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Durham’s Labour Market in Q2 2025 – Growth, Shifts, and Signals
Leave a CommentDurham Region’s labour market remained active and resilient in the second quarter of 2025. The latest Labour Market Insights Report from the Durham Workforce Authority shows a strong hiring climate—with 12,660 active job postings and 3,778 unique employers recruiting, both significant increases from the previous quarter.
While employers posted more jobs, they also moved faster. The average job posting stayed online for just 15.5 days, down from 19.5 in Q1. This shorter posting duration suggests growing urgency among employers to fill positions.
The top hiring sectors remained familiar: health care and social assistance led the way with 2,168 postings, followed by retail trade (1,715) and administrative and support services (998). However, there were notable changes beneath the surface. For example, retail experienced a steep drop in postings—over 30% lower than the previous quarter—while agriculture, forestry, fishing, and hunting saw the highest sectoral growth.
Occupational trends also shifted. Registered nurses and psychiatric nurses moved into the top spot with 1,256 postings, more than double the Q1 figure. Meanwhile, retail salespersons and merchandisers, who led last quarter, saw a decline in demand. This rebalancing points to continued strain in care-related sectors and softening retail demand.
Wage transparency continues to improve, with the average posted hourly wage rising to $27.73. However, while there are more job openings, most are still concentrated in entry-level or lower-paying roles, especially in service sectors.
Taken together, these trends suggest a labour market that’s growing and adapting—facing pressure in critical areas like health care and personal support, while shifting away from some traditional retail roles. As the local economy evolves, these insights can help educators, employers, and job seekers align their decisions with what’s really happening on the ground.
Skilled Trades Ontario Research Hub
Leave a CommentSkilled Trades Ontario is an agency of the Ministry of Labour, Immigration, Training and Skills Development responsible for apprenticeship and skilled trades certification in Ontario. They are working to make it easier for skilled trades professionals to access services, promote careers in the skilled trades and address the labour shortage. We want to make Ontario the place where skilled trades professionals thrive.
The Skilled Trades Ontario site has a Research Hub that includes 2024 trade reports that provide an overview of a trade’s key characteristics, including a description of the trade, educational pathway, workforce demographics and a snapshot of the current labour market conditions.
Workforce Profile
The trade reports include a trade description that comes from a combination of sources such as the Job Bank, Statistics Canada National Occupational Classification (NOC) 2021 trade descriptions, and Trade details from the Skilled Trades Ontario website.
The profiles include information from Workforce Planning Ontario, including data from Durham’s Jobs First Durham site, to provide the number of job postings and income profiles. To obtain trade-specific information for Durham Region, visit the Labour Market Insights Report on the Jobs First Durham site and search specifically by trade.
We’ve Rebranded: A Fresh Look, A Stronger Commitment to Durham Region
Leave a CommentThe Durham Workforce Authority (DWA) is proud to unveil our new brand — a bold, refreshed look that reflects our growing role in the Durham Region. While our appearance may be new, our mission remains unchanged: to provide reliable, hyper-local labour market insights that help people, organizations, and communities thrive.
Why We Rebranded
Over the years, DWA has evolved, expanding our tools, strengthening our partnerships, and digging deeper into the data that drives decisions across Durham Region. Our new brand reflects that evolution. It’s more vibrant, more focused, and better represents the energy and impact we bring to our work.
This rebrand isn’t just about a new logo; it’s about telling our story more clearly and effectively—a story rooted in data, community, and a deep commitment to creating opportunities for all.
What Hasn’t Changed
We’re still the trusted, local source for labour market information in Durham Region. We continue to:
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Offer job seekers and career changers tools to explore in-demand occupations
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Help educators align programs with current and future industry needs
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Support employers with data to guide hiring and workforce planning
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Provide policymakers and community partners with research that drives change
In short, we’re still your go-to resource for workforce insights — just with a brand that better reflects who we are and where we’re headed.
DWA Values
Our new look is grounded in the same values that guide our work every day:
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Integrity & Trust – We deliver reliable, unbiased, and transparent insights.
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Passion for Community – We care deeply about the success of Durham Region.
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Curiosity & Innovation – We explore emerging trends and ask tough questions.
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Hospitality & Equity – We make our work accessible and welcoming to all.
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Collaboration – We believe we’re stronger when we work together.
These values are the heart of our work, and they shine through in everything from our research reports to the way we greet visitors at our events.
Looking Ahead
The workforce is changing faster than ever, and we’re ready. Whether it’s navigating automation, understanding wage trends, or addressing local labour shortages, we’re committed to helping Durham Region stay ahead of the curve.
Through this rebrand, we’re doubling down on our commitment to transform complex data into clear, meaningful stories that inspire action.
Over the next few weeks, we’ll be rolling out the new brand on our website and social media channels, so stay tuned as these exciting changes unfold.
We’re proud to serve this community — and we’re just getting started.
2024 Workforce Survey: Key Insights and What They Mean for Durham Region
Leave a CommentUnderstanding Durham’s Labour Landscape
With 795 respondents across all municipalities, the 2024 Durham Workforce Survey provides one of the most comprehensive looks at the region’s workforce in recent years. This rich data set—collected with a 5% margin of error at a 95% confidence level—provides community leaders, educators, employers, and service providers with actionable insights.
The Big Three Themes
The survey focused on:
- Employment Status
- Support Systems
- Skills and Education
Who Makes Up Durham’s Workforce?
- The most represented age group was 30–34, followed by 18–24 and 25–29.
- 57% of respondents identified as female, 41% as male, with others identifying as non-binary, trans, or two-spirited.
- Education levels were high: 70% of adults aged 25–64 had completed post-secondary education, far surpassing provincial and national averages.
These stats suggest a young, educated, and gender-diverse workforce—critical assets for a growing region.
Employment Trends
- 60% were employed, but a large proportion were looking for better jobs—especially those in part-time or seasonal roles.
- Top job priorities across all categories:
- Work-life balance
- Competitive pay
- Benefits
- Career development
- 21% of respondents were unemployed, most often due to layoffs, end of contract, or skills mismatches.
The implication is clear: while job quantity may be recovering post-pandemic, job quality and fit remain challenges.
Who’s Struggling?
Several groups face ongoing challenges in connecting to the labour market:
- Unemployed workers cited the need for more work experience (76%) and hands-on training (57%) as top barriers.
- Retirees and homemakers were mostly out of the labour force long-term, though some expressed interest in part-time roles.
- Students are highly motivated but underemployed in entry-level jobs unrelated to their field of study.
This reinforces the need for targeted interventions, such as:
- Paid internships
- Bridging programs for mature workers
- Soft skills and digital literacy training
Services and Supports: Underused But Essential
Only 48% of respondents used any services in the region. Of those who did, the most commonly accessed were:
- Employment services
- Job readiness and credentialing (e.g., SmartServe, WHMIS)
- Food security and mental health supports
More awareness and coordination between employment, housing, and mental health services could help address the root causes of joblessness and instability.
Staying or Leaving?
Encouragingly, 79% of respondents plan to stay in Durham Region over the next five years. But the top reasons for potentially moving were:
- Lack of affordable housing (9%)
- Need for work outside the region (8%)
- Family considerations (7%)
This highlights the interconnected nature of economic development, housing policy, and workforce retention.
What’s Next?
The Durham Workforce Authority will:
- Launch the Employer Survey in 2025 to capture the demand side of the labour market.
- Convene stakeholders from government, education, and business to align training and job creation.
- Develop a strategy for sharing survey findings with employers, service providers, and community groups in accessible formats.
The key takeaway from this survey is that Durham Region’s labour force is highly educated and motivated—but there are still gaps in job quality, skills alignment, and access to support. Cross-sector collaboration will be key to unlocking the region’s full economic potential.
About the DWA:
The DWA creates an annual plan supplying helpful information for community planning. The DWA hosts Jobs First Durham (JFD) a boutique job board with hyper-local information.
The DWA provides just-in-time custom labour market information and often conducts custom fee-for-service research. If you are interested in local data, please don’t hesitate to contact the DWA.
The Province of Ontario partially funds the DWA to supply Labour Market Information (LMI) to the Region of Durham.
Barriers to Work: Why Some People Are Still on the Sidelines
Leave a CommentUnemployment by the Numbers
Roughly 22% of survey respondents identified as unemployed, with the majority having been out of work for less than 6 months. However, a significant portion—20%—have been unemployed for over 3 years, suggesting persistent barriers to re-entry.
Top Causes of Unemployment:
- Shortage of work / End of contract or season (28.5%)
- Lack of job fit (skills mismatch)
- Illness or injury
- Returning to school
The construction industry had the highest concentration of recently unemployed individuals.
The Skills Gap is Real
Among those looking to re-enter the workforce, 76% said they need more work experience, and 57% want more hands-on training. Despite many feeling confident in their core skills, there’s a clear demand for practical learning—especially for those targeting roles in business, finance, and middle management.
Out of the Workforce: Who’s Not Looking?
Another 6% of respondents identified as retired, homemakers, or on parental leave. While most retirees have no plans to return, about 42% of homemakers and those on leave expressed interest in part-time or full-time work. Their barriers included time out of the workforce, lack of current credentials, and difficulty accessing jobs in their community.
The key takeaway is people want to work—but many face real barriers. Better access to training, upskilling, and entry-level opportunities will help reduce long-term unemployment and bring more people back into the labour force.
About the DWA:
The DWA creates an annual plan supplying helpful information for community planning. The DWA hosts Jobs First Durham (JFD) a boutique job board with hyper-local information.
The DWA provides just-in-time custom labour market information and often conducts custom fee-for-service research. If you are interested in local data, please don’t hesitate to contact the DWA.
The Province of Ontario partially funds the DWA to supply Labour Market Information (LMI) to the Region of Durham.
Durham Region’s Changing Population — What It Means for Our Workforce
2 CommentsDurham Region continues to be one of Ontario’s fastest-growing areas. Between 2016 and 2021, the population increased by over 10% in Clarington and Oshawa alone, with nearly 183,000 people moving into the region over five years. Most new arrivals were 25–44, demonstrating Durham’s growing appeal as a place to live and work.
This influx creates both opportunities and challenges. With more people entering the region, housing, transit, health care, and employment services demand rises. It also means a more dynamic, younger labour pool that employers can tap into—if the right supports and training programs are in place.
However, consideration should be given to who participates in the labour force and under what conditions. For instance, 75.6% of residents with postsecondary credentials are in the workforce, but this drops significantly to 32.7% for those without a diploma or degree. This gap speaks to the need for equitable access to skills training and credential recognition—especially for newcomers and underrepresented groups.
Finally, as the population ages—more than 100,000 Durham residents are 65 or older—retirement rates are expected to rise, impacting sectors like skilled trades and health care. Succession planning, mentorship, and targeted youth training programs will be key to maintaining workforce stability.
About the DWA:
The DWA creates an annual plan supplying helpful information for community planning. The DWA hosts Jobs First Durham (JFD) a boutique job board with hyper-local information.
The DWA provides just-in-time custom labour market information and often conducts custom fee-for-service research. If you are interested in local data, please don’t hesitate to contact the DWA.
The Province of Ontario partially funds the DWA to supply Labour Market Information (LMI) to the Region of Durham.
The Future is Studying: Insights from Durham’s Student Workforce
Leave a CommentStudents Are the Future—and the Present
In the 2024 Durham Workforce Survey, 11% of respondents identified as students, a figure that aligns closely with Ontario’s student-to-population ratio of 10.2%. The majority—71%—were full-time students, while 29% studied part-time. These young adults are juggling academics, part-time jobs, and job searches in a highly competitive environment.
What Are They Studying?
Student respondents reported diverse academic interests, but five areas stood out:
- Business, Management, and Public Administration – 24%
- Education – 9%
- Social and Behavioural Sciences and Law – 8%
- Computer Science, Engineering, and Related Technologies – 8%
- Health and Related Fields – 6%
These figures show that students are primarily pursuing studies in business and public service-oriented disciplines, with a strong interest also in STEM and healthcare, aligning with regional workforce needs. This suggests that many students are preparing for roles that could support local workforce needs if they remain in the region.
Working While Studying
Over 30% of students were already employed, primarily in sales and service roles, such as retail, food service, and customer support. This reflects common entry points for young workers but also raises concerns about underemployment. Students with business, science, and health qualifications may be working in jobs that don’t use their skills, potentially delaying meaningful career development.
Career Goals and Employment Preferences
Students were asked what matters most in a job. Their responses show clear differences between full- and part-time learners:
- Full-time students prioritized work-life balance, likely due to time constraints from heavy course loads.
- Part-time students, who may be balancing work and family, ranked competitive pay, professional development, and advancement opportunities highest.
Top reasons students are seeking different jobs:
- Higher pay
- Better hours
- Career advancement
- Professional development
- A change in career direction
Job-Seeking Strategies
A large majority—82% of students—were actively looking for work, and 68.5% of those were seeking part-time employment. Their top job search methods included:
- Job fairs (most popular)
- Online job search engines
- Social media
- Government job banks
- Friends and family networks
These results emphasize the importance of hybrid recruitment strategies that blend online presence with in-person engagement.
What This Means for Employers
Durham Region employers looking to attract and retain young talent should consider offering:
- Part-time, flexible jobs with consistent scheduling
- Mentorship and internship opportunities to build professional experience
- Clear pathways to advancement, even in entry-level roles
- Inclusion in skill-building opportunities like certification or hands-on training
Durham students are engaged, educated, and eager to enter the workforce. They are looking for work now—and for careers that match their education. Creating better entry points and student development opportunities could be key to retaining top talent in the region.
About the DWA:
The DWA creates an annual plan supplying helpful information for community planning. The DWA hosts Jobs First Durham (JFD) a boutique job board with hyper-local information.
The DWA provides just-in-time custom labour market information and often conducts custom fee-for-service research. If you are interested in local data, please don’t hesitate to contact the DWA.
The Province of Ontario partially funds the DWA to supply Labour Market Information (LMI) to the Region of Durham.
The State of Incomes in Durham
Leave a CommentHousehold incomes in Durham Region are on the rise. From 2016 to 2021, the average after-tax income jumped by 18.6%, reaching $104,200. Ajax saw the highest increase at over 20%, while Brock was the only municipality to see a decline.
Income levels, however, reveal persistent inequality. Men continue to earn more than women across all age groups, and individuals without a high school diploma are significantly more likely to be unemployed or out of the labour force. For instance:
- Those with a university degree have a 73.2% employment rate.
- Those without a diploma are employed at just 25.4%.
Age also plays a role. People in their prime earning years (35–54) report the highest income levels, while those aged 15–24 earn significantly less and face greater job precarity.
These figures highlight the importance of targeted education and training programs, especially for youth, underrepresented groups, and low-income households. Financial security opens doors to long-term employment, housing stability, and community well-being.
About the DWA:
The DWA creates an annual plan supplying helpful information for community planning. The DWA hosts Jobs First Durham (JFD) a boutique job board with hyper-local information.
The DWA provides just-in-time custom labour market information and often conducts custom fee-for-service research. If you are interested in local data, please don’t hesitate to contact the DWA.
The Province of Ontario partially funds the DWA to supply Labour Market Information (LMI) to the Region of Durham.
Job Search in Transition: Understanding Employment Trends in Durham
Leave a CommentA Snapshot of the Working Population
Of the survey respondents, 60% were employed—either full-time, part-time, self-employed, or seasonally. But even among those with jobs, many are actively seeking new opportunities. Part-time and seasonal workers, in particular, are the most eager to switch roles—often in search of full-time hours, better pay, and benefits.
What Matters Most to Workers?
Across all employment statuses, the number one priority is clear: work-life balance. Half of all respondents ranked it as extremely important. Other top factors included:
- Competitive pay
- Benefits
- Professional development opportunities
Interestingly, advancement opportunities ranked lower for most groups—with the exception of self-employed individuals, who see growth potential as a key motivator.
Job Search Tools: Old Meets New
Job seekers are casting wide nets. The most commonly used resources were:
- Online job search engines
- Social media
- Job fairs
- Friends and family
- Government job banks
The takeaway? Traditional job fairs are still relevant, especially for students and the unemployed, but digital platforms dominate for employed respondents.
Durham’s workforce is in flux. Even among the employed, there’s a strong appetite for better jobs. Employers looking to attract or retain talent need to pay attention to what really matters: flexibility, compensation, and opportunity.
About the DWA:
The DWA creates an annual plan supplying helpful information for community planning. The DWA hosts Jobs First Durham (JFD) a boutique job board with hyper-local information.
The DWA provides just-in-time custom labour market information and often conducts custom fee-for-service research. If you are interested in local data, please don’t hesitate to contact the DWA.
The Province of Ontario partially funds the DWA to supply Labour Market Information (LMI) to the Region of Durham.
Bridging the Gap: Education and Skills Alignment in Durham Region
Leave a CommentUnlocking Potential Through Education
Durham Region’s workforce is well-educated, more so than the provincial and national averages. Among survey respondents aged 25 to 64, 69.6% have completed post-secondary education, with 67% holding a Bachelor’s degree or higher—a figure well above the Canadian average. This impressive educational attainment reflects the strong presence of local post-secondary institutions, including Ontario Tech University, Durham College, and Trent University, Durham/GTA.
Where Are These Skills Located?
Interestingly, the municipalities with the highest levels of post-secondary attainment among respondents were not the largest urban centres, but Scugog and Uxbridge—two of the region’s smaller communities. In contrast, Clarington showed the lowest share of university-educated respondents, despite being home to parts of the Queen’s Lakeridge Family Medicine Program.
What Are People Studying?
The top fields of study were:
- Business, Management, and Public Administration (26%)
- Education (10%)
- Social Sciences and Law (10%)
- Health-Related Fields (9%)
- Math, Computer, and Info Sciences (6%)
This mix aligns with growing sectors in the local economy—but there’s still a need to ensure these credentials translate into meaningful employment.
Matching Talent to Opportunity
Despite high education levels, many unemployed or underemployed individuals cite a lack of hands-on experience as a barrier to re-entering the workforce. This highlights the importance of experiential learning, apprenticeships, and community-employer partnerships to bridge the gap between education and employment.
Durham Region has a skilled, well-educated population. The challenge isn’t quantity—it’s alignment. Strategic investments in experiential training and stronger links between education and employment will ensure local talent stays local.
About the DWA:
The DWA creates an annual plan supplying helpful information for community planning. The DWA hosts Jobs First Durham (JFD) a boutique job board with hyper-local information.
The DWA provides just-in-time custom labour market information and often conducts custom fee-for-service research. If you are interested in local data, please don’t hesitate to contact the DWA.
The Province of Ontario partially funds the DWA to supply Labour Market Information (LMI) to the Region of Durham.