Richard Stobbe sat down with Canmore-based lawyer Austin Ward, to discuss current employment trends and how businesses can stay ahead in 2025.
Austin, what are some of the most significant employment trends we expect to see in the Bow Valley in 2025?
In 2025, we’ll continue to see increasing demand for flexible work arrangements or fully remote positions, even in traditionally on-site roles like tourism and hospitality. Employers are also grappling with talent shortages, particularly for skilled roles, and are turning to immigration pathways and innovative benefits to attract workers.
Seasonal employment remains critical, but employers are more focused on retention strategies to reduce turnover. They’re investing in year-round roles or off ering better off -season benefits to encourage employees to return.
How are businesses managing the challenges of staffing shortages and a competitive labour market?
Employers are getting creative. Competitive wages and benefits are table stakes, so successful businesses are di fferentiating themselves through workplace culture, flexibility, mental health initiatives, and professional development opportunities.
We’re also seeing an uptick in housing allowances or assistance, as housing a ffordability remains a consistent challenge in Canmore and Banff . Some businesses are partnering to create shared employee housing, while others are off ering travel subsidies for workers commuting from other communities.
Are there any legal considerations employers should keep in mind when adopting these strategies?
Flexible work arrangements, for example, require clear policies to avoid ambiguity about expectations, monitoring, hours, and locations. Housing assistance, while attractive, can raise questions about taxable benefits and employee classification. It’s also critical for employers to ensure compliance with Alberta’s employment standards, especially for overtime and vacation pay, which are often misunderstood.
As competition for talent increases, so do non-competition and non-solicitation clauses in employment contracts. Employers should be cautious, as these clauses must be properly implemented and precisely drafted to be enforceable in Alberta.
What should employers do to prepare for the rest of 2025?
Employers should focus on adaptability. Staffing shortages and increasing tourism demand will likely persist, so businesses need to stay flexible and plan ahead. This includes revisiting employment contracts, updating policies, and ensuring compliance with the developing employment law landscape.
The shoulder season is a great time to conduct workplace audits and introduce new policies and procedures prior to the hiring boom and busy summer season. These proactive steps can avoid disputes and save significant time and expense down the road.
