The Labour Crisis in BC Construction: Why Solving Turnover Starts with Culture
The construction industry in British Columbia is facing a long-term labour shortage that’s no longer just a forecast—it’s here. And it’s hitting every part of the sector, from major commercial projects to smaller residential builds. But while wages are going up and demand keeps rising, one issue keeps getting overlooked: turnover. The real problem isn’t just finding workers. It’s keeping them.
High Pay, Low Retention
According to the BC Construction Association’s 2024 Spring Stat Pack, 77% of employers increased wages over the past year. Entry-level construction wages are 25% above minimum wage, and seasoned tradespeople with over a decade of experience average $42.71/hour. Full-time, year-round work with benefits is common, especially for Red Seal-certified professionals.
So why do workers keep leaving?
The issue isn’t just about compensation. Industry-wide studies show that construction jobs come with unique challenges: project-based employment, physically demanding tasks, and limited long-term development pathways. But underneath it all, there’s a deeper, more systemic problem: culture.
Culture is Driving People Away
Toxic jobsite environments, including racism, and sexism attitudes, are still present on many worksites. Apprentices often drop out before becoming certified, and even experienced journeypersons are leaving the trade entirely. The Community Benefits Agreement (CBA) in BC acknowledged this issue directly, identifying hostile culture as a key reason why workers abandon the field.
Without addressing how people are treated, no wage hike or benefit package will keep workers around. In a tight labour market, skilled workers don’t need to tolerate disrespect—they can simply leave.
The Domino Effect of Turnover
High turnover doesn’t just hurt morale—it damages productivity, inflates costs, and increases risk. Inconsistent staffing can create safety issues, delays in project timelines, and even result in costly claims. Experienced workers carry institutional knowledge that’s hard to replace. When they walk away, the entire operation takes a hit.
What Blue Anvil is Doing Differently
At Blue Anvil, we believe the solution to this crisis starts with creating job sites where people want to work. That means treating our team with respect, backing them up with strong support systems, and providing long-term development—not just filling positions.
We partner with companies that share our values. We work to place experienced professionals and promising young talent with clients who are looking for more than just manpower. We aim to be the reliable bridge between skilled workers and the businesses that need them.
Our focus for the coming years is simple:
Build a positive work culture across every site.
Develop and retain young talent before the labour gap gets wider.
Prioritize long-term relationships over quick fills.
Final Thoughts
Labour shortages are real. But so is turnover. Solving one without addressing the other is a losing game. As immigration slows and fewer young people enter the trades, companies like Blue Anvil will play a critical role in keeping BC’s construction industry alive and thriving.
Want to work with a team that understands what it takes to retain good people? Visit blueanvil.ca or reach out to us directly.
Because in this market, people aren’t just your biggest asset—they’re your only one.
