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Operators with strong tech adoption see burnout drop from 40% to 17%. That's a 57% relative reduction — and the ones who got there share three things in common.

"We went from 2 full-time schedulers being on the phone all day to almost no phone usage. Our team got their time back." (Director of HR, 3-home operator). Their playbook (and 227 others) in our 2026 State of HR report.

For the first time, hiring is no longer the #1 HR priority in Canadian senior living. Staff morale is. 228 leaders just told us how their focus is shifting in 2026 — and what's working

How does your home compare to the 228 senior living leaders surveyed in 2026? See benchmarks for turnover, vacancy, burnout, and tech maturity, segmented by region, size, and ownership type.

47% of Canadian senior living operators say shift-fill automation is their #1 priority. Only 19% have it. The ones who do cut heavy agency use by 84%. Here's the full picture from 228 leaders.

How does your facility compare to the 2026 national benchmarks? We just analyzed data from over 220 Canadian senior living leaders, and the "new normal" for HR looks different than you might think. While the sector is moving away from the "firefighting" of previous years, the pressure hasn't disappeared—it’s just shifted. We’re seeing a massive 15-point gap in burnout risk between large and small organizations, and a growing divide in how rural vs. urban homes are managing vacancies. Our latest report breaks down the 2026 benchmarks for turnover, agency use, and burnout across Canada. If you’re planning your 2026-2027 workforce strategy, these are the numbers you need to see. Download the full State of HR report below. 👇