Improving Temporary Worker Retention in Ontario’s Logistics, Warehousing, and Construction Sectors

Ontario’s logistics, warehousing, and construction industries heavily rely on temporary workers to meet fluctuating demands and tight project deadlines. However, these sectors face persistent challenges related to high turnover, skills shortages, and safety compliance, all of which can impact operational efficiency and client satisfaction (Vosko). In 2025, Ontario employers must strengthen their retention strategies to remain competitive and compliant under provincial labour standards.

Understanding the Causes of Turnover

Temporary workers in Ontario often cite precarious job security, limited workplace integration, and lack of training as key reasons for leaving their positions prematurely (Lewchuk). These factors can be amplified for migrant and newcomer workers, who make up a significant portion of the province’s temp labour force, particularly in warehousing and construction (Preibisch & Otero).

Structured Onboarding and Clear Communication

A structured onboarding process is a proven way to reduce early turnover. In Ontario, the Occupational Health and Safety Act (OHSA) requires employers to provide comprehensive safety training for all workers, including temps (Ontario Ministry of Labour, 2022). Employers should combine legal compliance with clear communication of job duties, site-specific risks, and workplace culture. Providing mentors or peer support helps new hires feel welcomed and supported.

Recognition and Engagement

Employers in Ontario can boost retention by recognizing the contributions of temporary workers through small incentives, regular feedback, and inclusion in team communications (Foster & Barnetson, 2017). This is particularly effective in industries where temporary workers may otherwise feel excluded from core teams.

Opportunities for Extension or Transition

Many workers accept temporary jobs in hopes of securing longer-term employment. Employers who clearly communicate possible pathways to extension or permanent roles are more likely to retain high performers for longer periods (Vosko). Temporary-to-permanent conversion strategies can also support local labour market stability.

Safe and Fair Work Conditions

Ensuring safe and fair working conditions is critical. Temporary workers in construction and logistics face higher workplace injury risks than permanent staff due to shorter training and less familiarity with tasks (Foster & Barnetson, 2017). Employers must ensure full compliance with Ontario’s OHSA, provide necessary PPE, and encourage open reporting of hazards without fear of reprisal.

Conclusion

Ontario’s logistics, warehousing, and construction employers can significantly reduce turnover by strengthening onboarding, building trust through recognition, offering clear paths for contract extensions, and maintaining the highest safety standards. In an increasingly competitive labour market, these practices help companies retain skilled workers, reduce recruitment costs, and meet project timelines effectively.

References

• Foster, J., & Barnetson, B. (2017). Precarious work and precarious workers: Towards an improved conceptualization. Canadian Labour & Employment Law Journal, 20(1), 1–30.

• Lewchuk, W., Clarke, M., & de Wolff, A. (2013). Working without commitments: The health effects of precarious employment. Work, Employment and Society, 27(3), 427–444. https://doi.org/10.1177/0950017012460313

• Ontario Ministry of Labour. (2022). Occupational Health and Safety Act. Government of Ontario. Retrieved from https://www.ontario.ca/laws/statute/90o01

• Preibisch, K., & Otero, G. (2014). Does citizenship status matter in Canadian agriculture? Workplace health and safety for migrant and immigrant labourers. Rural Sociology, 79(2), 174–199. https://doi.org/10.1111/ruso.12038

• Vosko, L. F. (2010). Managing the Margins: Gender, Citizenship, and the International Regulation of Precarious Employment. Oxford University Press.