Number of employees by North American Industry Classification System (NAICS) and type of employee, last 5 years.

Labour Force Survey The Labour Force Survey provides estimates of employment and unemployment which are among the timeliest and important measures of performance of the Canadian economy. The LFS estimates are the first of the major monthly economic data series to be released. The Canadian Labour Force Survey was developed following the Second World War to satisfy a need for reliable and timely data on the labour market. Information was urgently required on the massive labour market changes involved in the transition from a war to a peace-time economy. Objective The main objective of the LFS is to divide the working-age population into three mutually exclusive classifications - employed, unemployed, and not in the labour force - and to provide descriptive and explanatory data on each of these. LFS data are used to produce the well-known unemployment rate as well as other standard labour market indicators such as the employment rate and the participation rate. The LFS also provides employment estimates by industry, occupation, public and private sector, hours worked and much more, all cross-classifiable by a variety of demographic characteristics. Estimates are produced for Canada, the provinces, the territories and a large number of sub-provincial regions. For employees, wage rates, union status, job permanency and workplace size are also produced. These data are used by different levels of government for evaluation and planning of employment programs in Canada. Regional unemployment rates are used by Employment and Social Development Canada to determine eligibility, level and duration of insurance benefits for persons living within a particular employment insurance region. The data are also used by labour market analysts, economists, consultants, planners, forecasters and academics in both the private and public sector. Collection This public use microdata file contains non-aggregated data for a wide variety of variables collected from the Labour Force Survey (LFS). It contains both personal characteristics for all individuals in the household and detailed labour force characteristics for household members 15 years of age and over. The personal characteristics include age, sex, marital status, educational attainment, and family characteristics. Detailed labour force characteristics include employment information such as class of worker, usual and actual hours of work, employee hourly and weekly wages, industry and occupation of current or most recent job, public and private sector, union status, paid or unpaid overtime hours, job permanency, hours of work lost, job tenure, and unemployment information such as duration of unemployment, methods of job search and type of job sought. Labour force characteristics are also available for students during the school year and during the summer months as well as school attendance whether full or part-time and the type of institution. LFS revisions: Labour force surveys are revised on a periodic basis. The most recent revisions took place in 2025. As of January 2025, LFS microdata and estimates have been adjusted to reflect population counts from the 2021 Census, with revisions going back to 2011. Additionally, several changes were made to key variables on the PUMFs: Survey weights (FINALWT) have been updated to use 2021 Census population control totals. Sub-provincial geography (CMA) has been updated to the 2021 Standard Geographical Classification (SGC) boundaries. All industry data (NAICS_21) was revised to use the latest standard, North American Industry Classification System (NAICS) 2022. Coding enhancements were applied to improve longitudinal consistency of detailed National Occupational Classification data (NOC_10 and NOC_43). Data were revised to use the gender of person instead of sex (GENDER).

Unemployment Rate in Canada decreased to 6.90 percent in June from 7 percent in May of 2025. This dataset provides - Canada Unemployment Rate - actual values, historical data, forecast, chart, statistics, economic calendar and news.

The number of employed people in Canada amounted to approximately 20.72 million people in 2024. Between 1980 and 2024, the number rose by around 9.74 million people, though the increase followed an uneven trajectory rather than a consistent upward trend. From 2024 to 2026, the number will increase by about 220 thousand people.The indicator describes the number of employed people. This refers to persons who during a pre-defined period, either: a) performed wage or salary work, b) held a formal attachment to their job (even if not currently working), (c) performed for-profit work for personal or family gain , (d) were with an enterprise although temporarily not at work for any specific reason.

Number of employees by North American Industry Classification System (NAICS) and data type (seasonally adjusted, trend-cycle and unadjusted), last 5 months. Data are also available for the standard error of the estimate, the standard error of the month-to-month change and the standard error of the year-over-year change.

The wages on the Job Bank website are specific to an occupation and provide information on the earnings of workers at the regional level. Wages for most occupations are also provided at the national and provincial level. In Canada, all jobs are associated with one specific occupational grouping which is determined by the National Occupational Classification. For most occupations, a minimum, median and maximum wage estimates are displayed. They are update annually. If you have comments or questions regarding the wage information, please contact the Labour Market Information Division at: NC-LMI-IMT-GD@hrsdc-rhdcc.gc.ca

Between 2024 and 2033, a projected ****** jobs will be unfilled among registered nurses (RNs) and registered psychiatric nurses (RPNs) in Canada. This arose from a projected ******* job openings with just ******* jobseekers in the same period. Between 2022 and 2031, a shortfall of ****** RN and RPN was estimated.

The Labour Force Survey (LFS) is a monthly survey of Canadian households carried out by Statistics Canada. It was developed after the Second World War to satisfy a need for reliable and timely data on the labour market due to the massive labour market changes involved in the transition from a war to peace-time economy. The objectives of the LFS have been to divide the working-age population into three mutually exclusive labour force status categories (employed, unemployed, and not in the labour force) and to provide descriptive and explanatory data on each of these groups. With the release of the survey results only 10 days after the completion of data collection, the LFS estimates are the first of the major monthly economic data series to be released. The LFS is the source of Canada's official unemployment rates, including the rates used by Employment and Social Development Canada in the calculation of Employment Insurance (EI) eligibility and benefit criteria. Data from the survey also provide information on major labour market trends, such as shifts in employment across industrial sectors, hours worked and labour force participation. The LFS also provides employment estimates by industry, occupation, public and private sector, hours worked and much more, all cross-classifiable by a variety of demographic characteristics. Estimates are produced for Canada, the provinces, the territories and a large number of sub-provincial regions. For employees, data on wage rates, union status, job permanency and establishment size are also produced.

Job training and career counselling companies are navigating a dynamic and evolving landscape. Demand for specialized skills has been expanding across various sectors, leading job training providers to become increasingly critical in maintaining workforce competitiveness. COVID-19 accelerated a shift toward digital learning, allowing training companies to provide more flexible and accessible solutions. This transition to online platforms has enabled them to broaden their reach and better cater to diverse learning needs. At the same time, new tech advances, like artificial intelligence, remote work and the push for more inclusive workplaces, have expanded the importance of job training across a broader range of industries. Canada's fast-growing sectors have also strengthened this industry by creating new opportunities and demand for tailored educational programs, including boot camps and specialized workshops with quick turnaround times. Job training providers' role in supporting Canada has supported strong revenue performance, with revenue rising at a CAGR of 6.5% to $3.9 billion over the past five years, including estimated growth of 4.5% in 2024. One of the most critical trends within the current job training environment is the emphasis on digital skills development. As various industries increasingly incorporate new technologies, demand for a workforce proficient in digital skills has surged. Various new training programs have been launched to address this, ranging from online courses through partnerships with educational institutions to industry-specific boot camps and workshops organized by private companies and non-profit organizations. Government initiatives and policy frameworks have also supported these efforts, aiming to bridge Canada's digital skills gap. Several current trends will continue to influence the Canadian industry. Growing critical sectors, like renewables and biomanufacturing, will create a greater need for tailored job training programs to meet the specific demands of these knowledge-intensive fields. As Canada's population continues to grow and diversify, the industry must also adapt to a more extensive and varied workforce. Addressing the country's skills gap will remain a key issue, supporting demand for more targeted initiatives to upskill and reskill workers across various industries. Training providers will benefit from increased partnerships with government bodies, which help drive awareness and access to programs. In all, revenue will continue expanding, rising at a CAGR of 1.7% to an estimated $4.3 billion over the next five years.

The Employment Sector, a sector attached to the Ministry of Employment and Social Solidarity (MESS), makes forecasts of the labour market every year in the medium (five years) and in the long term (ten years). These forecasts cover employment by industry and occupation, as well as labour market participation and unemployment. They are based on medium and long-term economic forecasts from the Conference Board of Canada (cBDC), including those for household consumption, government spending, private and public investments, exports and imports, and exports, and imports, and exchange rate trends. If the economic growth observed during the forecast period is different from that expected by the cBDC, the evolution of employment could thus differ from what the Employment Sector foresees in its forecasts.

Employment Rate in Canada increased to 60.90 percent in June from 60.80 percent in May of 2025. This dataset provides - Canada Employment Rate- actual values, historical data, forecast, chart, statistics, economic calendar and news.

The Canadian recruiting industry's financial success is intrinsically linked to the overall economy and unemployment rate. A healthy labour market is fueling revenue growth for recruiting agencies, which are progressively using technology to add more value to their services. As a result of positive economic growth, revenue is anticipated to climb at a CAGR of 3.6% to $10.0 billion through the end of 2023, despite a decrease of 1.8% in 2023 alone. Recruiting and employment services are undergoing a transformation, driven by vast improvements in technology and the increasing use of online resources. Professional networking sites and job portals like LinkedIn and Indeed are bridging the gap between employers and job seekers. Successful recruiting agencies are capitalizing on digital tools and networks to become more efficient. These agencies are using software to scan resumes and cover letters for specific keywords and qualifications, enhancing the quality of placements and improving efficiency. Still, some concerns linger among businesses about the effectiveness of some technologies. Moving forward, an evolving labour market is set to continue supporting growth in the industry. With a growing global economy, Canadians will continue to search for better, higher-paying jobs. Rising corporate profits will translate into more job opportunities, providing businesses with additional resources to outsource their recruitment activities. Also, technological advances like artificial intelligence and big data analytics are forecast to enhance the value of recruitment services, further driving demand for recruiting services. Revenue for employment and recruiting agencies is expected to grow at a CAGR of 2.1% to $11.0 billion through the end of 2028.

The 3-year Employment Outlooks consist of a rating (very good, good, moderate, limited or very limited) of the employment prospects as well as a narrative text that provides an assessment of the main forecast indicators, recent statistics, and value-added regional observations. Employment Outlooks are developed for each detailed occupation in all provinces, territories and economic regions of Canada, where data permits. They are updated annually. The Employment Outlooks developed until the 2015-2017 period were assessed on the basis of the National Occupational Classification (NOC) 2006, and include up to 520 occupations. Beginning with the 2016-2018 Outlooks, the NOC 2011 is used for the analysis and the Outlooks include up to 500 occupations. Outlooks and trend descriptions for the latest year (currently disseminated on Job Bank) are subject to change as new information becomes available. Every effort will be made to keep the records on the Open Data Portal as up to date as possible, though delays may occur. If you have comments or questions regarding the 3-year Employment Outlooks, please contact the Labour Market Information division at: NC-LMI-IMT-GD@hrsdc-rhdcc.gc.ca

Overview: Each quarter, the Temporary Foreign Worker Program (TFWP) publishes Labour Market Impact Assessment (LMIA) statistics on Open Government Data Portal, including quarterly and annual LMIA data related to, but not limited to, requested and approved TFW positions, employment location, employment occupations, sectors, TFWP stream and temporary foreign workers by country of origin. The TFWP does not collect data on the number of TFWs who are hired by an employer and have arrived in Canada. The decision to issue a work permit rests with Immigration, Refugees and Citizenship Canada (IRCC) and not all positions on a positive LMIA result in a work permit. For these reasons, data provided in the LMIA statistics cannot be used to calculate the number of TFWs that have entered or will enter Canada. IRCC publishes annual statistics on the number of foreign workers who are issued a work permit: https://open.canada.ca/data/en/dataset/360024f2-17e9-4558-bfc1-3616485d65b9. Please note that all quarterly tables have been updated to NOC 2021 (5 digit and training, education, experience and responsibilities (TEER) based). As such, Table 5, 8, 17, and 24 will no longer be updated but will remain as archived tables. Frequency of Publication: Quarterly LMIA statistics cover data for the four quarters of the previous calendar year and the quarter(s) of the current calendar year. Quarterly data is released within two to three months of the most recent quarter. The release dates for quarterly data are as follows: Q1 (January to March) will be published by early June of the current year; Q2 (April to June) will be published by early September of the current year; Q3 (July to September) will be published by early December of the current year; and Q4 (October to December) will be published by early March of the next year. Annual statistics cover eight consecutive years of LMIA data and are scheduled to be released in March of the next year. Published Data: As part of the quarterly release, the TFWP updates LMIA data for 28 tables broken down by: TFW positions: Tables 1 to 10, 12, 13, and 22 to 24; LMIA applications: Tables 14 to 18; Employers: Tables 11, and 19 to 21; and Seasonal Agricultural Worker Program (SAWP): Tables 25 to 28. In addition, the TFWP publishes 2 lists of employers who were issued a positive or negative LMIA: Employers who were issued a positive LMIA by Program Stream, NOC, and Business Location (https://open.canada.ca/data/en/dataset/90fed587-1364-4f33-a9ee-208181dc0b97/resource/b369ae20-0c7e-4d10-93ca-07c86c91e6fe); and Employers who were issued a negative LMIA by Program Stream, NOC, and Business Location (https://open.canada.ca/data/en/dataset/f82f66f2-a22b-4511-bccf-e1d74db39ae5/resource/94a0dbee-e9d9-4492-ab52-07f0f0fb255b). Things to Remember: 1. When data are presented on positive or negative LMIAs, the decision date is used to allocate which quarter the data falls into. However, when data are presented on when LMIAs are requested, it is based on the date when the LMIA is received by ESDC. 2. As of the publication of 2022Q1- 2023Q4 data (published in April 2024) and going forward, all LMIAs in support of 'Permanent Residence (PR) Only' are included in TFWP statistics, unless indicated otherwise. All quarterly data in this report includes PR Only LMIAs. Dual-intent LMIAs and corresponding positions are included under their respective TFWP stream (e.g., low-wage, high-wage, etc.) This may impact program reporting over time. 3. Attention should be given for data that are presented by ‘Unique Employers’ when it comes to manipulating the data within that specific table. One employer could be counted towards multiple groups if they have multiple positive LMIAs across categories such as program stream, province or territory, or economic region. For example, an employer could request TFWs for two different business locations, and this employer would be counted in the statistics of both economic regions. As such, the sum of the rows within these ‘Unique Employer’ tables will not add up to the aggregate total.

The Labour Force Survey provides estimates of employment and unemployment which are among the most timely and important measures of performance of the Canadian economy. With the release of the survey results only 13 days after the completion of data collection, the LFS estimates are the first of the major monthly economic data series to be released. The Canadian Labour Force Survey was developed following the Second World War to satisfy a need for reliable and timely data on the labour market. Information was urgently required on the massive labour market changes involved in the transition from a war to a peace-time economy. The main objective of the LFS is to divide the working-age population into three mutually exclusive classifications - employed, unemployed, and not in the labour force - and to provide descriptive and explanatory data on each of these. LFS data are used to produce the well-known unemployment rate as well as other standard labour market indicators such as the employment rate and the participation rate. The LFS also provides employment estimates by industry, occupation, public and private sector, hours worked and much more, all cross-classifiable by a variety of demographic characteristics. Estimates are produced for Canada, the provinces, the territories and a large number of sub-provincial regions. For employees, wage rates, union status, job permanency and workplace size are also produced. These data are used by different levels of government for evaluation and planning of employment programs in Canada. Regional unemployment rates are used by Human Resources Development Canada to determine eligibility, level and duration of insurance benefits for persons living within a particular employment insurance region. The data are also used by labour market analysts, economists, consultants, planners, forecasters and academics in both the private and public sector. Note: Because missing values are removed from this dataset, any form of non-response (e.g. valid skip, not stated) or don't know/refusal cannot be coded as a missing. The "Sysmiss" label in the Statistics section indicates the number of non-responding records for each variable, and the "Valid" values in the Statistics section indicate the number of responding records for each variable. The total number of records for each variable is comprised of both the sysmiss and valid values. LFS revisions: LFS estimates were previously based on the 2001 Census population estimates. These data have been adjusted to reflect 2006 Census population estimates and were revised back to 1996.

The Labour Force Survey provides estimates of employment and unemployment which are among the timeliest and important measures of performance of the Canadian economy. With the release of the survey results only 10 days after the completion of data collection, the LFS estimates are the first of the major monthly economic data series to be released. The Canadian Labour Force Survey was developed following the Second World War to satisfy a need for reliable and timely data on the labour market. Information was urgently required on the massive labour market changes involved in the transition from a war to a peace-time economy. The main objective of the LFS is to divide the working-age population into three mutually exclusive classifications - employed, unemployed, and not in the labour force - and to provide descriptive and explanatory data on each of these. LFS data are used to produce the well-known unemployment rate as well as other standard labour market indicators such as the employment rate and the participation rate. The LFS also provides employment estimates by industry, occupation, public and private sector, hours worked and much more, all cross-classifiable by a variety of demographic characteristics. Estimates are produced for Canada, the provinces, the territories and a large number of sub-provincial regions. For employees, wage rates, union status, job permanency and workplace size are also produced. These data are used by different levels of government for evaluation and planning of employment programs in Canada. Regional unemployment rates are used by Employment and Social Development Canada to determine eligibility, level and duration of insurance benefits for persons living within a particular employment insurance region. The data are also used by labour market analysts, economists, consultants, planners, forecasters and academics in both the private and public sector.This public use microdata file contains non-aggregated data for a wide variety of variables collected from the Labour Force Survey (LFS). It contains both personal characteristics for all individuals in the household and detailed labour force characteristics for household members 15 years of age and over. The personal characteristics include age, sex, marital status, educational attainment, and family characteristics. Detailed labour force characteristics include employment information such as class of worker, usual and actual hours of work, employee hourly and weekly wages, industry and occupation of current or most recent job, public and private sector, union status, paid or unpaid overtime hours, job permanency, hours of work lost, job tenure, and unemployment information such as duration of unemployment, methods of job search and type of job sought. Labour force characteristics are also available for students during the school year and during the summer months as well as school attendance whether full or part-time and the type of institution.LFS revisions: Labour force surveys are revised on a periodic basis, either to adopt the most recent geography, industry and occupation classifications; to use new observations to fine-tune seasonal adjustment factors; or to introduce methodological enhancement. Prior LFS revisions were conducted in 2011, 2015 and 2021. The most recent revisions to the LFS were conducted in 2023. The first major change was a transition to the National Occupational Classification (NOC) 2021 V1.0, with all LFS series from 1987 onwards having been revised to the new classification. The second major change were methodological enhancements to LFS data processing, applied to all LFS series beginning Jan 2006. The third major change was a revision of seasonal adjustment factors, applied to LFS series Jan 2002 onward. A list of prior versions of this LFS dataset can be found under the ‘Versions’ tab.

Graph and download economic data for Job Postings on Indeed in Canada (IHLIDXCA) from 2020-02-01 to 2025-07-04 about jobs and USA.

Introducing the Indeed Job Postings Index

Hiring Lab's Job Postings Tracker is being re-released as the Indeed Job Postings Index. By Chris Glynn

Indeed Hiring Lab is re-releasing our Job Postings Tracker as the Indeed Job Postings Index, a daily measure of labor market activity that is updated and will continue to be released weekly. Covering seven national markets in the US, Canada, United Kingdom, Ireland, France, Germany, and Australia, the Indeed Job Postings Index meets one of Hiring Lab’s primary goals: produce high quality and high frequency labor market metrics using Indeed’s proprietary data.

The primary difference between the Indeed Job Postings Index and the legacy Job Postings Tracker is the level. The Indeed Job Postings Index is set to 100 on February 1, 2020, and this effectively provides a uniform level shift of 100 to the existing Job Postings Tracker across all time points.The Job Postings Tracker measured the percent change in postings from February 1st, 2020. For example, if the Job Postings Tracker were 40%, the corresponding Indeed Job Postings Index on the same date would be 140. Additionally, we are now including year-over-year and month-over-month percent changes in the Indeed Job Postings Index as part of our data portal on hiringlab.org/data and on our GitHub page. Month-over-month changes are calculated as 28 day (4 week) differences to control for day of week.

As Covid-19 fades from the global labor market discussion, moving to an index better reflects current economic conditions. The Indeed Job Postings Index allows us to compare job postings more naturally across flexible date ranges as opposed to comparing to the pre-pandemic baseline. It also places Indeed’s job postings metric in a broader class of macroeconomic indexes such as the Case Shiller Index that measures house price appreciation and the Consumer Price Index that measures inflation.

Data Schema Each market covered by a Hiring Lab economist has a folder in this repo. Each folder contains the following files:

aggregate_job_postings_{country_code}.csv This file contains the % change in seasonally-adjusted postings since February 1, 2020 for total job postings and new jobs postings (on Indeed for 7 days or fewer) for that market, as well as non-seasonally adjusted postings since February 1, 2020 for total job postings.

job_postings_by_sector_{country_code}.csv This file contains the % change in seasonally-adjusted postings since February 1, 2020 for occupational sectors for that market. We do not share sectoral data for Ireland.

For certain markets, we also share subnational job postings trends. In the United States, we provide:

metro_job_postings_us.csv This file contains the % change in seasonally-adjusted postings since February 1, 2020 for total job postings in US metropolitan areas with a population of at least 500,000 people.

state_job_postings_us.csv This file contains the % change in seasonally-adjusted postings since February 1, 2020 for total job postings in the US states and the District of Columbia.

In Canada, we provide:

provincial_postings_ca.csv This file contains the % change in seasonally-adjusted postings since February 1, 2020 for total job postings in each Canadian provinces. In the United Kingdom, we provide:

regional_postings_gb.csv This file contains the % change in seasonally-adjusted postings since February 1, 2020 for total job postings in each region in the UK.

city_postings_gb.csv This file contains the % change in seasonally-adjusted postings since February 1, 2020 for total job postings in each city in the UK.

Github link: https://github.com/hiring-lab/job_postings_tracker#data-schema Hiring Lab Link: https://www.hiringlab.org/2022/12/15/introducing-the-indeed-job-postings-index/

The objective of the Survey of Job Opportunities is to identify "discouraged seekers" and profile their characteristics. More specifically, the survey's purpose is to collect information on persons who are currently not employed and have not been actively looking for work in the past four weeks. In may parts of Canada, potential workers have a detailed knowledge of the annual hiring patterns of employers, and employers rely on the participation patterns of the work force. In these situations there is little, if any, job search activity by potential workers and minimal recruitment activity by emploeyrs. Since potential employers know the approximate dates, much of the hiring activity takes place by direct contact between employee and emploeyr Since 1979 Statistics Canada has conducted an annual survey, sponsored by Employment and Immigration Canada, to consider and evaluate this theory. The survey is conducted in March of each year, and asks questions about job opportunities from the previous calendar year. The questionnaire has remained largely unchaged resulting in a wealth of data covering 14 years.

The objective of this survey is to: - measure the frequency and number of job changes occurring in the Canadian labour market over one-two-and three year periods; - provide information on the characteristics of jobs held (wage rates, usual work schedules, etc.); - identify groups of people who would benefit from EIC programs; - identify participants of specific EIC programs. Formerly the Survey of 1981 Work History (see 75M0006). Replaces the Survey of Union Membership (see 71M0004)