, Conseil de development économique des Territoires du Nord-Ouest operates the NWT Career Centre, providing career and employment assistance targeted to local needs for NWT residents, which includes designated and/or under-represented groups.

Stakeholder consultations

In 2022‑23, the Northwest Territories continued to engage stakeholders through its Regional Service Centres. Engagement sessions were held with other government departments, local employers, community and non-governmental organizations, and Indigenous Governments and Organizations.

For example, the territory held Regional Training Committee engagements in the Dehcho Region every 2 months. These engagements included training partners, Indigenous Governments and Organizations, as well as employers and other organizations.

Consultation processes were also tailored to each region and their circumstances. Themes that have emerged from consultations include:

• focusing on regional projects and local training needs
• forecasting of labour training
• other funding programs available to individuals, employers, and communities
• training in communities and challenges faced by individuals having to travel far from their home to access training and skills development
• the need for targeted supports such as financial
• the need for more experienced journeypersons to supervise apprentices

EBSM key facts

¹ Numbers for Nunavut are not available.

¹ 2022‑23 numbers for Nunavut are not available.

Text description of chart 3.2.13.1 – Age distribution of clients, Nunavut, 2013‑14 to 2022‑23¹

Year	Youth (15-24 years old)	Core-age (25-54 years old)	Workers aged 55+
2013‑14	34.0%	63.2%	2.5%
2014‑15	36.1%	59.8%	3.7%
2015‑16	35.2%	60.2%	4.5%
2016‑17	38.1%	57.9%	3.5%
2017‑18	44.1%	50.9%	3.2%
2018‑19	41.7%	53.2%	3.4%
2019‑20	44.6%	49.1%	3.9%
2020‑21	41.2%	55.5%	3.3%
2021‑22	13.4%	31.5%	0.7%
2022‑23	n/a	n/a	n/a

¹ 2022‑23 numbers for Nunavut are not available.

¹ 2022‑23 Numbers for Nunavut are not available.

Text description of chart 3.2.13.2 – Nunavut, 2013‑14 to 2022‑23, clients served by client type¹

Year	Active EI clients	Former EI clients	PPE clients	Non-insured clients
2013‑14	98	128	n/a	173
2014‑15	110	126	n/a	460
2015‑16	126	154	n/a	706
2016‑17	116	95	n/a	628
2017‑18	153	168	n/a	773
2018‑19	142	177	234	694
2019‑20	74	113	135	305
2020‑21	11	4	202	511
2021‑22	29	37	52	40
2022‑23	n/a	n/a	n/a	n/a

¹ 2022‑23 numbers for Nunavut are not available.

¹ Year over year change is not included as data availability was not consistent between years.

¹ Year over year change is not included as data availability was not consistent between years.