Groupe de Travail National d’Unifor sur le Climat 2022-2025 Rapport

Enquêtes auprès des membres

Enquête 2023 sur les effets du climat

L'enquête sur les effets du climat a été conçue pour fournir à Unifor de l’information précieuse sur la manière dont les membres perçoivent les effets du changement climatique et de la perte de biodiversité dans leur milieu de travail. Elle visait également à identifier les variations de ces perceptions selon les régions, les secteurs et les groupes démographiques.

En outre, l'enquête a recueilli l'évaluation des membres sur les risques auxquels ils sont confrontés, les initiatives mises en place et les lacunes en matière de ressources ou de soutien pour relever les défis liés au climat ou à la biodiversité.

L’information recueillie devait aider le syndicat à élaborer un discours convaincant sur les questions de transition et à concevoir des stratégies de mobilisation reflétant les expériences et les besoins des membres.

L'enquête a été mise en ligne pendant 26 jours à l'automne 2023. Un lien vers l'enquête a été distribué aux membres d'Unifor par courriel et par le biais d’UniLien. Afin de garantir que les réponses soient limitées aux membres du syndicat, l'enquête n'a pas été diffusée sur les réseaux sociaux.

Le sondage comprenait 26 questions : 6 portaient sur de l’information démographique, 19 sur le contenu principal et une question ouverte invitait les répondants à formuler des commentaires supplémentaires. Au total, 1 293 réponses valides ont été recueillies, à l'exclusion des formulaires abandonnés ou incomplets.

Principales conclusions 

L'enquête sur les effets du climat a permis de dégager quatre conclusions principales :

• Les membres d'Unifor de tous les secteurs s'inquiètent des répercussions potentielles de la lutte contre les changements climatiques sur leur emploi, mais la majorité d'entre eux considèrent cette transition comme une occasion plutôt que comme une menace.

• Une forte majorité des membres estime qu'un plan de transition devrait être mis en place dans leur milieu de travail et la plupart s'attendent à ce que les employées et employés soient consultés lors de l'élaboration de ces plans.

• Seule une minorité de membres estime que le syndicat a consacré suffisamment de ressources à la question de la transition et la plupart souhaitent que le syndicat adopte une approche plus proactive.

• Une forte majorité des membres estime que la transition équitable reste un concept syndical important, même si près de 4 sur 10 préféreraient un autre terme. 

Données démographiques des répondants

Résumé des réponses

• 56 % des répondants s'inquiètent des répercussions de la lutte contre le changement climatique sur les emplois, dont 3 répondants sur 4 dans le secteur des ressources.

• Un répondant sur quatre dans le secteur de la fabrication et des ressources voit un risque réel de perdre son emploi à l'avenir.

• 55 % des répondants voient dans la transition davantage d'opportunités que de menaces.

• Deux travailleurs sur trois âgés de 15 à 29 ans considèrent cette transformation comme une opportunité.

• Les travailleuses et travailleurs souhaitent rester en poste. Trois répondants sur quatre n'envisagent pas de changer d'emploi dans le contexte de la transition.

Adaptations en milieu de travail :

• 70 % des répondants estiment que leur milieu de travail devrait disposer d'un plan de transition solide. 

• 8 répondants sur 10 déclarent ne pas avoir eu de dialogue continu avec leur employeur au sujet des plans de transition ou semblent ne pas en avoir connaissance.

• 57 % des répondants souhaitent que les employées et employés aient leur mot à dire dans l'élaboration des plans de transition, une opinion qui prévaut surtout au Québec (69 %). 

• L'intervention du gouvernement est cruciale; 8 répondants sur 10 attendent du gouvernement qu'il aide les travailleuses et travailleurs touchés et qu'il soutienne les transitions professionnelles.

Mobilisation et ressources du syndicat : 

• Seul 1 répondant sur 3 estime que le syndicat a consacré des ressources suffisantes pour évaluer les répercussions potentielles de la transition sur ses membres. 

• Seul 1 répondant sur 4 estime que les membres disposent des connaissances, des outils et des ressources adéquats pour relever ces défis sur leur lieu de travail. 

• Deux répondants sur trois souhaitent que le syndicat prenne davantage de mesures sur les questions de transition. Seuls 8 % des répondants sont en désaccord avec une approche plus proactive du syndicat.

Perceptions de la transition équitable :

• 63 % des répondants estiment que la transition équitable est un concept important du syndicat. Les jeunes travailleuses et travailleurs y accordent le moins d'importance (56 %), tandis que les travailleuses et travailleurs plus âgés y accordent le plus d'importance (71 %). 

• Malgré le climat politique actuel, une nette majorité de répondants (61 %) dans la région de l’Ouest reconnaissent l'importance de la transition équitable en tant que concept syndical. 

• La majorité (51 %) de l'ensemble des répondants et une proportion encore plus importante (70 %) des jeunes travailleuses et travailleurs (15-29 ans) sont ambivalents quant à l'utilisation d'un autre terme.

• Néanmoins, un groupe notable de répondants (39 %) préférerait que le syndicat utilise un autre terme.

Une représentation graphique des résultats est accessible ici : 

Enquête 2024 sur l'évolution des milieux de travail

Justification et méthodologie

Si l'enquête sur les effets du climat a largement réussi à recueillir les opinions d'un large éventail de membres d'Unifor dans de nombreux secteurs différents, l'approche principalement quantitative de la méthodologie de l'enquête a fait qu'elle s'est davantage concentrée sur la diversité des opinions et des points de vue au sein du syndicat que sur l'obtention d'avis approfondis sur les défis spécifiques auxquels sont confrontés les membres d'Unifor. Afin de compléter les résultats de l'enquête sur les effets du climat, le Groupe de travail national sur le climat a élaboré en 2024 une enquête plus qualitative sur l'évolution des milieux de travail, demandant aux membres d'Unifor d'identifier les changements spécifiques liés au climat et à la transition dans leurs milieux de travail et leurs installations.

L'enquête sur l'évolution des milieux de travail comprenait trois questions principales posées aux répondants au sujet de leur milieu de travail : 

1. Est-ce que des politiques de réduction des émissions et/ou de protection de l'environnement avaient été mises en œuvre ou allaient l’être au cours des cinq prochaines années? Si oui, il leur était demandé de les décrire; 

2. Quels ont été les effets de ces changements (le cas échéant) sur les membres?;

3. Est-ce que des mises à pied et/ou des embauches spécifiques pouvaient être directement liés à ces changements, et si oui, combien?

Au total, l'enquête a reçu près de 120 réponses individuelles identifiant la présence ou l'absence de changements spécifiques liés à la transition ou à l'environnement en milieu de travail dans un large éventail de secteurs, notamment les transports, la foresterie, l'industrie manufacturière, l'énergie, les soins de santé, les jeux, les télécommunications et l'exploitation minière.

Principaux résultats

Certains des principaux résultats comprenaient des changements en milieu de travail qui ont été signalés à plusieurs reprises (c'est-à-dire par plusieurs répondants). Il s'agissait notamment d'initiatives visant à déployer des véhicules électriques et hybrides ainsi que des stations de recharge pour véhicules électriques, à accroître les efforts de recyclage, à réduire les déchets et l'utilisation de papier et de plastique, à réduire les émissions de diesel grâce à des carburants plus propres et à la modernisation des moteurs, et à diminuer la consommation d'énergie grâce à des technologies efficaces sur le plan énergétique telles que les pompes à chaleur et l'éclairage LED. Le travail à distance et la réduction des déplacements ont également été cités comme ayant contribué à la réduction des émissions.

Parmi les mesures plus spécialisées mises en avant, citons la réparation des fuites de gaz naturel, la production d'hydrogène à partir de déchets municipaux pour le transport, le captage et le stockage du carbone, l'utilisation de matériaux sans carbone et de fours électriques dans la fonte de l'aluminium, les systèmes de filtration avancés dans la sylviculture et la cogénération de méthane avec des méthodes innovantes de refroidissement par voie maritime dans le secteur automobile.

Les effets signalés sur les membres du syndicat et les milieux de travail sont mitigés. Parmi les résultats positifs signalés, on peut citer l'allongement de la durée de vie des installations, la réduction des déchets, l'amélioration du moral des employés grâce aux initiatives climatiques et l'amélioration de la qualité de l'air. Toutefois, des défis tels que les préoccupations relatives à la sécurité des batteries des véhicules électriques, les pertes d'emplois potentielles, la formation insuffisante aux nouvelles technologies et l'autonomie limitée des véhicules électriques ont été signalés.

En ce qui concerne les effectifs et les mises à pied ou les nouvelles embauches, la plupart des répondants (55 %) n'ont signalé aucun changement, 18,5 % ont signalé certains changements (gains ou pertes), tandis que 26,5 % étaient incertains des répercussions.

Roundtables and outreach

The NCTF terms of reference proposed quarterly meetings to keep members informed of recent updates on the climate and transition file, while serving as a regular forum for the exchange of information between NCTF members representing different regions and industries.

Starting in 2024, these meetings transformed into online sector-focused roundtables that examined developments within specific industries that Unifor represents, with the goal of drawing parallels or insights from climate- and biodiversity-related transformations across the country. The NCTF also conducted in-person outreach at regional councils and at the 2023 and 2024 Canadian Councils, holding sessions that provided both basic information about the work of the task force while canvassing for information about workplace changes related to climate and environmental policies.

Some of the key sector-focused roundtables included the following:

• Aluminum smelting
• Nuclear energy
• Petrochemical manufacturing
• Independent auto parts manufacturers and auto servicing
• Forestry
• Oil and gas production and transmission

In addition, in April 2024, the NCTF held online focus groups with Unifor’s equity committees, including representatives from the Black, Indigenous and Workers of Colour (BIWOC), Women’s, Young Workers, 2SLGBTQIA+, and Workers with disAbilities committees and caucuses, focusing specifically on the ways in which transition issues impact equity-seeking groups and the disproportionate effects of climate change on marginalized communities.

Primary findings

Across the roundtables, common challenges that were raised included concerns surrounding skills gaps and training requirements, the potential for job displacements through clean tech implementation and (potential) attendant automation, safety issues surrounding the deployment of new technology (e.g., EV batteries), regulatory and economic uncertainties surrounding the timeline of changes and whether future governments would maintain current climate priorities, impacts of climate and biodiversity regulations on existing business models and costs, and the potential for retrenchment in union density through shifts towards new sectors and modes of industrial production.

While a fulsome summary of specific findings lies beyond the scope of this report, some of the most notable points that were raised at the roundtables include the following:

Aluminum smelting: the shift to carbon-free ceramic anodes is expected to have a notable impact on both operations and job numbers, although Canada continues to produce some of the lowest-carbon aluminum in the world.

Nuclear energy: despite Canada’s leading role in developing CANDU nuclear reactors, the industry is encountering barriers linked to public misperceptions around nuclear energy, while looking forward to future small modular reactor (SMR) technology deployment as a vehicle for both industry expansion and economy-wide greenhouse gas reductions.

Petrochemical manufacturing: Unifor members involved in manufacturing plastic precursors have experienced negative impacts from the move to designate plastics as a toxic substance, including factory closures.

Auto parts manufacturing and auto servicing: the shift to EVs will substantially reduce the number of parts required to manufacture and service cars, while also posing particular health and safety risks to workers due to the volatility of EV batteries.

Forestry: biodiversity concerns, particularly in Quebec, are leading to substantial jobs lost as a result of a showdown between the federal and provincial government over forestry impacts on caribou; these impacts highlight the need to expand our conception of “workers in transition” beyond workers affected by the imperatives of decarbonization and emissions reductions.

Oil and gas: the expected materialization of carbon capture utilization and storage (CCUS) technology has yet to take hold and may not result in the anticipated reductions on industry emissions, while governments remain reluctant to force companies to engage in job-generating but potentially loss-inducing projects such as orphan well clean up and patching pipeline leaks.

The NCTF’s equity committee focus groups also highlighted some particularly important perspectives surrounding the impacts of the energy transition and climate change on marginalized populations:

• Climate change disproportionately affects marginalized communities, particularly women and low-income groups, who bear the brunt of environmental disasters and lack resources for recovery.
• Younger workers are expressing uncertainty about their job security in the face of climate policies and feel resentful towards older generations for perceived inaction on climate issues.
• Many workers prioritize immediate economic concerns over climate issues, struggling with basic necessities, which complicates efforts to engage them in climate action and equity discussions.
• There is a growing distrust among workers regarding government narratives on climate change, with some turning to alternative sources of information, including right-wing online courses.
• More education is critical, both to inform workers about the differential and unequal impacts of the climate crisis and to ensure that workers have the tools to secure the necessary protections, both from the physical impacts of a changing climate and potential job losses and dislocation.

Policy Work

Just Transition Legislation

Unifor played a critical role throughout the federal consultations on what would become the Sustainable Jobs Act, but which was then referred to as forthcoming “just transition legislation”. During the first round of consultations in 2021, Unifor highlighted its long-standing commitment to environmental issues and advocated for a comprehensive strategy to ensure decent, unionized jobs in the shift towards decarbonization. The submission advocated for a worker-centred (rather than simply “people-centred” as the federal government had proposed) and argued that the government “must be clear that just transition is an idea that places the well-being and livelihood of workers front and centre, and it is not about catering to the needs of other segments of the economy first nor is it about boosting the productivity or value of labour.” Notably, the submission underscored the risks of employers exploiting a non-worker centred conception of transition as a means to “contract flip their way out of a unionized workforce.”

Anticipating the eventual establishment of the Sustainable Jobs Partnership Council, Unifor’s submission also laid out a vision for a “a permanent tripartite just transition ministry or commission, with the explicit mandate to direct and coordinate policymaking for programs relevant to the just transition file, including providing impacted workers with income supports, pension bridging, sector-specific training, just transition centres, relocation supports, and so on.” 

Unifor argued for a five pillar approach to transition supports, including the implementation of active labour market policies (ALMPs) and Employment Insurance (EI) reform, improvement of labour market data collection to better anticipate future job trends, implementation of long-term industrial strategies for specific sectors, facility-specific transition assessments to determine where challenges and opportunities lay, and prioritizing made-in-Canada procurement and border-carbon adjustment policies to protect domestic industries. It is a testament to Unifor’s vision and foresight that many of these recommendations became key planks of the federal Sustainable Jobs Plan launched in 2023.

Contributions to the federal Sustainable Jobs Act

Unifor played a central and proactive role in lobbying the federal government in the lead-up to the introduction of Bill C-50, An Act respecting accountability, transparency and engagement to support the creation of sustainable jobs for workers and economic growth in a net-zero economy. From the earliest stages of consultation, Unifor worked in close collaboration with partners—including the Canadian Labour Congress (CLC) and the Fédération des travailleurs et travailleuses du Québec (FTQ)—to ensure that workers' interests were front and centre in the federal just transition framework.

Unifor’s advocacy was instrumental in shaping several critical elements of the legislation. Most significantly, Unifor fought to ensure that trade unions would have a permanent, institutional voice in transition planning. It was a major victory to have the inclusion of dedicated union seats on the Sustainable Jobs Partnership Council, a key body that will advise the federal government on workforce and sectoral strategies. 

In June 2025, Unifor’s Western Regional Director Gavin McGarrigle was selected to fill one of the three union seats on the Council, ensuring that the voices of Unifor members are not only heard but help to lead the way on how to build sustainable jobs across Canada.

Bargaining and Training Tools

Part of the core mandate of the NCTF called for the development of concrete bargaining language and training tools for Unifor members interested in tackling transition issues head on. As the NCTF’s survey results noted, while there has yet to be widespread implementation of transition-related bargaining language and committees, these issues are regarded as top priorities for future rounds of bargaining by many Unifor members. Consequently, the NCTF has helped to initiate the first steps towards developing a pilot Paid Education Leave program on both theoretical and practical issues surrounding the climate/environment and transition, launched a database on sample collective bargaining language, and contributed to a reference guide on tools for workplace climate action.

Quebec training pilot program

Following the insights gained through the Climate Impact Survey and Changing Workplaces survey, the NCTF has begun work in Quebec on the creation of a dedicated one-week Paid Education Leave program slated to begin its first pilot in 2026. This course aims to provide a thorough overview of the issues, from climate science and ecosystems to public policy responses, impacts on industry to union strategies and workplace led actions.

Training and outreach are critical first steps to help members engage more actively—whether by convincing coworkers that climate action is union work, staffing local and joint union-employer committees, or identifying effective bargaining strategies that integrate climate priorities. A "start small, build momentum" approach can help foster confidence and early wins, paving the way for broader engagement.

To advance a meaningful socioecological transition in our workplaces, it is essential that unionized workers are equipped with the knowledge, tools, and confidence to take action. Many members are seeking clearer information and practical guidance to understand how climate and environmental issues relate to their jobs, their rights, and their collective agreements.

Sample bargaining language

The NCTF also collected sample bargaining language relevant to transition- and biodiversity-related changes in the workplace, as well as language surrounding climate disaster relief. A collection of this language can be found online in the following database, which has been organized by categories and tags: https://www.zotero.org/groups/6005063/unifor-en/library
A selection of sample language is provided in Appendix A and B.

Tools for Workplace Climate Action Conference (March 2025)

The Tools for Workplace Climate Action conference brought together 65 Unifor members around a clear objective: getting involved in their workplaces to face climate and environmental challenges. Participants attended a presentation on the current state of the climate crisis, followed by insights from a public perception survey on climate issues. A panel of employers was assembled to explore the challenges and opportunities of ecological transition in the workplace and share their perspective on the role of workers and their union.    
        
The conference saw the launch of a Unifor reference guide with concrete tools and actions, followed by collaborative workshops on barriers, enablers, and practical first steps that can be implemented locally. Discussions highlighted the pressing need for increased training and grassroots mobilization so that environmental action becomes fully integrated into union work.
The reference guide can be found here (in French only pdf).
 

National and sectoral initiatives

Another major component of the work conducted by Unifor, both under various sectoral initiatives and through the work of the NCTF, has been to prepare Unifor members and the broader labour movement for structural changes to the economy, while developing innovative proposals to maintain good union jobs. A number of important events and policy initiatives have been conducted over the past three years linked to this work, which are outlined below.

Unifor Auto Policy (August 2022)

One of the five main pillars of Unifor’s Auto Policy, Navigating the Road Ahead – Rebuilding Canada’s Powerhouse Auto Sector, consists of managing the transition to net-zero, with detailed recommendations on how to ensure the viability of Canadian EV manufacturing across the entire supply chain as well as boosting EV demand among consumers. The policy document stands as a key example of how a concrete industrial strategy can be implemented through sustained government coordination with unions and industry and presents a bold vision for catalyzing Canada’s green economy.

Key aspects include government investment in domestic EV assembly and end-to-end supply chain production, supporting at-risk auto parts suppliers through dedicated transition programs, enhancing worker adjustment supports to protect jobs during industrial changes, and improving the affordability of EVs through increased purchase incentives and trade-in rebate programs. Additionally, the policy advocates for a significant expansion of EV charging infrastructure, establishing a benchmark of one charger for every ten on-road EVs, and promoting clean energy production to support the growing demand for electricity from renewable sources.

Unifor Climate Change and Our Jobs Conference (November 2023)

Unifor's 2023 conference, "Climate Change and Our Jobs: Building an Economy where No Worker is Left Behind," convened union members and experts to explore the intersection of labor, environmental concerns, and economic policies amidst the ongoing climate crisis.

Discussions encompassed the importance of creating good, unionized green jobs, thoughtful planning for a greener economy, and integrating climate considerations into collective agreements. Speaking panels featured leaders from various labour organizations and environmental non-governmental organizations (ENGOs) who emphasized the importance of careful planning in the transition to a greener economy, drawing on historical examples like the cod industry collapse in Newfoundland. The conference also touched on Bill C-50, the Sustainable Jobs Act, and the challenges and opportunities within the auto industry's transition to electric vehicles.

Recurring themes throughout the conference included the necessity of union involvement in shaping a pro-worker, pro-climate agenda, the importance of public investment in infrastructure, the power of collective action, and the potential of workplace initiatives in combating climate change. The conference underscored that the fight against climate change is fundamentally a labour issue requiring the collective effort of workers and unions to drive lasting change.

B.C. Forestry Workers’ Summit (March 2024)

Unifor, the United Steelworkers (USW), and the Public and Private Workers of Canada (PPWC) convened the Forestry Workers’ Summit on March 12, 2024, which brought together forestry workers, union leaders, and policymakers to address the challenges facing British Columbia's forestry industry. This unprecedented gathering highlighted the crisis caused by mill closures and job losses, with workers sharing their concerns about the dwindling supply of fibre and the negative impact of current raw log export policies, which they argue export jobs rather than supporting local employment.

Key speakers, including Premier David Eby, emphasized the importance of incorporating workers' voices into government decision-making. Eby pledged to work closely with labour representatives to address the identified challenges and ensure that any proposed solutions reflect the needs of the workforce. Participants also heard from researchers who reviewed troubling trends in the sector, underscoring the significant decline in production over the last two decades due to a combination of environmental, economic, and geopolitical factors. The summit aimed to mobilize efforts to revitalize the industry and prioritize good, unionized jobs for the future.

Aerospace: Local 62 Climate Action Seminar (November 2024)

The one-day seminar, spearheaded by the president of Quebec’s Environment and Just Transition Committee, was developed through a partnership with a local group called Workers for Climate Justice (Travailleuses et travailleurs pour la justice climatique – TJC) and the UK-based organization Safe Landing. Unifor Local 62 members (Bombardier), their elected leaders and bargaining committee as well as representatives from the Quebec Aerospace Caucus participated in the event. The seminar focussed on the efforts currently undertaken to decarbonize the aerospace industry, the increasing emissions footprint of air travel and the upcoming policy responses. Workshops made it possible to discuss the current and future impacts of ecological crises on the aerospace industry, in order to help the union prepare and respond proactively.

The seminar partially built upon the work of the Aerospace Policy, launched in September 2024, which emphasizes the need for a unified national strategy to bolster Canada’s aerospace sector amidst growing global competition. The policy advocates for social dialogue between unions, governments and industry stakeholders to ensure a skilled workforce through targeted training and attraction initiatives. It further calls for investments in sustainable technologies and emphasizes the creation of good, high-quality jobs, aiming to secure Canada’s position as a leader in aerospace innovation and production.

Keep It in the Pipe Campaign (November 2024)

Unifor’s "Keep it in the Pipe" campaign, launched by Unifor's Energy Sector Council in November 2024, addresses the urgent issue of methane emissions in Canada’s oil and gas sector by advocating for comprehensive regulations. Central to the campaign is the call for stakeholder meetings that include government officials, industry leaders, and union representatives to establish best practices for managing methane leaks. This call for social dialogue aims to tap into the experiences of frontline workers while promoting policies that both improve safety and environmental responsibility.

The campaign also emphasizes investing in advanced technologies for methane detection and reduction, creating good-paying, unionized jobs in sectors like manufacturing and construction. Key demands include closing regulatory loopholes in distribution networks, implementing mandatory annual inspections of facilities, and enforcing stricter regulations on flaring and venting natural gas. Ultimately, the "Keep it in the Pipe" campaign seeks to contribute to the development of a sustainable and economically viable energy sector by improving environmental outcomes.

"Pour vivre de la forêt" Forestry Summit (May 2025)

Initiated by Unifor, the “Living Off the Forest” (Pour vivre de la forêt) summit, held in Chicoutimi, Quebec, brought together more than 200 stakeholders: forestry workers, ENGOs, First Nations, industry representatives, elected officials and community leaders to discuss the urgent need for a new, sustainable vision for the province’s forest regime. The goal was to build consensus around core pillars, centered on economic viability, industrial transition, ecological responsibility, social dialogue, reconciliation, and inclusive governance.

Throughout the day, participants emphasized the importance of shifting away from a short-term, extraction-based model toward one that respects both local communities and ecosystems and can sustain quality jobs. The summit highlighted the need to strengthen the role of workers and communities in forestry governance, ensure long-term benefits for rural regions, and promote forest management practices and industrial strategies that are aligned with ecological limits.

The nine propositions platform that formed the basis for the Summit’s discussion can be found here (pdf).
 

Current and future challenges

Global greenhouse gas emissions remain stubbornly high, with extreme weather events (floods, wildfires, heatwaves) becoming more frequent and destructive. The internationally agreed goal of limiting global warming to 1.5 °C is already in serious jeopardy, with recent data showing that the world temporarily breached this threshold over a 12-month period for the first time—signaling how close we are to locking in more severe and irreversible climate impacts.

Human-driven pressures are causing an unprecedented erosion of biodiversity. Nearly 48% of monitored species saw population declines in 2023, with extinction rates 100–10,000 times above background levels. Tropical primary forest loss hit a record 6.7 million hectares in 2024 (doubling the previous year’s loss) mainly due to wildfires, agriculture expansion, and illegal activities. In freshwater ecosystems, around 24% of key species are at risk. Coral reefs, crucial marine habitats, are suffering a global bleaching event affecting approximately 84% of reefs. Scientists emphasize urgent transformative action: scaling conservation, financing biodiversity, and integrating nature into economic planning. Canada has experienced its own alarming signals: the wildfire season of 2023 was the worst on record, with over 18 million hectares burned, contributing significantly to global carbon emissions and threatening both biodiversity and human health. The wildfire CO₂ alone nearly equaled Canada’s entire anthropogenic emissions for that year. The 2025 wildfire season appears to follow this new pattern of increased destruction.

While the new Liberal government led by Prime Minister Mark Carney has prioritized nation-building projects in response to a reckless and unnecessary trade war launched by the Trump Administration, critics have expressed disappointment at the lack of both robust climate action and worker supports in his government’s agenda, thus far. The G7 Leader’s Summit in Alberta largely ignored climate and worker-related issues, while the rush to prioritize economic imperatives in response to tariff threats, embodied in Bill C-5, has been criticized for potentially running roughshod over labour, Indigenous and environmental protections.

These concerns have been repeated at the provincial level where various governments have launched efforts to eliminate so-called interprovincial trade barriers without engaging in concerted consultation with labour and Indigenous stakeholders. Understandably, skeptics have raised the spectre of a race to the bottom where regulatory differences are flattened in favour of the weakest regulations, with disturbing implications for employment standards and health and safety laws. In the case of Ontario, the Doug Ford government’s Bill 5, which was passed without consultation, goes so far as to allow the government to designate any part of Ontario a “special economic zone” where companies or projects would be exempted from any provincial laws, regulations or municipal bylaws – all in the name of speeding up development.

In this context, transition-related issues have unsurprisingly taken a back seat even as climate disasters appear to worsen with each coming season. Unifor’s repeated demands for a coherent, overarching industrial strategy rings truer than ever: in concert with labour and industry stakeholders, governments at all levels must work together to forge a clear vision of what the Canadian economy could achieve – i.e., an economy that is able to produce resources and components at every step of critical supply chains while sustaining good union jobs. 
 

Conclusion and key questions for consideration

As ecological disruptions and climate-related risks increasingly affect workplaces and industrial sectors, unions must prepare to engage proactively with the transition. This means not only protecting members’ jobs and rights, but also equipping them with the tools, knowledge, and structures needed to navigate a changing landscape. Below are several examples of concrete actions and guiding questions for Unifor local union leadership, industry councils, and staff to consider as part of this effort:

• Language in collective agreements
  What bargaining language could better address transition-related challenges? This may include provisions on climate risk assessments, participation in transition planning, or just transition guarantees in the event of technological or regulatory change.
• Reporting tools for union reps
  Could standardized reporting templates or checklists help track climate-related provisions in contracts or joint committees? Such tools could support broader internal coordination and help identify emerging trends or gaps across sectors.
• Environment and Climate Committees
  Should dedicated Environment or Climate/Transition Action committees be set up across the union and in what regions, sectors or workplaces would it be most impactful to establish? How could these integrate with existing health and safety or bargaining structures?
• Risk assessment tools
  What tools or external expertise are needed to evaluate workplace vulnerabilities to environmental disruptions (e.g., supply chain risks, extreme weather, regulatory shifts)?
• Outreach and training    
  What formats (PEL, workshops, online modules, peer networks) would best raise member awareness about the risks and opportunities of climate transition? How can training be tailored by sector or region?
• Industrial policy and advocacy
  What industrial strategies or public policies should Unifor prioritize to support members in carbon-intensive sectors or industrial activities that rely/disrupt ecosystems? This could include funding for strategic diversification, green retooling, job guarantees, or transition income supports.
   

Sample contract language

Appendix A: Sample Just Transition Language, Unifor Local 2301 (Rio Tinto BC Works, Kitimat, B.C.)

Unifor Local 2301 - Just Transition LOU
24-LU-#4
Just Transition – Carbon Free anode Technology

The Company and the Union agree that due to the impacts of global warming on our planet, the reduction of the carbon footprint in all forms of manufacturing is of great importance.

Furthermore, both the Company and the Union recognize we have a role in addressing carbon emissions from the aluminum smelting operations.
We also recognize that with a move to alternate processes comes the potential risk of downstream effects on employment and in particular, employment security.

Just Transition is an acknowledgement that things must change for the sake of the planet and to ensure that we are able to continue to operate in line with changing industry, customer and government standards.

Therefore, the parties agree as follows:

1. The Company agrees to engage in ongoing, transparent discussion with the Union regarding the introduction of the carbon free anode technology that may affect employee’s working conditions and employment security prior to implementing such changes.
   
   Furthermore, in accordance with the Relationship Improvement Agreement (July 2019), the Company agrees that once the carbon free anode technology (research and development) is established in Quebec that the Unifor Local 2301 Executive will be brought to view the technology in person. All costs associated with this site visit will be paid by the Company.
2. The Company agrees any impact to the number of roles directly or indirectly, by the introduction of the carbon free anode technology at BC Works will be discussed with the union and managed in accordance with the processes outlined in Article 24.
   
   Notwithstanding the forgoing, the Company agrees that it will not layoff any permanent full-time employees as a direct or indirect result of the introduction of the carbon free anode technology at BC Works.
   
   Furthermore, the company agrees to discuss with the union various additional options for displaced employees such as:
   1. Consideration of attrition in the planning of employee movements during the deployment of the technological change.
   2. Movement to other positions within BC Works.
   3. Retraining/education and placement into other positions within BC Works.
   4. Retirement incentives package which would be negotiated with the Union and aligned with what has been applied elsewhere in RTA Canada in similar circumstances.
   5. Giving due consideration to utilizing workers potentially displaced via this technological change in new lateral role opportunities that may arise as part of the implementation of the carbon free anode technology.
3. As done in the past and if viable for the future of our business and aligned with the vision of our organization, share and discuss business opportunities for the replacement of existing operations. These new operations could be considered for movement of employees displaced from their current role.
4. The company and the union agree to work together to source any additional governmental supports, both provincially and federally that may be available for employees impacted through changes designed to reduce Carbon footprint.

Appendix B: Disaster Relief Sample Template Language

Article XX: Disaster Relief and Emergency Response

Section 1: Purpose and Scope

This Article outlines the rights and responsibilities of employees and the Employer regarding disaster relief and emergency response activities necessitated by natural disasters, severe weather events, or other emergencies impacting the Employer's operations. This Article is intended to protect the safety and well-being of employees while ensuring the Employer can respond effectively to emergencies.

Section 2: Voluntary Participation

1. No employee shall be required, as a condition of employment, to participate in disaster relief or emergency response activities. Participation in such activities is strictly voluntary.
2. The Employer shall maintain a list of employees who have volunteered to participate in disaster relief and emergency response activities. This list shall be updated at least annually, and employees may add or remove their names from the list at any time.
3. Employees who volunteer for disaster relief and emergency response shall receive specialized training appropriate to the tasks they may be assigned. This training shall be provided at the Employer's expense and during paid work time.

Section 3: Health and Safety

1. The Employer shall prioritize the health and safety of all employees involved in disaster relief and emergency response activities.
2. Prior to engaging in any disaster relief or emergency response activity, the Employer shall conduct a thorough risk assessment and provide employees with appropriate personal protective equipment (PPE), including but not limited to:

• Hard hats
• Safety glasses or goggles
• Gloves (appropriate for the task)
• High-visibility clothing
• Respiratory protection (if necessary)
• Appropriate footwear

3. The Employer shall ensure that employees have access to potable water, adequate sanitation facilities, and appropriate shelter during disaster relief and emergency response activities.
4. Employees have the right to refuse to perform any task they believe is unsafe or poses an imminent danger to their health or safety. No disciplinary action shall be taken against an employee for exercising this right.
5. The Employer shall provide regular breaks and ensure that employees do not work excessive hours during disaster relief and emergency response activities.

Section 4: Compensation and Benefits

1. Employees who volunteer for and participate in disaster relief and emergency response activities shall be compensated at a rate of [Double time/Time and a half] for all hours worked.
2. In addition to their regular hourly rate, employees shall receive a hazard pay premium of $[X.XX] per hour for all hours worked during disaster relief and emergency response activities.
3. Employees who are injured while participating in disaster relief and emergency response activities shall be eligible for workers' compensation benefits as provided by law and the collective bargaining agreement.
4. The Employer shall provide meals and lodging for employees who are required to work away from their normal work location during disaster relief and emergency response activities.

Section 5: Job Security

1. Employees who volunteer for disaster relief and emergency response activities shall not be subject to layoff or displacement as a result of their participation.
2. Upon completion of their disaster relief and emergency response assignment, employees shall be returned to their former position with no loss of pay, benefits, or seniority.

Section 6: Union Representation

1. The Union shall have the right to monitor the Employer's compliance with this Article.
2. The Employer shall meet with the Union on a regular basis to discuss disaster preparedness and emergency response plans.
3. The Union shall have the right to represent employees in any dispute arising under this Article.

Section 7: Training

1. The employer will provide comprehensive training to all volunteer employees on disaster relief and emergency response. The training will cover:

• Specific hazards associated with disaster relief work in the industry
• Proper use of PPE
• First aid and CPR
• Search and rescue techniques
• Communication protocols
• Stress management and mental health resources

2. Training will be conducted by qualified professionals and will be updated regularly to reflect best practices and new technologies.

Section 8: Employee Assistance Program (EAP)

The Employer shall provide access to a confidential Employee Assistance Program (EAP) for employees who participate in disaster relief and emergency response activities. The EAP shall provide counseling and support services to help employees cope with the stress and trauma associated with these activities.

Section 9: Duration and Review

This article shall be reviewed and updated as needed, but no less frequently than every [two/three] years, to ensure its effectiveness and relevance.