Addressing the Skilled Trades Shortage: Industry Leaders Call for Strategic Changes

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As Canada invests heavily in trades training, industry leaders emphasize the need for strategic policy changes to effectively attract and retain skilled workers in the construction sector.

In a concerted effort to address the significant labor shortfall in the construction industry, both federal and provincial governments are committing substantial financial resources toward trades training. However, leaders within the sector argue that the true challenge lies in attracting the right individuals necessary to meet Canada’s escalating infrastructure demands. Chris Atchison, president of the BC Construction Association, advocates for stronger collaboration between government and industry associations, emphasizing the need for a strategic approach to funding and an alignment of immigration policies with the skills required for construction.
In Alberta, Scott Fash, CEO of BiLD Alberta, has voiced a similar sentiment, calling for enhanced federal funding incentives aimed at helping apprentices successfully complete their Red Seal certifications. He noted that a mere 30 to 45 percent of registered construction trade apprentices ultimately achieve their Red Seal, a situation exacerbated by the loss of journeymen, which stifles the intake of new apprentices.
The Liberal government has announced a $6 billion initiative aimed at recruiting, training, and hiring between 80,000 to 100,000 new Red Seal trades workers over the next five years. Additionally, the BC NDP has allocated $241 million, while Alberta has earmarked $384 million for training initiatives over a three-year period. Despite this financial commitment, Atchison cautions that merely increasing funding is insufficient to resolve the pressing issue, highlighting the need to effectively attract new talent into the skilled trades pipeline as construction demands continue to grow.
The upcoming 2025 federal budget, which is projected to involve $1 trillion in investments aimed at revitalizing infrastructure projects, underscores the urgency of addressing Canada’s vast infrastructure needs. According to Canadian Municipalities, the renewal and replacement of the nation’s infrastructure is estimated to cost between $1 trillion and $1.5 trillion. However, the addition of 20,000 new Red Seal trades workers annually over five years across ten provinces barely begins to bridge the widening gap. The BC Construction Association anticipates that by 2030, there will be approximately 26,800 job openings in the sector, contrasted against the current 8,200 unfilled positions.
Aging demographics are further complicating the situation; currently, 20 percent of construction workers are aged 55 and older. Atchison noted that the BCCA has been proactive in promoting construction trade skills and supporting secondary education, recognizing the significant earning potential in the industry, with the average wage standing at $85,000—well above minimum wage. The BCCA has also initiated various programs, such as the Skilled Trades Employment Program and Building Builders, which connects job seekers with companies looking for apprentices. Additionally, the Builders Life TalentCentral platform has been launched as a free service to help job seekers find employment opportunities.
Despite these initiatives, there is still much work to be done. Statistics Canada projects that in 2024/25, British Columbia will see 57,000 high school graduates across both private and public schools, with half immediately pursuing post-secondary education. Of the remaining graduates, an estimated 30 percent will eventually seek institutional training or apprenticeships. Currently, British Columbia boasts 45,313 skilled apprentices across all sectors, though specific figures for construction are not available. The BC Building Trades website reports 6,000 individuals in apprenticeships and training programs, representing only 10.5 percent of a single year’s high school graduates.
Fash has expressed concern that the industry is failing to effectively communicate the potential career opportunities available to graduates in Alberta. He emphasized the current favorable conditions for pursuing a career in construction and the importance of providing clear information about the nature of these careers. A significant aspect of this challenge involves educating parents, as his organization has been running a year-long campaign focused on this very issue. Atchison echoed this sentiment, stating that the industry cannot rely on traditional recruitment methods and must broaden its outreach to ensure diverse participation in the workforce.
The need for a cultural shift within the industry to support underrepresented groups, particularly women, has also been highlighted. While women currently make up 14 percent of the workforce, a disproportionately small number work on-site. Nonetheless, recent statistics indicate a decline in female employment in the sector, with a notable 23,700 fewer women employed in December 2025 compared to the previous year. Carpentry, in particular, has witnessed a troubling attrition rate, with 70.8 percent of women leaving the field within their first two years of apprenticeship. Atchison emphasized the necessity of fostering a positive work culture and creating pathways for advancement to retain skilled workers.
High school graduates, women, and Indigenous groups are seen as crucial to alleviating the skilled trades shortage, yet they alone cannot solve the problem. Atchison underscored the ongoing need for newcomers to contribute to the workforce, particularly in light of an aging population. He expressed concern over recent immigration cuts, which have reduced the target from 500,000 to 350,000, and called for the federal government to better align immigration policies with the construction industry’s needs. The BCCA has historically played a role in credential recognition and connecting new skilled workers with employers, but there remains a pressing need for training programs to be more adaptable, ensuring that educational institutions can meet demand without creating waitlists for classroom time. Atchison concluded by stating, "When they are ready – we should be ready."

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