Interprovincial Labour Mobility

中文标题

省际劳动力流动性

TD Economics / TD Securities09/02/2026updated 10/17/2026

Citable research brief

Core conclusion · Tlines extraction

TD Economics reports that while Canada has made significant progress in reducing interprovincial labour mobility barriers through initiatives like the Red Seal program and the CFTA, about one-quarter of businesses still face hiring difficulties due to licensing and certification requirements, with approval times being a major obstacle. The report emphasizes that further reform, especially in healthcare and construction, could yield significant economic benefits by addressing administrative delays and harmonizing standards. Ontario's as-of-right certification model is highlighted as a promising approach to let workers start employment while registration is finalized.

Institution: TD Economics / TD Securities
Published: 09/02/2026
Research topic: labour_mobility · CAD · labour_shortage
Time horizon: current · coming decade · medium-term

Key arguments

Roughly one-quarter of Canadian businesses reported difficulties hiring workers from other provinces due to licensing and certification requirements.
Time required for certification or licensing is the largest obstacle to interprovincial hiring.
Healthcare and construction are sectors where labour shortages are likely to persist, and reducing mobility barriers there could yield high benefits.
Ontario's as-of-right certification framework allows many workers to begin working while registration is finalized, directly addressing the most common obstacle.
Further reform should focus on harmonizing occupational standards, reducing licensing delays, and removing remaining CFTA exceptions.

Key numbers

Percentage of firms facing interprovincial hiring barriers: 25%
Time for nurse practitioner certification in some jurisdictions: up to 3 months

Main risks

Regulatory reforms may not fully mitigate geographical, housing cost, and personal constraints on labour mobility.
Nurses may face different scope-of-practice rules after credential recognition, requiring further education.
Quebec's distinct regulatory framework may limit mobility for construction workers despite credential recognition.

Corresponding source evidence

Employers also identified the time required for candidates to become certified or licensed, the cost of hiring out-of-province workers, and the effort needed to verify credentials as major obstacles (Chart 2). · current
Canada’s construction industry faces substantial retirements over the coming decade alongside strong demand for workers, creating potential shortages. · coming decade
The economic payoff from further reform is likely to be greatest in sectors facing persistent labour shortages, particularly healthcare and construction. · medium-term

Conditions / invalidation

if reforms are implemented effectively

Context: the conclusion is Tlines' automated extraction, not the institution's wording. Quoted evidence is publisher wording. Scope and date must travel with the conclusion.