The workforce: trades, apprenticeship and labour relations

Construction is built by people. Behind every building are electricians, carpenters, ironworkers, plumbers, pipefitters, operators, labourers, bricklayers, sheet metal workers, drywallers, painters, roofers and dozens of other trades, along with the supervisors, technicians and managers who organize their work. The availability, skill, safety and productivity of this workforce determine whether projects can be built at all. This lesson describes the construction workforce: the main trades and how they are trained, apprenticeship and certification systems, union and non-union sectors, workforce demographics and shortages, diversity and inclusion, and what these mean for construction managers.

The construction trades

Construction trades can be grouped into a few families:

Each trade has its own skills, tools, safety hazards, training system and, in unionized work, its own union and collective agreement. Jurisdictional boundaries between trades, about which trade may perform which work, are sometimes contested and are resolved by agreements, assignment practices and labour boards.

Apprenticeship and certification

Most construction trades are learned through apprenticeship, which combines paid work on the job under the supervision of qualified tradespeople with periods of technical training at a college, union training centre or other institution. Apprentices progress through levels or years, typically over three to five years, and usually earn a rising percentage of a journeyperson's wage.

In Canada, apprenticeship is regulated by the provinces and territories, through bodies such as Skilled Trades Ontario, SkilledTradesBC, Alberta's apprenticeship and industry training system and the Commission de la construction du Québec, which also regulates construction labour relations in that province. Some trades are compulsory, meaning only certified workers or registered apprentices may perform the work (for example, construction electricians and plumbers in most provinces), while others are voluntary. The interprovincial Red Seal Program allows qualified tradespeople to earn a Red Seal endorsement by passing a national examination, which is recognized across the country. Journeyperson certificates are issued by provincial authorities.

Construction managers rarely hold trade certificates themselves, although many began their careers in the trades, but they must understand the skills, qualifications and constraints of each trade, plan work to make good use of them, and ensure that only qualified workers perform regulated work.

Union and non-union construction

Construction labour is organized in both union and non-union forms. In the unionized sector, building trades unions represent workers in each trade, negotiate collective agreements with contractor associations, and operate hiring halls and training centres; contractors signed to an agreement hire workers through the union and pay negotiated wages and benefits. The non-union or "open shop" sector consists of contractors who employ workers directly, set wages and benefits themselves, and run their own or association-based training. Some projects use project labour agreements that set uniform terms for all contractors on a large project.

In Canada, the major building trades unions are represented nationally by Canada's Building Trades Unions, and unionization in construction is higher than in many other private industries; roughly three in ten construction workers are covered by collective agreements, varying widely by province and sector. Construction labour relations are governed by provincial labour relations legislation, often with special construction provisions such as province-wide bargaining by trade (for example in Ontario's ICI sector) or, in Quebec, sector-wide bargaining under the Act respecting labour relations in the construction industry. Alternative unions such as the Christian Labour Association of Canada (CLAC) and open shop contractors are also significant.

Construction managers on unionized projects must understand collective agreements, jurisdiction, hiring procedures, grievance processes and how to work effectively with union stewards and business representatives (CON-365).

Demographics and labour shortages

Both countries face persistent shortages of skilled construction workers. Large numbers of experienced workers are approaching retirement, while too few young people enter the trades to replace them, and demand for construction, from housing, infrastructure renewal, energy projects and data centres, remains high.

BuildForce Canada's ten-year forecasts project that a large share of the construction workforce, on the order of a fifth, will retire over the coming decade, requiring the industry to recruit hundreds of thousands of new workers and increase recruitment of women, Indigenous people, newcomers and young people. Immigration policy and recognition of foreign credentials play an important role in meeting demand.

Shortages affect construction managers directly: they raise wages, lengthen schedules, increase overtime and turnover, and make experienced supervisors scarce. They also drive interest in productivity improvements, prefabrication and automation (Lesson 10), and in recruiting from groups historically under-represented in construction.

Diversity, inclusion and respect

Construction has historically been one of the least diverse industries, dominated by men. Women make up only a small share of tradespeople in both countries, roughly one in twenty, and a larger but still minority share of construction management and professional roles. Indigenous people, racialized workers, newcomers and people with disabilities face barriers to entry and advancement, including harassment, isolation, lack of mentorship, poorly fitting PPE and inadequate site facilities. Increasing diversity is both a matter of fairness and a practical response to labour shortages. Construction managers play a central role: by setting expectations of respect, preventing harassment and hazing, providing proper washrooms and PPE for all workers, supporting mentorship and apprenticeship, meeting community benefit and inclusion commitments, and modelling inclusive leadership. Programs such as Canada's Building Trades Unions' Build Together and similar US initiatives support women and under-represented groups in the trades.

Productivity and the workforce

Construction labour productivity, output per hour worked, has grown slowly over decades compared with manufacturing and the wider economy, a pattern documented in studies by national statistical agencies and consultancies, although measurement is difficult. Causes include the one-off nature of projects, fragmentation, weather, poor planning, waiting for materials, information or other trades, rework and low adoption of new technology. Research on job sites has repeatedly found that craft workers spend a substantial share of their time on non-productive activities such as waiting, travelling and searching for materials and information. Construction managers improve productivity mainly by planning: ensuring that crews have the information, materials, tools, equipment, access and prerequisite work they need before they start, which is the focus of workface planning and lean construction (CON-335, CON-410).

Supervisors and the front line

Between the managers and the tradespeople are the forepersons and supervisors who lead crews each day. A foreperson is usually an experienced tradesperson who plans the crew's work, assigns tasks, checks quality, enforces safety and reports progress. Forepersons are the critical link between the plan and the work: they turn schedules and drawings into daily tasks, and they know what is really happening in their areas. Construction managers who build strong relationships with forepersons, listen to their concerns and involve them in planning get better results than those who rely only on schedules and reports. Many superintendents began as forepersons, and the site supervision major of this degree builds on that path.

Health, safety and wellbeing of the workforce

Construction work is physically demanding and hazardous. Falls from height, being struck by objects or vehicles, electrocution and being caught in or between equipment are leading causes of fatal injuries, and musculoskeletal injuries, hearing loss, silica exposure and heat stress cause long-term harm. Mental health is also a serious concern: studies in both countries have found elevated rates of suicide, substance use and opioid harm among construction workers, linked to injury, chronic pain, job insecurity, long hours and workplace culture. Industry organizations, unions and employers have developed mental health and substance use programs, peer support and awareness campaigns. Construction managers contribute by planning safe work, preventing fatigue, supporting injured workers and building workplaces where people can ask for help.

Training and upskilling

The workforce needs continuous training as methods, materials and technology change. Contractors and unions provide training in new products, digital tools, safety, supervision and leadership. Trades increasingly need skills in installing heat pumps, solar and battery systems, mass timber, prefabricated assemblies and building controls. Construction managers identify training needs on their projects, ensure that workers have the qualifications required for regulated tasks, and support apprentices with mentorship and suitable assignments, recognizing that today's apprentices are tomorrow's forepersons and superintendents.

Temporary and mobile workforces

Construction employment is project-based, so workers frequently move between employers and sites, and many travel long distances for major projects. Large industrial and remote projects use camps and rotational schedules, such as several weeks on and a week off, which bring challenges for fatigue, family life and community impacts. Labour mobility rules, such as recognition of trade certificates between provinces or states, affect how easily workers can move to where work is. Understanding these patterns helps construction managers plan recruitment, accommodation and retention for their projects.

Wages, benefits and labour costs

Labour costs include much more than hourly wages. Employers pay payroll taxes and statutory contributions, such as employment insurance, pension plans and workers' compensation premiums in Canada or Social Security, Medicare, unemployment insurance and workers' compensation in the United States, along with vacation and holiday pay, health and pension benefits, and training contributions under collective agreements. These additions, often called labour burden, can add a substantial percentage to the base wage. Estimators must use fully burdened labour rates when pricing work, and construction managers must understand how overtime premiums, shift differentials and travel allowances affect the cost of accelerating a schedule.

Subcontracting and the workforce

Because general contractors subcontract most trade work, the majority of the workforce on a building site is employed by subcontractors. The general contractor's influence over workers is therefore indirect, through subcontract terms, site rules, coordination and leadership. Effective construction managers set clear expectations for every company on site, from safety and conduct to cleanliness and quality, and hold all employers to them consistently, while respecting that each subcontractor directs its own workers.

Workforce planning for a project

Construction managers plan the workforce for each project much as they plan materials and equipment. A manpower or workforce histogram, built from the schedule and estimated labour hours, shows how many workers of each trade are needed in each period. Comparing the histogram with the expected availability of labour, from union halls, subcontractors or the local market, reveals periods when demand will exceed supply. Construction managers can then adjust the schedule, add shifts, increase prefabrication, bring in workers from other regions, or start recruitment and apprenticeship programs early. On large projects, accommodation, transportation and training for workers must also be planned.

Respectful workplaces and site culture

Site culture strongly affects safety, productivity and retention. Sites where workers are treated with respect, where concerns are heard, where facilities are clean and adequate, and where harassment and discrimination are not tolerated keep workers longer and attract new entrants to the trades. Construction managers shape culture through their own behaviour, the expectations they set in orientations and contracts, how they respond to complaints, and whom they recognize and promote.