Choosing where to live and work is an important part of an immigration plan. But a new Statistics Canada study shows that workers do not move between Canadian provinces at the same rate.
The new research on interprovincial labour mobility in Canada examines how workers move across provincial and territorial borders and how mobility differs by immigration status, region, occupation and other characteristics. The study uses data from the 2021 Census, the Longitudinal Worker File, the Labour Force Survey and the Canadian Survey on Interprovincial Trade.
For immigrants, the findings offer an important lesson: choosing a province is not simply about identifying where jobs exist today. Occupation, language, credentials and the ability to respond to changing labour-market conditions can all influence where a person eventually works.
Interprovincial Labour Mobility in Canada: What the Study Found
Statistics Canada measured mobility over one-year and five-year periods.
Across Canada, the 2021 Census data showed that approximately 0.8% of employed individuals had lived in another province or territory one year earlier, while 3.1% had lived elsewhere in Canada five years earlier.
Overall, this means that most workers remained in the same province or territory.
But the national average hides significant differences.
Mobility was considerably higher in the territories and lower in Ontario and Quebec. Statistics Canada reported one-year mobility rates of 0.4% in both Ontario and Quebec, compared with rates above 4% in the territories.
This tells us that provincial labour markets do not operate in exactly the same way.
Non-Permanent Residents Are More Mobile
One of the notable findings from the study is the difference between population groups.
Non-permanent residents recorded the highest mobility rates among the groups examined, with approximately 4.0% moving between provinces or territories over one year and 9.6% over five years.
Among immigrants, the corresponding rates were approximately 0.82% over one year and 3.58% over five years.
For Canadian-born workers, the rates were approximately 0.76% and 3.19%.
These figures suggest that mobility patterns differ significantly depending on immigration status and stage of settlement.
However, they should be interpreted as descriptive statistics rather than evidence that one group is inherently more willing or able to move.
Immigrant Mobility Changes with Time in Canada
The study also found that immigrant mobility tends to decline as the number of years since arrival increases.
That finding makes practical sense when viewed alongside settlement.
A recent immigrant may still be deciding where to build a career, find housing, establish professional connections or pursue employment opportunities.
Over time, people can develop stronger ties to a particular province.
For immigration planning, this suggests that the province selected at the beginning of the immigration journey can have a longer-term effect on an applicant’s career and settlement decisions.
It is therefore worth researching a province beyond the immigration program itself.
Language and Mobility in Canada
The study also examined mobility by language spoken at home.
English-only speakers had the highest reported mobility rates among the language groups examined, at approximately 1.02% over one year and 3.91% over five years.
French-only speakers had lower rates of approximately 0.35% and 1.40%, while people who spoke both English and French recorded rates of approximately 0.94% and 3.60%.
The study suggests that these differences may reflect the structure of Canada’s labour markets, particularly the larger geographic reach of English-dominant labour markets.
This finding should not be interpreted as saying that English-only speakers are inherently more employable or better immigration candidates.
It is a description of observed mobility patterns.
For applicants, the more useful takeaway is that language ability can influence the range of labour markets in which a person can realistically seek employment.
Provinces Have Very Different Mobility Patterns
Statistics Canada found significant differences across provinces and territories.
Some examples from the 2021 Census include:
- Newfoundland and Labrador: 1.4% one-year mobility and 4.4% five-year mobility
- Prince Edward Island: 3.1% and 9.9%
- Nova Scotia: 2.9% and 8.8%
- New Brunswick: 2.1% and 6.9%
- Quebec: 0.4% and 1.2%
- Ontario: 0.4% and 2.1%
- Alberta: 1.1% and 4.5%
- British Columbia: 1.5% and 5.7%
The territories recorded substantially higher rates.
These differences demonstrate why national labour-market statistics should not be used to make assumptions about every province.
An occupation may have strong demand in one province while facing a very different situation elsewhere.
Credential Recognition Can Limit Mobility
Employment opportunities are only one side of labour mobility.
Professional credentials can also determine whether a worker can move and continue working in the same occupation.
Statistics Canada highlights regulated occupations as an important barrier because licensing and certification requirements can differ between provinces and territories.
The employer-side data reinforces this issue.
In 2023, 4.8% of businesses reported hiring workers with professional certifications or licences from another province or territory.
Among businesses that hired or considered hiring workers across provincial borders, 68.0% reported difficulty finding qualified workers locally. Certification delays were reported by 19.9%, while 13.0% cited hiring costs.
For internationally trained professionals, this is an important consideration.
An immigration applicant may have the education and work experience required for an occupation but still need provincial licensing before practising a regulated profession.
What Does This Mean for Immigrants?
The study provides several useful lessons for people considering immigration to Canada.
Your First Province Does Not Tell The Whole Employment Story
A person may initially settle in one province and later consider another based on employment opportunities, family circumstances or career development.
Occupation Matters
Some occupations have higher levels of interprovincial mobility than others.
Statistics Canada’s experimental 2025-2026 estimates show particularly high mobility in occupations such as legal and public protection, university professors and transportation officers and controllers.
Language Can Affect Labour-Market Reach
Strong English or French ability can influence the range of employers and regions an applicant can realistically consider.
Credentials Should Be Researched Early
For regulated professions, licensing requirements can become an important factor in deciding where to settle.
Provincial Immigration Research Should Go Beyond the Nomination Process
Applicants should consider not only whether they may qualify for a provincial immigration pathway, but also whether the province offers realistic employment and settlement conditions for their occupation and family.
Should Immigrants Consider Moving to Another Province for Work?
There is no single answer.
For some workers, moving may create access to a stronger labour market.
For others, professional licensing, family responsibilities, housing costs or employer requirements may make relocation difficult.
The Statistics Canada study shows that interprovincial mobility remains relatively limited overall. Therefore, it would be risky to build an immigration strategy around the assumption that moving to another province will always be easy.
A better approach is to research the province, occupation and licensing environment before making a long-term decision.
What This Means for Your Immigration Plan
The latest research on interprovincial labour mobility in Canada shows why immigration planning should include more than an eligibility checklist.
As a Canadian immigration consulting firm, we recommend looking at the full picture: your occupation, education, language ability, work experience, licensing requirements, employment prospects and long-term settlement goals.
Through ImmigCanada, we provide Canadian immigration consultation for Express Entry, Provincial Nominee Programs, work permits, study permits, Post-Graduation Work Permits, family sponsorship and other Canadian immigration pathways.
If you are deciding which province may be appropriate for your immigration plans, labour-market mobility is one factor worth considering. It should be assessed alongside the current immigration requirements and your individual circumstances.
Frequently Asked Questions
Interprovincial labour mobility refers to workers moving from one Canadian province or territory to another for employment or other reasons connected with labour-market movement.
Statistics Canada found that 0.8% of employed individuals had lived in another province or territory one year earlier, while 3.1% had lived elsewhere in Canada five years earlier, based on 2021 Census data.
The study found somewhat higher mobility rates among immigrants than Canadian-born workers. Immigrants recorded rates of approximately 0.82% over one year and 3.58% over five years, compared with 0.76% and 3.19% for Canadian-born workers.
Yes. Non-permanent residents had the highest mobility rates among the population groups examined, at approximately 4.0% over one year and 9.6% over five years.
Statistics Canada found different mobility rates among language groups. The study suggests these differences may partly reflect the structure of Canada’s labour markets, particularly English-dominant labour markets. This should not be interpreted as a measure of an individual’s immigration eligibility.
Yes. Regulated occupations can have provincial or territorial licensing and certification requirements. These requirements can create barriers to moving between jurisdictions and continuing to work in the same profession.
The territories recorded the highest mobility rates in the 2021 Census data, while Quebec and Ontario recorded among the lowest provincial rates. The reasons for these differences can include labour-market structure and regional employment opportunities.
No. Job demand is only one factor. Applicants should also consider immigration eligibility, occupation requirements, language ability, credential recognition, employment opportunities and long-term settlement goals.