Long-term care (LTC) staff at multiple Extendicare facilities in Ontario are strategizing new tactics after negotiations stalled over higher wages, benefits, and workplace safety. The Canadian Union of Public Employees (CUPE) said its central bargaining table will keep pushing the LTC provider for a new collective agreement on behalf of more than 1,110 workers across eight CUPE locals.
Extendicare, Canada’s largest private-sector LTC operator with 99 homes nationwide, left several key issues unresolved, which are also impacting resident care.
“Short staffing means our workload increases and our time with the residents decreases,” says Sheena Bracken, president of CUPE local 1182 at the Sudbury York Extendicare facility. “It’s like a conveyor belt of care. Residents get less time with their support staff, which is a major impact to their well-being.”
The central tables committee held votes for job action and received support from 99 per cent of its members. Although the workers won’t be able to strike, they aim to find other ways to pressure the employer back to the table to talk about obstacles such as scheduling, vacation, and pay issues related to the employer’s new human resources software.
Last year, front-line care staff at Laurier Manor in Ottawa flagged serious problems with the payroll system. “We have money taken away, hours paid are not right, and from one week to the next we are guessing if there will be enough pay on our pay cheques to buy groceries and pay rent,” Ian Rayment, president of CUPE Local 2770, said in a December 2025 press release. “While this may sound insignificant for modest wage earners like us, this is a big deal. Many new staff, leave – some before they even pass probation because they need stability in their weekly pay.”
Annual wage increases are also lacking. Many LTC employees already earn lower wages compared to health care workers in other sectors.
“Our central table sets the pace in terms of wages for long-term care facilities in Ontario, but our members are still needing to work second jobs or pick up extra shifts or overtime to make ends meet,” says Bracken. “I myself have to pick up one overtime per shift to stay ahead.”
Extendicare reported $96.6 million in profits in 2025, which CUPE says could address many ongoing challenges. Instead, the union believes the employer is steering negotiations toward arbitration to force concessions from workers.
Bracken, along with her fellow members, are plotting various measures to spur action, without risking the well-being of residents.
“We all went into careers in long-term care because we care for people, and that is the first thing in our minds,” she says. “We are starting our job action small but will be prepared to escalate tactics if needed. Our members are showing their solidarity by wearing coordinated colours on certain days each week. As the campaign evolves, we will consider other actions to increase visibility and pressure.”
