Seasonal employment has always been a dynamic facet of Canada’s labor market, particularly in tourism, hospitality, agriculture, and retail. As we move into late 2025, shifts in the broader economy, changing consumer behavior, and external pressures are reshaping how seasonal labor is demanded and supplied. In this article, we dive into the recent data, forecast what’s ahead for late 2025, and highlight what job seekers and employers should watch.

Recent Trends & Context

Canada’s labor market in 2025 shows signs of cooling overall—unemployment has risen to 7.1 % as of August 2025. Despite this, many sectors still report difficulty filling skilled roles amid regional mismatches and skill gaps.

In the tourism and hospitality sector, summer months (May–August) traditionally see peaks in employment. But August 2025 already saw a modest contraction: employment in the tourism labor force fell by 1.4 %, and unemployment in the sector edged up by 0.7 percentage points. The accommodation sub-sector remained more resilient, but food & beverage and entertainment took more noticeable dips.

Agriculture & Agri-Food

The Seasonal Agricultural Worker Program (SAWP) remains a stable pathway for seasonal work in farming. Though weather conditions (e.g., droughts in parts of Canada) may affect yields and labor needs, certain regions (e.g., British Columbia, Ontario, and the Prairies) will continue hiring seasonal farmworkers into the fall.

Tourism, Hospitality & Food Services

As the high season winds down, late 2025 is expected to bring further softening in demand for seasonal employees in hotels, restaurants, recreation, and events. Many businesses will scale back, reduce hours, or shift operations depending on weather, consumer spending, and macroeconomic conditions. The residual demand may concentrate in areas with strong winter tourism appeal (e.g. ski resorts, holiday events) and in regions where tourism is less seasonal (e.g. urban centers, cultural events).

Retail & Logistics

Retail often sees a boost heading into holiday season (October through December), with temporary hires for peak shopping periods. This demand typically spreads to warehousing, delivery, and logistics roles. In 2025, however, slower consumer spending and fewer job vacancies overall may moderate hiring. That said, e-commerce growth and supply-chain adjustments may still drive pockets of demand in fulfillment and last-mile delivery.

Construction & Outdoor Trades

Construction is less seasonally volatile than tourism but still sees dips in late season in colder regions. However, fall and early winter projects (e.g. indoor builds, renovation) often maintain some demand for trades like carpenters, plumbers, electricians, and laborers. Regions with milder climates (e.g. British Columbia) may extend outdoor work longer.

Challenges & Risks Ahead

  • Underemployment & Hour Cuts: In many sectors, employers may reduce hours rather than lay off staff, meaning more part-time or underemployed workers.
  • Regional Disparities: Some provinces may see stronger seasonal demand (e.g. Atlantic Canada for tourism, British Columbia for year-round temperate jobs), while others lag.
  • Labour Shortages in Niche Skills: Even in a softer job market, roles requiring specialized skills (e.g. certified chefs, ski technicians, supply-chain tech) may still face scarcity.
  • Budget Constraints & Business Caution: With economic uncertainty and pressure on margins, seasonal employers might be more cautious about staffing and wage increases.

What Workers & Employers Should Do

Workers and employers both have specific responsibilities and required steps to ensure a compliant and successful process within Canada's Temporary Foreign Worker Program.

For Workers / Job Seekers

  • Focus on regions or sectors with longer seasons or winter tourism opportunities.
  • Acquire versatile skills (customer service, logistics, basic tech) to shift across seasonal roles.
  • Apply early for holiday-season retail/logistics jobs, as many are posted ahead.
  • Be flexible with hours or location, including willingness to relocate or shift sectors.

For Employers

  • Forecast demand conservatively and stagger hiring timelines.
  • Offer incentives (e.g. retention bonuses, flexibility) to reduce turnover mid-season.
  • Cross-train staff to shift between roles (e.g. hospitality to logistics) as demand fluctuates.
  • Leverage technology (scheduling tools, predictive staffing) to optimize labor utilization.

Seasonal employment in Canada heading into late 2025 is expected to face a more cautious and selective environment compared to peak summer months. While tourism and hospitality will likely cool, agriculture, retail, and logistics hold pockets of opportunity. Workers and employers who remain adaptable, strategic, and forward-looking stand to fare best in this shifting landscape.

Frequently Asked Questions

When Does Seasonal Hiring For Holiday Retail Typically Begin in Canada?

Major retailers often begin hiring seasonal staff in September and October in preparation for holiday sales peaks (November–December). Early applications are advantageous.

Do Seasonal Jobs Always Decline After Summer in All Sectors?

No. While tourism and outdoor hospitality often taper off, some sectors like indoor retail, event staffing, winter recreation, and logistics maintain or even increase hiring going into fall and winter.

How Can a Seasonal Worker Maximize Stability Across Seasons?

You can build stability by diversifying skills, seeking overlapping seasonal roles (e.g. tourism in summer, retail/logistics in winter), being open to relocation, and networking early for next-season positions.