Recent decisions by Immigration, Refugees and Citizenship Canada (IRCC) to reduce funding and restrict scope for Language Instruction for Newcomers to Canada (LINC) based on assumptions of declining immigration are shortsighted, given evidence that immigration levels are persisting, labour shortages remain high in many regions, and that language-training is a settlement service needed well after just the year of arrival for newcomers. LINC, particularly its higher level classes, is vital in helping newcomers develop job-ready language and changes that shift focus away from employment outcomes undermine newcomers’ ability to participate in the workforce and contribute to Canada’s economy.

Canada’s economic growth is being held back by persistent labour shortages, demographic pressures, and skills mismatches. Employers across key sectors face growing difficulty finding qualified workers, especially in rural and remote regions. As retirements accelerate, immigration remains essential to sustaining the labour market and boosting productivity. Recent federal measures like placing a cap on international student enrolment and a reduction in temporary residents aim to address housing concerns but risk worsening workforce gaps. A proactive strategy is needed to align immigration, credential recognition, and workforce development with Canada’s real-time labour market needs.

The federal government’s removal of CRS points for job offers supported by Labour Market Impact Assessments (LMIAs) aims to reduce immigration fraud but risks exacerbating Canada’s labour shortages and deterring skilled foreign talent. LMIA-backed offers are essential for employers in high-demand sectors and for skilled workers navigating Express Entry. This resolution calls for verification-driven reforms rather than blanket point removal, ensuring integrity without compromising labour market access.

Canada faces persistent structural labour shortages, particularly in key growth sectors like natural resources. At the same time, Indigenous peoples—especially youth—remain underrepresented in the labour market despite being among the youngest and fastest-growing populations in the country. In provinces like Saskatchewan, where Indigenous communities are vital to regional development, this represents a significant untapped opportunity. As automation and economic transitions reshape labour needs, inclusive employment strategies and targeted skills development are essential to building a resilient and future-ready workforce.

Labour shortages across Canada are hindering economic growth. An enhanced Canada Workers Benefit (CWB) would make work more financially viable for low-income earners, helping address workforce gaps and reduce dependence on costly social programs. Increasing CWB amounts and adjusting eligibility thresholds will support stronger labour market attachment, improve business competitiveness, and ensure it pays to work.

A skilled and flexible workforce is key to continued prosperity and growth in the Canadian economy. As the number of native-born Canadians plateaus and the average age rises, immigrants play an increasingly vital role in filling our labour needs, sustaining Canada’s
economic strength and quality of life. More and more new Canadians are joining the workforce, but in many cases, their skills and education are not recognized. While educational standards and qualifications may differ between jurisdictions, it is incumbent on Canada to facilitate an efficient foreign credential recognition process that allows skilled immigrants to integrate quickly into our workforce and use the full range of their skills and knowledge to meet our labour.

Canada’s economic and security ambitions in the North—including Arctic sovereignty, critical minerals, and infrastructure—are at risk of being stalled by a labour crisis in the Northwest Territories (NWT). While urgent, this issue reflects broader trends in remote and rural regions nationwide. This resolution calls on the Government of Canada to implement a flexible, regionally driven immigration strategy, starting with a Northern model, to ensure all parts of Canada can grow, compete, and contribute to national goals. Labour solutions tested in the NWT can serve as scalable models for rural Canada. This is a national workforce issue, not just a territorial one.

Tourism and immigration in Canada’s resort communities have become indelibly intertwined, often determining their success or decline. These communities rely heavily on the attraction and retention of domestic and international workers to meet labour demands, from ski-area hospitality managers to wilderness adventure guides. To ensure sustainable growth in resort communities, a focus must be placed on the labour needs of the entire community, and not just tourism-specific roles. The Rural Communities Immigration Pilot (RCIP) may be an answer for those resort communities looking to attract and retain skilled workers with a pathway to citizenship.

Small and Medium Enterprises (SMEs) are the backbone of Canada’s economy, representing over 98% of all businesses and employing nearly two-thirds of the private labour force{1}. Despite their central role in job creation and innovation, SMEs face systemic barriers—chief among them: excessive federal regulatory burdens and a lack of accessible workforce development supports. These constraints threaten Canada’s long-term economic competitiveness, particularly in high-growth sectors such as digital technology, clean energy, and advanced manufacturing.
To ensure Canada’s SMEs remain agile and globally competitive, the federal government must commit to modernizing the regulatory environment and investing directly in workforce upskilling.

During the COVID-19 pandemic, significant numbers of workers in the tourism and hospitality sector left to avoid the sector’s job instability in the wake of repeated lockdowns and a drop in visitor numbers. Many of the students of hospitality and tourism management programs are international students but not entering the sector in favour of jobs that receive fast-track approval for their immigration status. The sector needs to ensure their future workforce by keeping these graduates in the sector.