Future
Workforce

Between 2023 and 2030, the Canadian food and beverage manufacturing industry is estimated to need to hire and retain over 92,500 additional people. The average annual hiring requirement of approximately 11,500 new people per year is driven primarily by the need to replace an estimated 66,800 retirements and age-related exits while considering projected industry growth and labour productivity gains. Additionally, the industry’s current 50,000 vacancies that remain unfilled means the total hiring requirement increases to 142,000 new people or almost 50% of the current workforce.

Beverage manufacturing is projected to lead industry growth, with employment increasing 16% between 2023 and 2030. Bakeries and tortilla manufacturing is also projected to see notable employment growth by 2030 from increased consumption over the decade. Dairy and meat processing, segments which have seen a decline in consumption, are projected to see more modest growth over the same period.

Across Canada, 1/5th of the workforce is aged between 55 and 64 and will be eligible for retirement within the next 10 years. This segment of the workforce will account for up to a forecasted a large number of anticipated vacancies by 2025. There are several geographical barriers which affect the food and beverage industry. For many businesses operating in rural locations, it can be difficult to recruit individuals willing to relocate for a job.
There are several geographical barriers which affect the food and beverage industry. For many businesses operating out of rural locations, it can be difficult to recruit individuals willing to re-locate for a job.
Canada’s meat and Atlantic seafood processors in particular are experiencing unique challenges with recruiting and retaining qualified employees for foundational roles and skilled positions from slaughter to finished product.

The Temporary Foreign Worker Program has been an asset to the industry in this regard but does not provide a long-term, sustainable workforce solution.
There are several geographical barriers which affect the food and beverage industry. For many businesses operating out of rural locations, it can be difficult to recruit individuals willing to re-locate for a job. Canada’s meat and Atlantic seafood processors in particular are experiencing unique challenges with recruiting and retaining qualified employees for foundational roles and skilled positions from slaughter to finished product. The Temporary Foreign Worker Program has been an asset to the industry in this regard but does not provide a long-term, sustainable workforce solution.

Challenge

Only 1 in 4 Canadians are familiar with the food and beverage processing industry AND only 1 in 6 say they would apply for a job if it was near them.

Challenge

24% of the workforce is aged between 55 and 64 and will be eligible for retirement within the next 10 years.

Challenge

Only 53% of employers reported offering benefits at their organization

Challenge

7 in 10 employers report facing recruitment and retention challenges, and most describe this as a persistent and ongoing problem.

Challenge

4 in 10 companies have reported that they have neither an HR department or dedicated HR staff.

Challenge

68% of employers stated that the pandemic negatively impacted their company sales.