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Top employers for Canadians over 40 for 2013

Bart McDonald, left, and Raymond Mercredi work at Cigar Lake in northern Saskatchewan for Cameco Corp., a uranium mining company. As one of Cameco’s site elders, Mr. McDonald offers guidance to aboriginal employees on workplace issues.

Cameco Corp.

Mediacorp awards acknowledge companies that offer innovative programs to assist older workers as they transition to life after work.

Agriculture Financial Services Corp. (AFSC), Lacombe, Alta. Credit intermediation; 550 employees. Actively seeks experienced adjusters for their knowledge, with the average age for adjusters being 55 years. Helps employees prepare for life after work with retirement planning courses tailored to employees under and over 45, phased-in retirement work options and contributions to a defined benefit pension plan.

Bank of Montreal (BMO), Toronto. Banking; 28,686 employees. Offers an enlightened sick-day policy through which employees can apply for personal days off, called People Care Days, that may be used for everything from moving to extended family responsibilities. Helps older workers with retirement planning assistance, phased-in retirement work options and health coverage that extends into retirement (with no age limit.)

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Bombardier Inc., Montreal. Aircraft manufacturing; 24,147 employees. Offers retirement planning assistance services as well as phased-in retirement work options.

Business Development Bank of Canada, Montreal. Banking; 1,958 employees. In addition to three weeks of vacation to start, employees can purchase additional vacation days (up to five days) through the flexible health plan. Gives phased-in work options to older employees and contributes to a defined benefit pension plan.

Cameco Corp., Saskatoon. Uranium mining; 3,033 employees. Retiring employees enjoy a health benefits plan that extends into retirement with no age limit. Helps employees plan for retirement.

Canadian Security Intelligence Service, Ottawa. National security; 3,311 employees. Established the "intergenerational working group" on attraction and retention of employees to better understand expectations and needs across all generations in the workplace. Holds retirement planning workshops.

Canadian Imperial Bank of Commerce (CIBC), Toronto. Banking; 33,965 employees. Helps ease the transition into retirement with phased-in work options. Supports a retiree advisory committee that represents the views and concerns of retired employees.

Dalhousie University, Halifax. Colleges and universities; 3,328 employees. Retired employees can stay active through the Association of Dalhousie Retirees and Pensioners, which organizes social events and represents retiree interests on the university's pension and benefits committees.

EllisDon Corp., Mississauga, Ont. Building construction; 1,164 employees. Profit-sharing and share purchase plans are available to all employees. Offers retirement planning assistance, phased-in retirement work options and contributions to a defined benefit pension plan.

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Enbridge Inc., Calgary. Natural gas distribution; 4,681 employees. Considers previous work experience when establishing vacation entitlements for experienced applicants. Helps older employees prepare for life after work, contributes to defined contribution or defined benefit pension plans (depending on the employee group) and offers a health benefits plan that extends into retirement (with no age limit.)

HP Advanced Solutions Inc., Victoria. Computer system design; 403 employees. Offers phased-in retirement work options, assistance with succession planning and a defined benefit pension plan.

Manitoba Hydro, Winnipeg. Hydroelectric power generation; 5,980 employees. Subsidizes a retiree social club called Hydro-X that operates across the province; helps prepare older workers for life after work with retirement planning workshops.

SaskTel, Regina. Telecommunications; 3,131 employees. Offers an academic scholarship program available to employees' older children pursuing postsecondary education; helps employees prepare for life after work and is in the process of introducing a phased-in retirement work program for employees nearing retirement.

Union Gas Ltd., Chatham-Kent, Ont. Natural gas distribution; 2,192 employees. Financial rewards include signing bonuses for some, generous year-end bonuses and a share purchase plan available to all employees; helps older workers prepare for life after work with retirement planning assistance.

University of Toronto, Toronto. Colleges and universities; 8,485 employees. Maintains a family care office that provides resources and hosts workshops and discussion groups on a range of family issues; offers a variety of alternative work options including flexible hours, telecommuting and reduced summer hours and phased-in retirement work options.

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