COVID-19

Prospects after that, however, are considerably dimmer as the economy comes to grips with high mortgage debt and the end of government income supports. Although average growth for 2022 looks pretty good at 4.4 per cent, 2023 and beyond will see comparatively thin annual gains of 1.6 to 1.7 per cent. (See Chart 1.)

Strong Recovery Followed by Slow Growth

(Canadian real GDP growth, per cent)

f = forecast
Sources: The Conference Board of Canada; Statistics Canada.

After contracting by 3.7 per cent in 2020, GDP growth will expand by 5.8 per cent in 2021. Next year, a gain of 4.3 per cent is anticipated. (See Chart 1.)

While China’s success at containing the virus last year enabled the Asia-Pacific region to attain pre-pandemic levels of activity in the final quarter of 2020, the massive fiscal and monetary stimulus in the United States economy will enable the entire global economy to rise above pre-pandemic levels over the summer months.

U.S. real GDP growth

(percentage change*)

f = forecast
Sources: The Conference Board of Canada; U.S. Bureau of Economic Analysis.

The current U.S. economic recovery is different from any other rebound in recent history. It has been powered by billions of dollars in excess household savings, by firms anxious to take on workers, and by huge fiscal and monetary policy support.

U.S. real GDP growth

(per cent)

f = forecast
Sources: The Conference Board of Canada; U.S. Bureau of Economic Analysis.

Canada is early in its rollout of COVID-19 vaccines, and unknowns remain around the legality of an employer’s role in supporting vaccination efforts. In most cases, employers will be legally limited to encouraging employees to get vaccinated—and that’s what the majority plan to do.

Focus Area—Human Resources

A substantial flip

(n = 236; percentage of employees)

Q: Q: Throughout the pandemic, what proportion of your workforce has been fully in-office, hybrid, or fully remote?

Note: Total does not add to 100 due to rounding.

Source: The Conference Board of Canada.

Canada is early in its rollout of COVID-19 vaccines, and unknowns remain around the legality of an employer’s role in supporting vaccination efforts. In most cases, employers will be legally limited to encouraging employees to get vaccinated—and that’s what the majority plan to do.

Focus Area—Human Resources

No policy plans, but communications will guide the way

(n = 299; percentage of organizations)

Q: Will your organization have a formal communications strategy promoting the COVID-19 vaccine?

Source: The Conference Board of Canada.

COVID-19 has shed new light on the importance of mental health and wellness. Organizations, and the programs they provide, play a pivotal role in supporting employees’ wellness through these tough times. The Conference Board of Canada asked organizations across the country how they’re managing employee wellness through benefits for the largest group of their full-time workforce.

Focus Area—Human Resources

Organizations holding steady on paramedical service maximums

(n = 161; percentage of organizations)

Q: Has your organization increased its paramedical services benefit maximum in the last 10 months?

Source: The Conference Board of Canada.

From family obligations to remote work, we’ve surveyed COVID-19’s effects on Canadian employers and workers. But how is the pandemic changing the ebbs, flows, and makeup of the workforce? We asked organizations about how COVID-19 is affecting their turnover, attraction, and retention rates—and the strategies they’ve put in place to manage.

Focus Area—Human Resources

Employees are choosing to stay put

(n = 124; percentage of organizations)

Q: Since the onset of the COVID-19 pandemic, the following rates have:

Note: Total may not add to 100 due to rounding.
Source: The Conference Board of Canada.

COVID-19 is here to stay, at least for the foreseeable future. Will employers keep their employees working remotely? And will remote workers be on the hook for home office expenses?

Pre-pandemic, nine in 10 organizations had less than 20 per cent of their workforce working remotely. COVID-19 has flipped this on its head. Now, nearly two thirds of organizations have at least 60 per cent of their workforce working remotely.

Focus Area—Human Resources

Home is where the office is

(n = 273; percentage of organizations)

Q: What percentage of your organization’s workforce works remotely?

Note: Total may not add to 100 due to rounding.
Source: The Conference Board of Canada.

Summer is typically prime vacation time. Will it be this year? With nowhere to go and travel restrictions still in effect, employees may be less motivated to use their vacation in the coming months.

This is a top concern among employers that could lead to paying out large amounts of unused vacation, or more employees taking time off at year-end. Organizations are encouraging—or even requiring—their employees to draw down their accrued vacation. Only a small number of organizations are directing when employees must take this time off.

Focus Area—Human Resources

More encouragement than requirement

(n = 296; percentage of organizations)

Q: As a result of COVID-19, how is your organization directing employees to use vacation before year-end (or other deadline)?

Note: Total does not add to 100 as more than one response could be selected.
Source: The Conference Board of Canada.

As provinces move to ease restrictions, Canadian organizations must consider a return of their employees to physical workplaces. With COVID-19 still active, what will this shift look like, and how prepared are employers for the risks? How will this impact working arrangements in the long term?

Throughout the pandemic, many employees have been working remotely. With easing restrictions, employers must consider whether they will be calling these employees back to the workplace. Only 8 per cent of organizations are fully prepared to reopen workplaces. 40 per cent will require employees currently working remotely to return to the workplace in some capacity. This is most common in transportation and warehousing, where 58 per cent of employers have taken this approach.

Focus Area—Human Resources

Few organizations fully prepared to reopen workplaces

(n = 279; percentage of organizations)

Q: When governments lift restrictions related to your location(s) and/or industry, how prepared is your organization to reopen workplaces?

Note: Total does not add to 100 due to rounding.
Source: The Conference Board of Canada.

As COVID-19 distancing measures continue into the year, Canadian organizations are exploring ways to reduce any overhead they can. How is this affecting employee benefits coverage?

68% of organizations have not made—nor are they considering making—any changes to the employee benefits offerings we surveyed. Leading the pack, 46 per cent of utility companies have made or are considering making changes to employee benefits coverage. Retail trade follows at 44 per cent of companies. Almost all organizations in these industries are looking to increase coverage as opposed to reducing it. Across all organizations that have made changes, 46 per cent increased their paid sick leave.

Focus Area—Human Resources

Most organizations staying the course on employee benefits

(n = 333; percentage of organizations)

Q: What changes has your organization made your employee coverage?

Source: The Conference Board of Canada.

As COVID-19 distancing—and budgeting—measures continue, many HR leaders are re-evaluating the status of upcoming salary increases and short-term incentive payouts.

The Conference Board of Canada has asked organizations across Canada how they’re managing pay planning for employees at all levels. Here’s what we found.

Focus Area—Human Resources

Few pay cuts so far

(n = 279; percentage of organizations)

Q: Has your organization implemented any of the following actions due to COVID-19?

Source: The Conference Board of Canada.

As COVID-19 continues to shift the daily rhythms of Canadian households, millions of Canadians are feeling the pinch to balance competing demands of work and family. What are their employers doing to help?

The Conference Board has asked organizations across Canada how they’re accommodating employees with family responsibilities. Here’s what we found.

Focus Area—Human Resources

New realities mean new accommodations

(n = 185; percentage of organizations)

Q: For employees who cannot work their regular working hours due to caregiving needs, what accommodations has your organization provided?

Note: Total is greater than 100 as respondents could select more than one option.
Source: The Conference Board of Canada.

The Conference Board has asked HR professionals across Canada about the many ways they’re supporting their public-facing workers. Here’s what we found.

Nine out of 10 organizations offering premiums are adding a fixed amount to employees’ pay. On average, employers are providing $4.43 per hour worked.

Focus Area—Human Resources

Few front-line employees rewarded for service so far

(n = 157; percentage of organizations)

Q: Are you providing pay premiums to non-unionized employees still coming into work?

Note: Totals may not add to 100 due to rounding.
Source: The Conference Board of Canada.

The spread of the novel coronavirus disease is changing the nature of work. For many Canadians, it’s also changing how they get paid. As businesses adapt to physical distancing, how are Canada’s workers—especially those who cannot do their jobs remotely—being supported by their organizations?

91% of organizations are navigating our new reality with employees who cannot work remotely.

Focus Area—Human Resources

Locked out of work, but still being paid

(n = 160; percentage of organizations)

Q: How are you compensating employees who cannot access their physical workplace and cannot otherwise perform their work remotely?

Note: Total is greater than 100 as respondents could select more than one option.
Source: The Conference Board of Canada.