Half of young Canadians say AI impacting long-term career plans: Survey

Artificial intelligence (AI) is reshaping how Canadians think about their careers, a shift HR professionals will need to factor into workforce planning, talent development and retention strategies, according to new research from Borderless AI.

The 2026 Canadian Employment Pulse Check, conducted by Borderless AI, a Canadian employer of record and global payroll platform, found that 46% of employed Canadians say AI has had an impact on their long‑term career. Those with a university education feel this most strongly, at 59%, compared with 32% of workers whose highest qualification is a high school diploma.

The impact is mixed. 26% of employed Canadians report feeling more secure and are actively building new skills to work with and utilise AI, while 19% feel less secure in their role or career path as AI automates some workflows and capabilities, the Borderless AI study found. For HR, that split signals a workforce that is both leaning into AI and anxious about its consequences.

“Over the past year, we’ve seen shifts from AI fear from both employees and employers looking to make the most of this new tool,” says Willson Cross, CEO and co‑founder of Borderless AI. “As companies have pushed towards broader AI adoption, employees are no longer fearful that AI can replace them, and are finding ways to market themselves as experts to unlock the potential of AI tools.”

Workforce trust – not access to AI tools – will determine whether the technology delivers the productivity and retention outcomes they need, based on the findings of a recent study from The Adecco Group. 

Younger and university-educated workers feeling sharper effects

Borderless AI’s findings suggest university‑educated employees are both more engaged with AI and more unsettled by it. Canadians with a university education or higher feel the least secure in their roles due to AI, at 24%, compared with 13% of high school graduates. At the same time, 26% of degree‑holders are actively building new skills because of AI, highlighting a critical reskilling opportunity for HR.

The study also shows AI’s impact is most pronounced among younger workers. AI has the largest effect on Canadians aged 18 to 24, while older generations report less impact. Borderless AI reports that 57% of young Canadians in this age group see AI affecting their long‑term career opportunities, indicating AI is now a key factor in early career decision‑making.

Among young Canadians who say they are impacted by AI, 49% feel less secure, are rethinking their career path or are considering changing industries or roles due to AI. With youth unemployment at 13.8% as of March for those aged 15 to 24, according to Statistics Canada, HR teams face a cohort that is both economically pressured and uncertain about the future shape of work.

Pay, flexibility and global employers drive job choices

Despite the attention on AI, Canadians’ leading workplace concern is financial. The Borderless AI survey found 41% of employed Canadians are most concerned about wage stagnation, followed by 30% worried about difficulty finding new work and 26% anxious about fewer opportunities for career advancement. Only 19% are primarily worried that AI and automation may replace their roles entirely.

When choosing an employer, salary and compensation are the top consideration for 74% of Canadians, followed by work‑life balance (59%), job security (38%) and flexible workplace options (33%), according to Borderless AI. For young Canadians entering the workforce, salary is even more dominant, with 78% naming it as their key factor. These figures point directly to where HR compensation and benefits strategies will be most scrutinised.

The research also highlights gender differences HR will need to consider in policy design. While both men and women prioritise salary and compensation, 40% of women say workplace flexibility is a factor in choosing an employer, compared with 26% of men, underscoring flexibility as a lever for attracting and retaining female talent.

Borderless AI’s survey further shows that Canadians are open to working for international employers if the offer is strong enough. 78% would consider an international company if it offered a higher salary, with 53% citing remote work flexibility, 36% better job security and 30% more career options as additional motivators.

“Canadian pride is alive in Canada’s job market, but as the job market tightens, what employers can offer employees becomes the deciding factor,” said Cross. “Benefits, contribution matching, lieu time, and more are increasingly sweetening the deal for Canadians looking for the best opportunity for them. Canadians want jobs that also bring value to them, which is something companies need to be aware of when hiring.”

Three in 10 (30%) HR leaders in the U.S. say their talent acquisition strategy is shifting towards hiring fewer entry‑level workers in favour of mid‑level employees using AI to complete what were previously junior tasks, according to a previous report.

How should HR incorporate AI skills into career planning?

Long-term career planning for the AI era is increasingly being treated less as a periodic HR exercise and more as a continuous strategic capability. The research consensus from major Canadian and international think tanks points to several concrete shifts employers should make: