Canada Sees Surge in Apprenticeships, Yet Certification Rates Lag

The number of new apprentices in Canada has reached a record high, with over 101,500 registrations in 2024, according to Statistics Canada. This figure marks an increase of nearly six percent from the previous year. However, the path to certification remains challenging, as only 19.9 percent of apprentices successfully achieved their certification in a timely manner.

Joellah Fletcher, a level 2 carpentry apprentice from outside Stratford, Ontario, aims to complete her certification as a Red Seal carpenter within the next year. Fletcher’s journey reflects both the opportunities and obstacles that many apprentices face. After choosing a trade over university, she engaged in co-op placements and a dual-credit program in high school, which led her to a pre-apprenticeship college program. Yet, her experience also highlighted systemic issues; she was unaware of the need to track her apprenticeship progress with a log book until she was well into her training.

Despite the increase in new registrations, the completion rate for apprentices remains lower than pre-pandemic levels. In fact, the number of certificates issued in 2024 was 46,971, with a significant number of apprentices still in the system, as indicated by a continuation rate of 49.2 percent.

The barriers to successful certification include financial pressures, difficulties in securing early employment, and inconsistent guidance from mentors. Emily Arrowsmith, director of research at the Canadian Apprenticeship Forum, emphasized the importance of not just increasing registrations, but also ensuring that apprentices complete their programs. “We need to offer those supports and resources and get them through the program,” she stated.

One of the recurring challenges in the trades is the lack of employer involvement in training. Many employers are reluctant to release workers for training during peak periods, which contributes to a cycle where apprentices feel pressured to choose immediate employment over necessary educational progress. Additionally, the presence of bullying and harassment, especially among underrepresented groups, creates a hostile environment that drives individuals from the trades.

To address these issues, Mark Carney, leader of the Liberal Party, recently announced a plan to introduce an $8,000 grant aimed at supporting apprenticeship training in the skilled trades. This initiative is part of a broader strategy to mitigate expected labor shortages in the coming years.

The Canadian landscape for skilled trades is evolving, with a notable increase in interest from those aspiring to become electricians, plumbers, and automotive service workers. In regions like Alberta and British Columbia, there has been a significant uptick in registrations. Nevertheless, the challenge remains in ensuring that these new apprentices advance to certification.

Employers often view the hiring of apprentices as a cost rather than an investment, which can discourage participation. This perspective contrasts sharply with practices in countries like Germany, where apprenticeship programs are seen as vital investments in future workforce capabilities. Arrowsmith pointed out that in Germany, firms prioritize training and mentorship, which fosters a more robust trades workforce.

Addressing the issues of apprenticeship retention is equally crucial. Journeyperson Samara Sampson, who faced challenges as one of the few women in her training, has worked to create supportive networks through initiatives like Women On Site. This platform enables women and others from underrepresented groups to connect, share experiences, and foster a sense of community.

The pathway to skilled trades in Canada must adapt to meet the needs of both apprentices and employers. Suggestions include enhancing mentorship opportunities, adjusting the journeyperson-apprentice ratio, and incorporating apprenticeship training into new infrastructure projects. Jeff Sloychuk, president of the Yukon Building Trades Council, advocates for the necessity of viewing every job as a potential training opportunity, especially when public funds are involved.

As Canada strives to increase its population of skilled tradespeople, addressing these multifaceted challenges will be essential. By creating a supportive environment that encourages both recruitment and retention, Canada can ensure a steady supply of skilled workers to meet future demands.