Canada's Least Unionized Province: Stability or Organizing Target?

Despite recent 2025 high profile job action, Alberta remains the least unionized province in Canada. According to the most recent Statistics Canada data, union members and/or those covered by a collective agreement (union coverage) made up 23.8% of Alberta’s workforce. This compares with Canada’s national average of 30.6% in 2025.

The Numbers at a Glance – Alberta Remains Lowest in Union Participation

In 2025, union coverage remained highest in Quebec (39.9%) and Newfoundland and Labrador (39.8%), and lowest in Ontario (26.3%) and Alberta (23.8%). Last year, only Alberta and Ontario had union coverage rates below 30%.

While union coverage during the past 10 years peaked in 2020 (national average of 31.0%) union coverage increased from 2020 to 2025 in every province (including Alberta 23.4-23.8%) with the exception of Nova Scotia (31.0% to 30.7%). 

Alberta has held the lowest rank of unionization in the country since at least 1997.

Legal Strikes and Lockouts – On the Decline for Alberta Private Employers

Wage pressures continue to affect employers, but strikes and lockouts are generally on the decline in Alberta compared to other provinces. 

In British Columbia, private sector job action has increased during the past 5 years, with the number of private sector stoppages in 2021-2026 averaging just over 11 per year compared to 2010-2020, that averaged just over seven per year.

Nova Scotia’s work stoppages also appear to be on the rise in recent years, with more non-worked days due to labour disruptions in 2026 than in any other year since 1980.

Conversely, private-sector stoppages in Alberta have become much less common since 2000. There were more than 10 private-sector stoppages in 2000 alone, six more followed in 2001, and there were five in 2009; however, since 2014, most years have had one private-sector stoppage or none at all. Overall, private-sector stoppages in Alberta have become rarer, smaller, and result in fewer and fewer non-worked days. 

Unionization Signs for Employers 

The low unionization rates in Alberta suggests that employers engage in fewer collective bargaining matters here than in the rest of Canada. However, it also means that there are a larger number of employees in Alberta that may be approached by unions seeking to organize or expand their representation of workforces. Employers should be aware of common signs employees may be taking steps to unionize and know how to appropriately and effectively respond. 

Employers may observe changes in workplace dynamics that can indicate growing employee interest in collective action or workplace advocacy. These changes can include increased discussion among employees about workplace issues, greater interest in policies, compensation, scheduling, or working conditions, and a heightened focus on fairness, consistency, and employee voice. Employees may also begin raising concerns more collectively, with certain individuals emerging as informal leaders or representatives of broader employee interests.

Often, these developments are rooted in employee concerns about communication, workplace culture, workload, management practices, compensation, or opportunities to provide input on workplace decisions. While such signs do not necessarily mean unionization efforts are underway, they can signal underlying issues that warrant attention from management.  

Responding to organization efforts (suspected or actual) requires a careful and respectful approach which complies with obligations under the Labour Relations Code (provincially-regulated employers) or the Canada Labour Code (federally-regulated employers).

Employers are entitled to their opinions but need to avoid engaging in activities that improperly and unduly influence their workers. They should seek legal advice when navigating responses and are generally best served by maintaining open communication, addressing concerns proactively, and fostering a positive and respectful workplace where employees feel heard and valued.

Key Takeaways for Employers

  1. Stable Labour Environment: Alberta’s employment force remains a stable place for investment, particularly due to low rates of organization, and declining rates of strikes and lockouts; 
  2. Know your exposure. Identify the workplaces and employee groups most likely to be organized; and
  3. Train your front-line leaders. Supervisors should understand what they can and cannot say or do during an organizing campaign. Mistakes can lead to unfair labour practice complaints.
Alberta's unionization rate may still be the lowest in Canada, but organizing and bargaining activity is ongoing. Employers who plan ahead can be better placed to manage both. 

 

If you have questions about union certification, collective bargaining, or labour relations strategy, please contact a member of the McLennan Ross Labour & Employment Group.