Question Period Notes
About this information
In accordance with the Access to Information Act, the government proactively publishes the package of question period notes that were prepared by a government institution for the minister and that were in use on the last sitting day in June and December.
The question period notes may be partially or fully redacted in accordance with the legislation; for example, if the notes contain information related to national security or personal information. (Learn more about exemptions and exclusions.)
If you find a question period note of interest, you may make an access to information request in order to obtain it.
What is the Government doing to ensure Employment Insurance is supporting workers impacted by foreign tariffs? Major industrial disruptions and labour market transformations are becoming the new normal, including the introduction of tariffs from the United States (U.S.) and other trading partners. These tariffs are having significant impacts on the Canadian economy, including layoffs in all regions and sectors.
It is estimated that tens of thousands of jobs could be affected by a prolonged economic downturn, resulting in worker displacement and increased need for training, upskilling and employment assistance for workers in industries undergoing restructuring and transition.
The manufacturing industry is being significantly affected by the introduction of tariffs from the United States on Canadian goods, given that approximately 40% of jobs depend on Canadian exports to the United States. Amongst the most trade-exposed sectors are some pillars of the Canadian economy such as the automotive, steel, and softwood lumber industries.
The EI Work-Sharing program is a key tool and primary line of defence to help prevent layoffs by helping employers retain their employees and workers keep their job during a temporary downturn in business. In March 2025, the Government of Canada introduced temporary enhancements to facilitate access and expand the duration of Work-Sharing agreements. These measures have been extended until March 31, 2027.
In March 2025, the Government also introduced EI flexibilities to support workers affected by tariffs, including:
Waiving the one-week waiting period (ending October 10, 2026);
Suspending some EI rules around the treatment of monies on separation (ending October 10, 2026);
Making it easier to access benefits by adjusting regional unemployment rates so no worker needs more than 630 hours to qualify (no longer in place - ended October 11, 2025).
In summer 2025, additional funding was announced to provide EI-funded training opportunities to approximately 66,000 workers in the steel and softwood lumber sectors, as well as other tariff-impacted strategic industries via provincial and territorial training and employment assistance networks.
In October 2025, a new EI tariff measure was introduced that provides 20 extra weeks of income support for long-tenured workers.
In March 2026, the end date of the measures that waive the waiting period, suspend the treatment of monies on separation, and provide 20 extra weeks of income support was extended from April 11, 2026 to October 10, 2026.
On November 26, 2025, the Prime Minister announced a new Grant for eligible employers in all sectors who have an active Work-Sharing agreement and who commit to supporting training for their employees that are working reduced hours. This new measure will allow employers to offer a top-up to EI Work-Sharing benefits for employees participating in training on the days they are not working. This measure is expected to help up to 26,000 workers, including those in the steel, softwood lumber, automotive and other high-tariff exposed sectors. The new measure will support worker retention and income adequacy. The Grant launched on February 17, 2026 and employers can apply online.
As of May 25, 2026, the Grant has 33 applications in review or approved, covering around 390 workers.
The temporary EI measures introduced last year have already improved support for hundreds of thousands of workers. For example:
As of February 28 2026, all 1.8 million regular and special benefit claims established since March 30, 2025, were eligible for this measure, resulting in these claimants receiving additional income support at the start of their claim and improving their income stability;
396,000 claims have benefited from the additional supports provided by the temporary measure that adjusted the unemployment rate;
As of May 24, 2026, over 34,000 long-tenured worker claims were paid at least one of the extra 20 weeks of benefits;
From January 1, 2025 to May 23, 2026, 2,362 Work-Sharing applications have been received with approximately 76% being tariff-related. More than 1,600 tariff-related applications have been approved, helping to avert over 22,000 layoffs covering close to 59,000 employees.
The temporary measure that increased access to EI by adjusting the EI unemployment rates ended on October 11, 2025. Month-over-month variations in unemployment rates have been gradual allowing the EI program time to adjust and continue to reflect local labour market conditions, including in EI regions with high concentrations of workers in trade-exposed sectors. Employment and Social Development Canada continues to closely monitor EI unemployment rates and job losses to be alert to any developing access issues.
Old Age Security (OAS), Canada Pension Plan (CPP) and Canada Pension Plan – Disability (CPP-D) overpayments under $2 collection. Between 2024 and 2026, 3,491 letters across OAS, CPP and CPP-D were issued following updates received from the Canada Revenue Agency (CRA), which triggered recalculations of benefit entitlements.
These letters informed clients of adjustments to their benefits and, where applicable, outlined repayment options when a recalculation resulted in an overpayment.
Under the Financial Administration Act (FAA) and Low-Value Amounts Regulations, Employment and Social Development Canada (ESDC) has the authority to write off very small overpayments, with a threshold of $0.99 for CPP and OAS programs.
Client notification is a required part of program administration, ensuring individuals are informed of changes to their entitlements and are aware of their right to request reconsideration.
This information reflects routine program operations, as confirmed through publicly released data under Access to Information.
Recent changes to the 2026-2027 call for proposals for the New Horizons for Seniors Program community-based grant program have resulted in additional requirements for some organizations to apply. How is the Government of Canada addressing this? The 2026-27 New Horizons for Seniors Program (NHSP) community-based grants call for proposals was launched on June 2, 2026, and is accepting applications until July 14, 2026.
Important new changes to the funding process this year include:
doubling the maximum funding amount to $50,000 per project and capping expenditures for capital assistance at $25,000;
establishing a new assessment criterion to encourage applications from organizations with a mandate or mission primarily focused on seniors;
requiring applicants to have a Canada Revenue Agency (CRA) business number;
requiring applicants to submit funding applications using the Grants and Contributions Online Services (GCOS) portal (applications by other methods will be permitted upon request); and
removing the requirement for submitting a letter of support with the application.
Recent claims allege that the Temporary Foreign Worker Program is costly, insufficiently enforced, and contributing to the displacement of Canadian workers. From 2020–21 to 2024–25, the total cost to Employment and Social Development Canada (ESDC) of administering the Temporary Foreign Worker (TFW) Program was $758.9 million.
Employers are required to pay a $1,000 Labour Market Impact Assessment (LMIA) fee per position, ensuring that Program users contribute directly to administration costs.
Over the same period, LMIA fees generated approximately $581.0 million, offsetting 77% of program administration costs to the fiscal framework.
The Program has been increasingly effective at offsetting costs via fee revenues over time, with revenues from 2022-23 to 2024-25 offsetting almost 90% of program costs over that period.
Current status of the collective bargaining negotiations between Marine Atlantic Inc. and Unifor. Marine Atlantic Inc. and Unifor are negotiating the renewal of two collective agreements, which expired on December 31, 2025, covering all (613) unlicensed personnel as well as all (52) shore-based plant maintenance personnel.
Two conciliation officers from the Federal Mediation and Conciliation Service have been assisting the parties in their negotiations. Their mandate is set to expire on June 8, 2026, after which the parties will enter the 21-day cooling off period before acquiring the right to strike or lockout.
However, on April 14, 2026, the union filed an application with the Canada Industrial Relations Board (CIRB), under subsection 87.4(4) of the Canada Labour Code, requesting the CIRB to determine any question with respect to the maintenance of activities in the event of a work stoppage. The application is before the CIRB for decision.
The parties will acquire the legal right to strike or lockout on June 30, 2026 at 00:01 a.m. However, no strike or lockout can be initiated until the CIRB has rendered its decision regarding the maintenance of activities issue.
Engagement with, and supports provided to, employees working in Benefit Delivery Modernization.Benefit Delivery Modernization (BDM) is the largest digital transformation initiative ever undertaken by the Government of Canada. Through a phased approach, the Programme is modernizing how the federal government delivers Old Age Security (OAS), Employment Insurance (EI) and Canada Pension Plan (CPP) benefits, by replacing old systems with technology fit for the digital age.
The Old Age Security (OAS) program was the first to be onboarded to the new platform last year.
The first OAS on BDM release on the new, more modern platform (Cúram) occurred on June 12, 2023, when 600,000 OAS Foreign Benefits clients were migrated to the modern system.
On March 17, 2025, all remaining OAS clients (7.4 million) were migrated to the new benefits delivery system.
Over 5,300 employees were fully trained prior to go-live, and additional training has been ongoing since implementation.
Why does Employment and Social Development Canada (ESDC) require additional authorities in the Supplementary Estimates (A) for fiscal year ending March 31, 2027?
Why is Employment and Social Development Canada (ESDC) requesting $2.7 million of Funding to administer supplemental payments to Canada Disability Benefit recipients in the Supplementary Estimates (A) for fiscal year ending March 31, 2027?
Why is Employment and Social Development Canada (ESDC) requesting $20.0 million for Funding for the Migrant Worker Support Program in the Supplementary Estimates (A) for fiscal year ending March 31, 2027?
What is the Government of Canada doing to support apprenticeship and the skilled trades? Demand for skilled trades workers is expected to remain strong, with over 593,000 projected job openings in Red Seal trade-related occupations between 2024 and 20331.
The scale of investments in housing and infrastructure projects will add to this demand. If nothing changes, Canada will face a persistent gap of more than 20,000 skilled trades workers per year.
Apprenticeship is a proven industry-based method of training, combining on-the-job (about 85%) and in-class technical training (about 15%) that leads to certification in a skilled trade.
Apprenticeship is a provincial/territorial responsibility. However, the Federal Government plays a key role by making significant investments through various initiatives, including the Canadian Apprenticeship Strategy (CAS), to support apprenticeship and the skilled trades. The CAS, delivered by Employment and Social Development Canada (ESDC), aims to support a trades workforce that is skilled, diverse and job-ready for today’s economy.
Employers play a fundamental role in apprenticeship and effective apprenticeship systems rely on their active participation.
Unions also play a critical role in apprenticeship. They provide quality training and upskilling opportunities to apprentices and journeypersons in the Red Seal trades. They also provide required occupational health and safety training and mentorship opportunities for apprentices with experienced journeypersons.