Maple News reports that temporary foreign workers (TFWs) in Canada’s healthcare and social assistance sectors are the most likely to stay in their industries after transitioning to permanent residency, according to recent data from Statistics Canada. The study analyzed the retention patterns of TFWs who became permanent residents between 2011 and 2015, offering a clearer picture of where newcomers are most likely to build long-term careers.
Sectoral retention refers to the percentage of foreign workers who continue working in the same industry after securing permanent residency status. Researchers tracked labour mobility over one year and five years following the acquisition of PR status, revealing sharp contrasts across industries.
Healthcare and social assistance boasted the highest retention rates, with 81.4% of TFWs remaining in the sector one year after obtaining PR, and 64.9% still working in the field five years later. Utilities (80.3% at one year; 58% at five years) and finance and insurance (77.1% at one year; 55.2% at five years) also demonstrated strong long-term employee retention.
Other industries with above-average retention include public administration (72% at one year), transportation and warehousing (70.4%), manufacturing (74%), and construction (70%), though retention declines gradually over time in each sector.
Conversely, several industries showed low long-term retention. Only 36.7% of TFWs in management of companies and enterprises remained after one year, dropping dramatically to just 8.7% after five years. Similarly, fields like real estate and leasing, other services, and agriculture also saw significant attrition.
The report underscores the importance of retention for labour market stability. Canada’s immigration system, especially programs like Express Entry, increasingly prioritizes work experience in occupations facing high demand. As Maple News highlights, when immigrants continue contributing to the same industry post-PR, it not only supports much-needed workforce continuity but also reduces training and recruitment costs for employers.
These findings offer key insights for policymakers and employers alike. Industries struggling with retention may need to develop stronger integration supports or career growth pathways to retain talent, while those with high retention rates can serve as models for best practices in workforce sustainability.
Looking ahead, retention trends may also influence future immigration selection priorities, as Canada continues to align its immigration strategy with evolving labour market needs.