Job vacancies, labour mobility and layoffs

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Number of job vacancies and payroll employees, and job vacancy rate by province and territory, last 5 months.

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Number of job vacancies and payroll employees, and job vacancy rate by two-digit North American Industry Classification System (NAICS) code, last 5 months.

Description:

Number of job vacancies and payroll employees, and job vacancy rate by two-digit North American Industry Classification System (NAICS) code, last 5 months.

Description:

Number of job vacancies and payroll employees, and job vacancy rate by province and territory, last 5 months.

Description: Number of unemployed persons and persons not in the labour force by reason for leaving job during previous year, sex and age group, last 5 months.

Description: The table presents interprovincial labour mobility, defined as the percentage of workers who changed provinces of residence from May 2016 to December 2017. Additionally, it provides experimental estimates for interprovincial mobility for the 2022-2023 period.

Description: Release published in The Daily – Statistics Canada’s official release bulletin

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Number of job vacancies, payroll employees, and job vacancy rate, by economic regions, last 5 quarters.

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Number of job vacancies, by type of work and position and one-digit National Occupational Classification (NOC) code, last 5 quarters.

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Number of job vacancies, payroll employees, and job vacancy rate, by two-digit North American Industry Classification System (NAICS) code, last 5 quarters.

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Number of job vacancies and payroll employees, and job vacancy rate by province and territory, last 5 months.

Description:

Number of job vacancies and payroll employees, and job vacancy rate by two-digit North American Industry Classification System (NAICS) code, last 5 months.

Description:

Number of job vacancies and payroll employees, and job vacancy rate by two-digit North American Industry Classification System (NAICS) code, last 5 months.

Description:

Number of job vacancies and payroll employees, and job vacancy rate by province and territory, last 5 months.

Description: Number of unemployed persons and persons not in the labour force by reason for leaving job during previous year, sex and age group, last 5 months.

Description: The table presents interprovincial labour mobility, defined as the percentage of workers who changed provinces of residence from May 2016 to December 2017. Additionally, it provides experimental estimates for interprovincial mobility for the 2022-2023 period.

Description:

Number of job vacancies, payroll employees, and job vacancy rate, by economic regions, last 5 quarters.

Description:

Number of job vacancies, by type of work and position and one-digit National Occupational Classification (NOC) code, last 5 quarters.

Description:

Number of job vacancies, payroll employees, and job vacancy rate, by two-digit North American Industry Classification System (NAICS) code, last 5 quarters.

Description: Number of job vacancies and payroll employees, job vacancy rate, and average offered hourly wage by economic region, last 5 quarters.

Description:

The recent economic boom in the Canadian province of Alberta provides an ideal "natural experiment" to examine immigrants' responses to a strong labour demand outside major metropolitan centres. The key finding of our study, which is based on a unique dataset that combines administrative and immigrant records, is that not only did immigrants respond to the recent economic boom in Alberta, but they responded generally more strongly than non-immigrants. We find, however, a great deal of heterogeneity in the magnitude of the response across different regions and for different categories of immigrants.

Description:

Work stress is widely recognized as a major challenge to both the individual and the economy. It can come from many sources and affect people in different ways. As well, a variety of mitigating factors enter the equation. This article investigates levels, sources and effects of work stress for various socio-demographic and occupational groups.

Description:

The accurate measurement of job search and unemployment has been a recurring problem in retrospective surveys. However, strategies to improve recall in such surveys have not been especially successful. Proposed solutions have included a) reducing the recall period and b) questioning whether the standard operationalization of labour force concepts is appropriate in a retrospective setting.

One difficulty in arriving at an appropriate line of questioning is that there does not exist a reliable benchmark source indicating what sort of search patterns one should be observing over the year. Current notions of labour force dynamics have been heavily influenced by linked-record gross change data, which for various reasons cannot be considered a reliable source. These data show numerous changes in status from month-to-month and generally paint a picture of labour force participation that suggests little behavioural consistency.

This study examines data from the Annual Work Patterns Survey (AWPS) and Labour Market Activity Survey (LMAS). It shows that the underreporting of job search in the AWPS (and to a lesser extent in the LMAS) is closely connected to the failure of respondents, in a significant number of cases, to report any job search prior to the start of a job, a problem for which there is a simple questionnaire solution.

Description:

Using data from a large Canadian longitudinal dataset, we examine whether earnings of wives and teenagers increase in response to layoffs experienced by husbands. We find virtually no evidence of an "added worker effect" for the earnings of teenagers. However, we find that among families with no children of working age, wives' earnings offset about one fifth of the earnings losses experienced by husbands five years after the layoff.

We also contrast the long-term earnings losses experienced by husbands and unattached males. Even though the former group might be less mobile geographically than the latter, we find that both groups experience roughly the same earnings losses in the long run. Furthermore, the income losses (before tax and after tax) of both groups are also very similar. However, because unattached males have much lower pre-layoff income, they experience much greater relative income shocks than (families of) laid-off husbands.

Description:

More than 160,000 non-profit and voluntary institutions provide employment for about two million Canadians. These organizations constitute one of the faster growing sectors of the Canadian economy, accounting for 7% of gross domestic product in 2003. They come in a variety of forms and deliver goods and services in many areas. However, their use of labour in most cases differs radically from that of profit-oriented businesses. This study describes and quantifies the multiple labour inputs used by non-profits.

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Past studies of illness-related work absences have focused on annual figures and have not differentiated between full- and part-week absences. But the two have quite different seasonal patterns and long-term trends.

Description:

The high-tech sector was a major driving force behind the Canadian economic recovery of the late 1990s. It is well known that the tide began to turn quite suddenly in 2001 when sector-wide employment and earnings halted this upward trend, despite continued gains in the rest of the economy. As informative as employment and earnings statistics may be, they do not paint a complete picture of the severity of the high-tech meltdown. A decline in employment may result from reduced hiring and natural attrition, as opposed to layoffs, while a decline in earnings among high-tech workers says little about the fortunes of laid-off workers who did not regain employment in the high-tech sector. In this study, I use a unique administrative data source to address both of these gaps in our knowledge of the high-tech meltdown. Specifically, the study explores permanent layoffs in the high-tech sector, as well as earnings losses of laid-off high-tech workers. The findings suggest that the high-tech meltdown resulted in a sudden and dramatic increase in the probability of experiencing a permanent layoff, which more than quadrupled in the manufacturing sector from 2000 to 2001. Ottawa-Gatineau workers in the industry were hit particularly hard on this front, as the permanent layoff rate rose by a factor of 11 from 2000 to 2001. Moreover, laid-off manufacturing high-tech workers who found a new job saw a very steep decline in earnings. This decline in earnings was well above the declines registered among any other groups of laid-off workers, including workers who were laid off during the "jobless recovery" of the 1990s. Among laid-off high-tech workers who found a new job, about four out of five did not locate employment in high-tech, and about one out of three moved to another city. In Ottawa-Gatineau, many former high-tech employees found jobs in the federal government. However, about two in five laid-off high-tech workers left the city.

Description:

Female workers are traditionally viewed as more likely to quit, to be absent and to take more days of absence than male workers, and this gender difference is widely used as an important explanation for the gender wage gap and other labour market differences between men and women. This study documents the gender differences in quits and absenteeism in Canada and attempts to assess whether the traditional view is still valid today.

The study found that Canadian women's quitting behaviour changed dramatically over the past two decades. While women's permanent quit rate was greater than that of men in the 1980s, it converged with men's permanent quit rate since the early 1990s, and today there does not seem to be any significant difference in quitting behaviour between Canadian men and women. In terms of absenteeism, it was found that, other things being equal, Canadian men and women were somewhat different in paid sick leave, not in other paid and unpaid leaves, and their difference in paid sick leave was not large: women took only one day more than men.

Taken together, these results imply that, in Canada, the current gender differences in quits and absenteeism are not significant factors to explain certain gender differences in labour market outcomes, such as the wage gap between men and women.

Description:

The degree to which workers leave the country was a much-discussed issue in Canada - as elsewhere - in the latter part of the 1990s, although recent empirical evidence shows that it was not such a widespread phenomenon after all, and that rates of leaving have declined substantially in recent years. One aspect of the international mobility dynamic that has not yet been addressed, however, is the effect on individuals' earnings of leaving the country and then returning. The lack of empirical evidence on this issue stems principally from the unavailability of the kind of longitudinal data required for such an analysis. The contribution of this paper is to present evidence on how leaving and returning to Canada affects individuals' earnings based on an analysis carried out with the Longitudinal Administrative Database. The models estimated use movers' (relative) pre-departure profiles as the basis of comparison for their post-return (relative) earnings patterns in order to control for any pre-existing differences in the earnings profiles of movers and non-movers (while also controlling for other factors that affect individuals' earnings at any point in time).

Overall, those who leave the country have higher earnings than non-movers upon their returns, but most of these differences were already present in the pre-departure period. In terms of net earnings growth, individuals who were away for two to five years appear to do best, and enjoy earnings that are 12% higher in the five years following their return relative to their pre-departure levels (controlling for other factors), while those who leave for just one year have smaller gains, and those who spend longer periods abroad have lower (relative) earnings upon their returns as compared to before leaving (perhaps due to other events associated with their mobility patterns). Interestingly, these gains seem to be concentrated among those who had the lowest pre-move earnings levels (less than $60,000), while those higher up on the earnings ladder had smaller and more variable gains.

Description:

Using Statistics Canada's Longitudinal Worker File, we document short-term and long-term earnings losses for a large (10%) sample of Canadian workers who lost their job through firm closures or mass layoffs during the late 1980s and the 1990s. Our use of a nationally representative sample allows us to examine how earnings losses vary across age groups, gender, industries and firms of different sizes. Furthermore, we conduct separate analyses for workers displaced only through firm closures and for a broader sample displaced either through firm closures or mass layoffs. Our main finding is that while the long-term earnings losses experienced on average by workers who are displaced through firm closures or mass layoffs are important, those experienced by displaced workers with considerable seniority appear to be even more substantial. Consistent with findings from the United States by Jacobson, Lalonde and Sullivan (1993), high-seniority displaced men experience long-term earnings losses that represent between 18% and 35% of their pre-displacement earnings. For their female counterparts, the corresponding estimates vary between 24% and 35%.

Description: The Guide to the Job Vacancy and Wage Survey contains a dictionary of concepts and definitions, and covers topics such as survey methodology, data collection, processing, and data quality.

Description: The Guide to the Job Vacancy and Wage Survey contains a dictionary of concepts and definitions, and covers topics such as survey methodology, data collection, processing, and data quality. The guide covers both components of the survey: the job vacancy component, which is quarterly, and the wage component, which is annual.

Description:

The Guide to the Job Vacancy and Wage Survey contains a dictionary of concepts and definitions, and includes topics such as survey methodology, data collection, processing, and data quality.

Description:

The Guide to the Job Vacancy and Wage Survey contains a dictionary of concepts and definitions, and covers topics such as survey methodology, data collection, processing, and data quality. The guide covers both components of the survey: the job vacancy component, which is quarterly, and the wage component, which is annual.

Description:

The Guide to the Job Vacancy and Wage Survey contains a dictionary of concepts and definitions, and covers topics such as survey methodology, data collection, processing, and data quality. The guide covers both components of the survey: the job vacancy component, which is quarterly, and the wage component, which is annual.

Description:

The Guide to the Job Vacancy and Wage Survey contains a dictionary of concepts and definitions, and covers topics such as survey methodology, data collection, processing, and data quality. The guide covers both components of the survey: the job vacancy component, which is quarterly, and the wage component, which is annual.

Description:

The Guide to the Job Vacancy and Wage Survey (JVWS) covers the job vacancy component, including a dictionary of concepts and definitions and covers topics such as survey methodology, data collection and processing, and data quality. The wage component of the JVWS will be covered in a subsequent version of this guide, when wage data by occupation are released.

Description:

The Guide to Job Vacancy Statistics provides an overview of the structure of the survey and covers topics such as survey methodology, data quality as well as terms and definitions.

Description:

This revised version of the Guide to the Job Vacancy and Wage Survey covers the job vacancy component. The guide contains an updated dictionary of concepts and definitions and covers topics such as survey methodology, data collection and processing, and data quality. The wage component is not covered; it will be covered in a subsequent version of this guide, when annual wage data by occupation are released.

Description:

This version of the Guide to the Job Vacancy and Wage Survey covers the job vacancy component. The guide contains a dictionary of concepts and definitions and covers topics such as survey methodology, data collection and processing, and data quality. The wage component is not covered; it will be covered in a subsequent version of this guide, when annual wage data by occupation are released.