Future of Work 2026

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Future of Work

Canada's next great public institution is already on Main Street. No permits, no procurement, no groundbreaking — the fastest nation-building project available is one we've already started.

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Preparing Canada’s Workforce for a Changing World of Work As economic and technological change reshapes Canada’s labour market, new supports, skills training, and investments in the skilled trades are helping workers adapt and access new opportunities.

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he world of work is changing rapidly.

The global economy is shifting, longstanding trade relationships are evolving, and new technologies are transforming the way work gets done. Across the country, workers, businesses, and communities are adapting to these changes, and the Government of Canada will be there to help them seize new opportunities.

That is why the Government of Canada has introduced a $7.5 billion package of new and enhanced measures that deliver fast, simple, and flexible support in response to recent U.S. tariff threats.

These measures are designed to help workers and businesses weather immediate challenges, while positioning them for lon g - t e r m success through income support, Read the entire skills training, statement online at and employment yourcareerguide.ca services.

The Government of Canada is also investing in the workforce needed to build a more resilient economy. As demand grows for the skilled trades workers that are needed to build homes, infrastructure, and major nation-building projects, we are taking action. Through Team Canada Strong, an $8 billion nationwide effort launched in partnership with unions, workers, and provincial and territorial governments, Canada will recruit, train and hire 80,000 to 100,000 new Red Seal trades workers over the next five years.

At the same time, Canadians should expect workplaces to help them build the skills needed to succeed in an increasingly digital economy. Employers, in turn, will need the tools and support to adopt new technologies while helping workers adapt to change.

By investing in the skills and talent Canadians need, whether in emerging technologies or the skilled trades, the Government of Canada will support pathways to good jobs for workers while ensuring employers have the workforce and talent they need to grow confidently.

The Honourable Patty Hajdu Minister of Jobs and Families and Minister responsible for the Federal Economic Development Agency for Northern Ontario

The Honourable John Zerucelli Secretary of State (Labour)

Career Myths Are Costing Students Time and Confidence

Why Canada Needs New Pathways for the Future of Work

Nearly 1,000 students took CERIC’s Career Myth Buster quiz. The results challenge three persistent myths about choosing a career.

As the world of work evolves, Canadians need the skills, experience, and opportunities to adapt and thrive.

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tudents are choosing careers in an uncertain, fast-changing labour market. CERIC’s findings show that many students still hold outdated ideas about how careers take shape.

Here’s what the results reveal.

Myth: You need a passion before you can pick a career. 42 per cent agreed.

Fact: Interest often develops through experience rather than coming first. Trying different things can help people find a direction.

Myth: You need a university degree to succeed. 41 per cent agreed.

Fact: While some careers do require one, many in-demand roles don’t. College, apprenticeships, and entrepreneurship can also lead to successful careers.

Myth: One wrong choice will ruin your future. 38 per cent agreed.

Fact: Careers unfold and routinely change over time. They don’t need to be determined by one high-school decision. Almost any path can change later.

“These career myths are costing students real time and confidence.

But no education, training, or experience is ever wasted, and career professionals are trained to help. Reach out for guidance and support,” says Keka DasGupta the Board Chair of CERIC. Source: Career Myth Buster quiz results from 936 students in grades 9 to 12, to July 2026. Developed by CERIC with Vox Pop Labs and myBlueprint.

CERIC is a national charity working toward a Canada where everyone can build a career with purpose, possibility and support.

It runs Cannexus, the country’s largest bilingual career development conference, each January.

Test your own assumptions at careermythbuster.ca

This article was sponsored by CERIC.

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he future of work isn’t coming, it’s here and we need to provide Canadians with skills that help them succeed.

We need to help them adapt.

But preparing Canadians for it will take more than teaching new skills. It will require the ability to adapt, solve problems, spot opportunities, and act on entrepreneurial skills that are increasingly essential in any workplace.

Canadians also need opportunities to put those skills into practice, while employers need new ways to access and develop talent.

Turning skills into opportunity That’s what Venture for Canada is working to build. Since 2013, we’ve been creating and testing ways for Canadians to build their experience, employers to build their teams, and people at different stages of their careers to build their next move. So far, that has included paid internships, programs like Sales & AI, Solopreneurship, and Entrepreneurship Through Acquisition, and new frameworks to help SMEs adopt emerging technologies.

We approach this work as an innovation lab: testing new ideas, learning what works, and turning those lessons into pathways that can WRITTEN BY strengthen Canada’s entrepreneurial future.

Steven Wang We can’t predict the future of work, but CEO, Venture we can build the pathways Canadians need For Canada to thrive in it.

Explore the pathways we’re building for Canadians.

This article was sponsored by Venture for Canada.

Publisher: Meg Yutangco Business Development Manager: Luca Bidini Country Manager: Samantha Taylor Content & Client Success Manager: Nicole Kansakar Creative Director: Kylie Armishaw Digital Traffic Manager: Vansh Chandwaney All images are from Getty Images unless otherwise credited.

This section was created by Mediaplanet and did not involve The Toronto Star or its editorial departments. Send all inquiries to ca.editorial@mediaplanet.com.

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Building Canada’s Future Means Creating Clearer Pathways into the Skilled Trades

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Ontario’s future will be built by skilled people. The challenge is making sure everyone with the ambition to contribute can get started.

fter years in food service, Benjamin began noticing how much businesses depended on sk illed tradespeople. Whenever the plumbing, heating, refrigeration, or electrical systems in his workplace needed attention, the work was essential and costly. Conversations with the people completing those repairs prompted him to consider whether the skilled trades could offer the future he wanted.

Benjamin began researching apprenticeships and discovered ApprenticeSearch.com. What he found was more than information. He connected with people who could help him understand the system, strengthen his resumé, refresh his trades math, and prepare for employment.

“I felt I now had a team behind me,” he says.

From interest to apprenticeship Today, Benjamin is a signed sheet metal apprentice working on the new hospital being built in Niagara Falls.

He now uses the tools and safety equipment he received while preparing for employment every day on the job.

His story illustrates something important about the future of work: Ontario does not lack people who are interested in skilled trades careers.

What many people lack is a clear and supported way to enter them.

The province has ambitious plans for housing, health care, transportation, manufacturing, energy, and other critical infrastructure. Delivering those plans will require a skilled workforce of extraordinary scale. Ontario estimates it will need an additional 400,000 skilled trades workers to support its $236-billion infrastructure plan.

At the same time, people across the province are looking for stable, meaningful careers. They include young people deciding what comes after high school, newcomers trying to translate international experience into the Canadian labour market, women seeking a place in tradition-

To learn more, visit ApprenticeSearch.com.

ally male-dominated sectors and mid-career workers ready to use their talents differently.

Connecting these people with opportunities should be straightforward. Too often, it is not.

Clearer pathways into the trades Apprenticeship is a high-value post-secondary pathway, but it can be difficult to navigate from the outside. Prospective apprentices may not know which trade fits their strengths, what training they require or how to find an employer willing to hire and train them. Even after choosing a direction, relatively modest barriers like the cost of work boots, tools, safety certifications or transportation can keep a qualified and motivated person from getting started.

Employers encounter barriers too.

Small and medium-sized businesses recognize the need to develop new talent, but hiring and training someone at the beginning of their career requires time, capacity and fi nancial resources. Many need support finding appropriate candidates and creating successful apprenticeship experiences.

ApprenticeSearch.com was created to bridge this gap.

Removing barriers for job seekers and employers For more than 25 years, ApprenticeSearch.com has helped job seekers explore the skilled trades, understand apprenticeship and connect with employment opportunities.

Its work recognizes that a job board alone is not enough. People often need individualized guidance, practical preparation, and someone to help them determine their next step.

That approach is reflected in Gateway to the Trades, an employment-readiness program delivered by ApprenticeSearch.com that combines job coaching, training, employer connections and practical assistance with expenses such as personal protective equipment, tools and certifications.

The results show what's possible when workforce development is built

This article is sponsored by ApprenticeSearch.com.

around the realities facing both job seekers and employers. Through the initiative, 1,480 Ontarians have been hired into skilled trades employment, and more than 650 new apprenticeships have been created.

Behind every number is a person creating a different future.

Rode left a career in banking and, with personalized guidance and encouragement, became a stonemason apprentice. Samhar arrived in Canada with an engineering degree from Lebanon but little understanding of the Canadian trades system; he is now working as an automotive service technician. Lindsey overcame her anxiety about approaching employers and built a career as a control technician.

Their routes were not identical, and that is precisely the point.

Careers are rarely linear, and no single type of person belongs in the skilled trades.

I felt I now had a team behind me.

Opening the trades to more people Encouraging more people to consider these careers remains important.

But awareness alone will not build the workforce Ontario needs. We must also invest in the connections between career interest, employment and apprenticeship.

That means making pathways easier to understand, helping employers participate in training, removing practical barriers and ensuring job seekers can access personalized support. It also means recognizing that success is not simply enrolling someone in a program; it is helping that person move confidently into sustainable employment and continue progressing in their career.

Ontario’s future will be built by skilled people. Our task now is to ensure everyone with the talent and ambition to contribute can find a way in.

Written by ApprenticeSearch.com

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Your Next Move Isn't a Job. It's a Capability.

At the University of Guelph, continuing education is helping Canadians build adaptable capabilities to navigate an ever-changing world of work.

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he future of work is often framed as a question of jobs.

What existing jobs will disappear? What new jobs will emerge? What technology will change our current job?

But in a world shaped by artificial intelligence and other continually emerging technologies, economic uncertainty, demographic shifts, and constant disruption, the more important question is: Do we have the capabilities to navigate whatever comes next?

• Human-centered & inclusive

Preparing for what comes next

• Technology-enabled & respon-

At the University of Guelph's School of Continuing Studies, we've been exploring this question with professionals, employers, and community leaders across multiple sectors.

What we're seeing is a fundamental shift in how we need to think about workforce development as an organization and career development as an individual.

Workforce development is no longer defined by the latest buzz word or hyped-up magic wand. And career success is no longer defined by completing a single credential or a going down a fixed, linear career path.

Instead, both depend on our ability to build capabilities that can be applied across changing roles, industries, and technologies.

Four capabilities for the future These capabilities fall into four interconnected domains:

KEY STATS

63%

of employers identify skills gaps as the primary barrier to business transformation

capability: The ability to build trust, communicate effectively, foster belonging, and lead with empathy.

• Systems thinking & sustainable

strategy: The ability to see connections, understand complexity, and make intentional decisions that support long-term success.

• Data-informed & ethical deci-

sion-making: The ability to interpret information critically, use evidence wisely, and make transparent, accountable decisions.

sible innovation: The ability to use emerging technologies, including AI, thoughtfully, ethically, and in service of meaningful outcomes.

What's striking is that these capabilities are needed at every level in an organization, from front line employees to executive decision-makers. These capabilities matter to individuals planning their next career move, managers leading teams through change, and organizations working to remain competitive.

The good news is that these capabilities are not fi xed. They can be learned, strengthened, and expanded throughout a person’s career.

That is why continuing education has become an essential workforce strategy for every organization and a crucial career

Employers expect 39% of workers' core skills to change by

2030

management strategy for every employee.

Organizations that invest in employee capability development build resilience.

Individuals who invest in their own capability development build adaptability. Both become better equipped to anticipate and proactively respond to change rather than simply react to it or be impacted by it.

Building a future-ready workforce The future of work will continue to evolve.

New technologies will emerge. Labour market demands will shift. Yet one truth will remain constant: organizations and individuals who invest in developing the right capabilities will be better positioned to adapt, grow and thrive, regardless of what comes next.

The question isn't whether change is coming.

The question is whether we have built the capabilities so that we're ready for it.

At the University of Guelph's School of Continuing Studies, we believe readiness begins with capability learning—for organizations and for individuals.

170 million new jobs are projected to be created globally by 2030, while 92 million may be displaced.

WRITTEN BY

Dr. Dianne Tyers Assistant Vice-President, School of Continuing Studies, University of Guelph

To learn more, visit uoguelph.ca/ continuing-studies or take our selfassessment by scanning the QR code.

This article was sponsored by the University of Guelph's School of Continuing Studies.

49%

of learning leaders say executives are concerned employees lack the skills needed to execute business strategy.

Sources: World Economic Forum, Future of Jobs Report 2025. [weforum.org], LinkedIn Learning, Workplace Learning Report 2025. [business.l...nkedin.com]

New Program Helps Internationally Trained Welders Earn Canadian Certification Through the Skills for Change's new WeldUp workforce development program, internationally trained welders can receive Canadian certification without having to retrain.

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kills for Change (SfC) is a Canadian non-profit that helps Newcomers a nd underserved individuals access employment training, mentorship, and opportunities so they can succeed in the workplace and their communities.

Its new WeldUp program is a specialized workforce development program designed to help internationally trained welders upgrade their technical skills, gain industry-recognized training and certification, and find employment in Ontario’s manufacturing and skilled trades sectors where demand for qualified personnel continues to grow.

Funded through the Ministry of Labour, Immigration, Training and Skills Development's Ontario Bridge Training Program (OBTP) and delivered through a partnership with Canadian Welding Bureau (CWB) and employers across the welding sector, WeldUp provides no cost advanced technical training to eligible participants.

experienced welders needing competency assessments and training to meet Canadian standards and the 60-hour Skills Upgrading Pathway for semi-experienced welders to enhance their skills and knowledge. Both pathways offer wraparound support to help participants understand Canadian workplace culture, safety requirements, and employer expectations.

Upon completing the program, participants are workplace ready.

By pa r t ner ing w it h SfC, employers have access to a pool of pre-screened and motivated welders with international welding experience and Canadian certification. SfC handles pre-screening and follow-ups, along with ongoing support and collaboration, to ensure employers receive only the best-fit candidates.

Written by Anne Papmehl

Connecting talent with opportunity The program focuses on in-demand welding processes, including Metal Arc Welding (GMAW) and SMAW (Stick Welding), through two distinct streams — the 20-hour Direct Certificate Pathway for more

If you are an internationally trained welder looking to upgrade your professional qualifications or an employer seeking job-ready welders, please visit skillsforchange.org/weldup to learn more.

This article was sponsored by Skills for Change.

The Future of Work Is Electrified Canada’s transition to a more electrified, automated, and energyefficient economy is changing how we power our communities, as well as the skills and careers needed to build a stronger Canada.

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cross Canada’s electrical and automation industry, manufacturers, distributors and other businesses that bring essential products, technologies and expertise to the Canadian market rely on people with a wide range of skills and experience. Career opportunities span engineering and technology, sales and marketing, supply chain and operations, data and digital roles, business leadership and many other fields.

As investment grows in housing, transportation, manufacturing, data centres and grid modernization, so too will the demand for talent across the electrical ecosystem. At the same time, artificial intelligence, automation, and other emerging technologies are changing how work gets done and creating demand for new combinations of technical, digital and business skills.

For young people entering the workforce and those considering their next career move, this is an opportunity to build a career in an industry that is essential to Canada’s economic growth and energy future.

WRITTEN BY

Carol McGlogan President & CEO, Electro-Federation Canada

Building the workforce behind Canada’s future Meeting future workforce needs will require collaboration among industry, educators and government to raise awareness of career opportunities, strengthen pathways into the sector and ensure skills development keeps pace with changing technologies and business needs.

At Electro-Federation Canada, we see attracting, developing and retaining talent as essential to a strong electrical and automation industry equipped to deliver the products, technologies, and expertise Canada will increasingly depend on.

As Canada electrifies, building the workforce behind that transformation will be just as important as building the infrastructure itself.

Explore careers and discover the impact of Canada’s electrical and automation industry at electrofed.com/ industry-careers.

This article was sponsored by Electro-Federation Canada.