National Workforce Strategic Plan
CAHRC, together with partners the Canadian Federation of Agriculture (CFA) and Food and Beverage Canada (FBC-ABC) have announced the launch of the National Workforce Strategic Plan for Agriculture and Food and Beverage Manufacturing.
Whether you manage HR full time or it is one of many hats, we have your tools for success.
Growing Opportunities: Work Integrated Learning opportunity for post-secondary students
Partnership is vital to our mission. With the support of our partners, we address the workforce challenges of Canada’s agriculture and agri-food industry.
Tools at your disposal
Learn how to support and manage your workforce.
Determine the cost of an employee who is leaving.
eLearning modules to keep your agricultural business up to date with the most current HR standards and best practices.
Turnover happens. See how your turnover compares to the industry benchmark.
Sector Action Plans
Tools, templates, and guidance to support employers with finding, developing, and retaining the workforce they need to succeed.
Data and Insights
Canada's agriculture sector is incredibly Diverse. From British Columbia’s fisheries to Saskatchewan’s grain fields to the dairies of Newfoundland and Labrador, the sector comprises very different industries, commodities, regions, and work environments.
Canada’s agriculture sector plays a role in every province’s economy, but differences in the mix of commodities, the population trends, and other factors create unique labour challenges for each one. For example:
- Alberta’s agricultural employers struggle to compete for labour with the province’s high-paying natural resources sector.
- In Prince Edward Island, agricultural employers are challenged by the highest voluntary turnover rates of any province.
- Ontario has the heaviest reliance on foreign agricultural workers, which makes it vulnerable to policy changes.
Visit the interactive data dashboard below for detailed province-by-province data sets.
Employers in every commodity area face unique challenges and advantages when it comes to attracting and retaining the skilled workers they need to thrive. For example:
- The dairy industry offers stable, year-round employment, but has difficulty finding workers with the skills and experience required.
- The greenhouse, nursery, and floriculture industry struggles to find domestic workers because the work is physically strenuous and has highly variable hours.
- Aquaculture operations tend to be located in rural areas where populations are dwindling and the general workforce is shrinking.
- While the issues are different for every commodity area, they all face significant labour challenges today and in the years ahead.
Visit the interactive data dashboard below for detailed commodity-by-commodity data sets.
Our Partners and Collaborators
Our expert team works directly with organizations to determine key issues and find the best solutions for their needs.
We develop custom webinars to help you reach your primary workforce.
We are committed to facilitating strong and meaningful connections between colleagues.