More Canadians willing to accept positions below pay level
Canadian jobseekers are heading into 2026 expecting it will be harder to land a job,
Nearly three‑quarters (72 per cent) say it will be difficult to find a job in the next six months, significantly higher than the same period last year (62 per cent) but similar to six months ago (74 per cent).
Almost half (48 per cent) believe there are fewer job opportunities in their field compared to a year ago, in line with last year’s reading of 46 per cent.
Employment in Canada was virtually unchanged in December, even as the unemployment rate climbed to 6.8% amid an increase in the number of people looking for work, according to Statistics Canada’s (StatCan) latest Labour Force Survey.
Why are people looking for a new job?
Currently, about three in 10 (29 per cent) jobseekers are actively looking for a new job, down from 39 per cent last year, according to the Express Employment Professionals survey. The remaining 71 per cent are browsing but not fully committed to their search.
Among employed jobseekers, the top reasons for looking to change roles centre on compensation and quality of life:
- 41 per cent cite the need to negotiate better compensation
- 38 per cent are seeking better work‑life balance
- 36 per cent want to keep an eye on the job market
Key concerns about staying in their current role include:
- not receiving the salary increase they believe they deserve (40 per cent)
- a potential slowdown in work opportunities (27 per cent)
- the risk of losing their job if the economy declines (24 per cent)
What are jobseekers looking for?
Express also identifies sizeable gaps between what employed jobseekers say is important and how satisfied they are today. The survey finds 85 per cent say salary is important, but only 56 per cent are satisfied with their current salary – an almost 30‑point gap.
For benefits, 74 per cent say they are important, while 64 per cent are satisfied with their current package, a 10‑point gap.
Work‑life balance is important to 79 per cent of employed jobseekers, with 74 per cent satisfied, leaving a five‑point gap.
Express notes that “satisfaction gaps remain a driving force behind career decisions” and warns these gaps could shape the job market in the months ahead.
The survey shows that full‑time work remains the dominant target. A total of 78 per cent of jobseekers say they are willing to accept full‑time positions, while 38 per cent would accept part‑time roles. Almost one‑third (28 per cent) are willing to take contract or freelance positions, 22 per cent are open to temporary or seasonal work and 19 per cent say they would accept entry‑level jobs.
A previous report noted that 78 per cent of jobseekers believe that no job is secure, regardless of performance, and 75 per cent say job security is becoming a thing of the past.
Wage increase expectations
In a notable shift, 16 per cent of jobseekers say they are willing to accept positions below their most recent pay level, up from 11 per cent last year, according to the Express survey of over 500 respondents conducted in November.
Still, 39 per cent of jobseekers anticipate overall wages will increase in 2026 compared to 2025, up slightly from 37 per cent a year ago.
“As the job market continues to evolve, success will come to those who stay focused, flexible and proactive,” says Bob Funk Jr., CEO, president and chairman of Express Employment International. “Job seekers who invest in their skills, remain open to new opportunities and clearly communicate their value will be best positioned to thrive and find the right fit in 2026.”
Nearly two‑fifths of Canadian businesses plan to increase average wages this year, according to the Canadian Survey on Business Conditions released by StatCan.
Focusing on employee retention
With nearly three in 10 workers looking for a new job, there are things employers can offer — beyond pay — that can boost retention in 2026, according to Matt Weston, senior managing director for UK, Ireland and BeNeLux at Robert Half.
“For employers facing tight pay budgets, offering structured development can become a critical component of staff retention strategies. Our research shows that many companies are ring‑fencing budgets for professional training to grow their own talent. For professionals, asking for training when a pay rise isn’t possible is a smart play — it boosts employability, signals ambition, and puts you in a strong position to capitalise on the next wave of market growth,” he says in a piece posted in the company website.
He adds: “With wellbeing now firmly established as a top factor from an employee perspective, businesses that embed health‑focused initiatives into their core offering could gain a competitive edge in 2026. Benefits that nurture physical and mental health are no longer ‘nice to have’ extras, but vital components of an effective talent strategy.”
