The silent crisis unfolding within Canada’s long-term care facilities has reached a breaking point. Behind closed doors of nursing homes across the country, dedicated workers are hanging up their uniforms at alarming rates, leaving an already strained system gasping for survival.
“I just couldn’t take it anymore,” says Marisa Fernandez, a personal support worker who left her position at a Toronto facility after eight years. “We were constantly short-staffed, working double shifts, and I was physically and emotionally drained. The residents deserve better care than what we could provide with our limited resources.”
This sentiment echoes throughout the industry as Canada faces an unprecedented shortage of long-term care workers. According to recent data from Statistics Canada, the sector has lost nearly 20 percent of its workforce since 2020, with vacancy rates in some provinces exceeding 30 percent.
The exodus stems from a perfect storm of challenging conditions. Workers report chronic understaffing, inadequate compensation, and overwhelming workloads that leave little time for meaningful resident interaction. A recent survey by the Canadian Association of Long-Term Care revealed that 78 percent of facilities are operating below minimum staffing requirements, forcing remaining staff to shoulder increasingly heavy burdens.
“On my last shift, I was responsible for 15 residents by myself,” recounts James Wilson, a former care aide from Vancouver. “That’s feeding, bathing, medication administration, and emotional support for 15 vulnerable people. It’s simply impossible to provide quality care under those circumstances.”
The pandemic exposed and exacerbated long-standing issues within the sector. Long-term care homes became epicenters of COVID-19 outbreaks, with workers facing heightened risks and trauma. While temporary wage supplements were implemented in most provinces, these “hero pay” initiatives have largely disappeared, leaving workers feeling abandoned and undervalued.
Provincial governments have announced various initiatives to address the crisis. Ontario recently launched a $100 million recruitment campaign, while British Columbia has increased base wages for care workers. However, industry experts argue these measures fail to address the fundamental issues driving workers away.
“Throwing money at recruitment won’t solve the problem if we don’t fix the working conditions,” explains Dr. Samantha Lee, health policy researcher at the University of Toronto. “We need comprehensive reform that addresses staffing ratios, provides career advancement opportunities, and ensures workers feel valued and protected.”
The consequences of this workforce shortage extend far beyond employment statistics. Families report declining quality of care for their loved ones, with basic needs sometimes going unmet due to staff limitations. Meanwhile, hospital systems face growing pressure as patients who should be in long-term care facilities remain in acute care beds.
For Indigenous communities and rural areas, the situation is even more dire. Northern Ontario has seen five long-term care facilities partially close units in the past year due to staffing shortages, forcing residents to relocate hundreds of kilometers from their communities and support networks.
“We’re facing a fundamental question about how we value our elders and those who care for them,” says Michael Thompson, advocate with the Canadian Association for Senior Care. “If we truly believe in dignity for aging Canadians, we must create sustainable working conditions that allow caregivers to provide that dignity.”
As Canada’s population continues to age, with seniors expected to comprise nearly 25 percent of the population by 2036, the pressure on long-term care will only intensify. Without immediate and meaningful action to stem the tide of departing workers, the system risks collapse at precisely the moment when demand will reach its peak.
The stories of those who’ve left the industry provide a roadmap for potential solutions. Many former workers express deep attachment to residents and satisfaction in providing care, suggesting that addressing workplace conditions could bring experienced caregivers back to the field.
As our society grapples with this growing crisis, we must ask ourselves: how much do we truly value the dignity of our elders, and are we willing to invest in those who provide their care?
