The Skilled Trades Labour Shortage Is Making Benefits a Competitive Advantage

Construction employers already know labour is tight. The numbers explain why.

Deloitte Canada, citing BuildForce Canada projections, reported that more than 270,000 construction workers, roughly 15 percent of the 2024 labour force, are expected to retire by 2034. When retirements are combined with expected building demand and normal industry growth, total recruiting needs could rise above 800,000 workers over the next decade. Source: Deloitte Canada‍ ‍

That kind of pressure changes the hiring conversation.

Wages matter in construction. But employers competing only on hourly rate can quickly find themselves in a difficult cycle. Larger firms, unionized environments, public infrastructure projects, and industrial employers may have more room to increase compensation.

Smaller contractors need other tools, and benefits can be one of them.

A tradesperson comparing employers may look at more than pay. Health coverage, dental coverage, prescription support, disability protection, physiotherapy, massage therapy, and family coverage can all matter when the work is physically demanding.

BuildForce Canada’s 2025 outlook also warned that nearly 270,000 experienced construction workers, or about one-fifth of the 2024 labour force, are expected to exit the industry through retirement over the next decade. Source: BuildForce Canada‍ ‍

That means the issue is not temporary.

For construction employers, benefits can signal stability. They show workers that the company is thinking beyond the next project or pay period.

A strong benefits plan will not replace good wages, safe work, or competent management. It can, however, make the overall employment offer more serious.

In a tight skilled trades market, that can help employers not only hire workers, but keep them.