Safeguarding the skilled trades: burnout, job satisfaction, and the risk of turnover in Ontario electricians

Intent to leave (ITL) among skilled trades workers is a growing concern, as it threatens the productivity and sustainability of an industry already grappling with severe workforce shortages^1,2,3. ITL refers to the expressed likelihood to exit a job, organization or profession voluntarily and is often used as a proxy for turnover⁴. Burnout, job satisfaction, and workplace mental health are critical factors related to ITL^2,5, reflecting the psychological strain and dissatisfaction workers may face in demanding trades environments.

These factors carry significant implications at the systemic, organizational, and individual levels. At the structural level, higher ITL in the skilled trades has the potential to deepen the existing labour gap and undermine essential infrastructure and broader economic growth. For example, in Ontario, Canada, it is estimated that approximately 300,000 jobs remain unfilled, with one in five vacancies in the skilled trades⁶. Over 700,000 of Canada’s 4 million trades workers are projected to retire by 2028⁷. This alarming labour gap threatens the long-term viability of the sector, while also placing immense pressure on the existing workforce and presenting serious constraints on the construction of infrastructure across the country (e.g., hospitals, roads, schools). At the organizational level, a prevailing culture of turnover can create and sustain cycles of employee dissatisfaction and propensity to exit. This can have a negative impact on the overall workplace culture and climate. In addition, workplaces may face reduced employee morale, diminished productivity, and higher costs associated with hiring, training, and retaining staff. At the individual level, ITL and turnover are typically preceded by adverse psychological and job-related conditions, such as chronic stress and low job satisfaction^4,8,9 – factors linked to burnout across diverse occupational contexts^8,10,11. Turnover intention has been associated with disengagement, reduced performance and diminished career satisfaction^12,13. This intertwined relationship highlights the complex interplay between psychological well-being and workforce retention in the skilled trades.

Burnout, which is characterized as a state of physical, emotional and mental exhaustion due to persistent stress¹⁴, is increasingly recognized as a key mental health issue impacting worker well-being in the skilled trades¹⁵. Alongside burnout, workers in this sector face higher rates of suicide, anxiety, depression^{16,17,18,19,20,21}, and issues such as excessive alcohol consumption, job insecurity and psychologically challenging working conditions^20,22. These concerns are especially pronounced among apprentices – individuals undergoing formal training in the trades – who encounter unique workplace stressors, such as low wages, limited job control, and bullying²³.

Researchers in other sectors have consistently linked burnout, job stress, emotional exhaustion, and lower job satisfaction to increased ITL^{24,25,26,27,28}. However, little empirical research has examined how these dynamics play out in the skilled trades, and particularly the electrical workforce. Moreover, occupational and sociodemographic variables, such as apprenticeship status, gender, race, union membership, and other markers of underrepresented groups, may uniquely shape workers’ experiences. Although several initiatives led by government bodies, non-profit organizations, private sector stakeholders, and advocacy groups have sought to increase the participation of underrepresented groups in the skilled trades^6,29,30, persistent barriers remain^6,29,30. These include a predominantly masculine workplace culture, employer discrimination, or structural constraints to advancement and sustainability in the field.

Electricians are skilled trades workers who specialize in the design, installation and maintenance of electrical systems in residential, commercial and industrial settings. Although the availability of data specific to electricians in Ontario is sparse, this group represents a critical shortage area, with nearly 1,500 job vacancies reported in the fourth quarter of 2023³¹. Electrical work presents significant challenges to both physical and psychological safety. For example, electrical contact was responsible for 15% of construction fatalities between 1999 and 2007 in Ontario³². In addition to these physical risks, electricians face demanding working conditions that may contribute to psychological strain and mental health challenges. Our previous work has identified that burnout in this sector is linked to dissatisfaction with workload allocation, limited opportunities for internal staff development, and instability in staffing or high turnover levels³³. While these factors illustrate the demanding nature of the trade, the relationship between electricians’ working conditions, burnout, job satisfaction, and ITL remains empirically unexplored, providing a strong rationale for investigation in this population.

The current study aims to fill these critical gaps by investigating burnout, job satisfaction and ITL among electrical workers in Ontario. By examining the relationship between psychological factors, occupational characteristics, and sociodemographic variables, this research aims to identify systemic, organizational, and individual-level barriers to retention in the skilled trades, ultimately informing evidence-based strategies to mitigate ITL and support worker well-being in the skilled trades.

This study aims to investigate key psychological and occupational factors that influence turnover intentions among electricians in Ontario, addressing a critical gap in research on mental health and workforce sustainability within the skilled trades. The study addresses the following research questions:

1. 1.

   What is the prevalence of burnout and intent to leave among electricians in Ontario?

2. 2.

   What sociodemographic or occupational characteristics (e.g., age, race, gender, union status) are associated with intent to leave?

3. 3.

   What is the relationship between job satisfaction, burnout and intent to leave among electricians in Ontario?