Canada's higher education landscape is undergoing a profound shift, with universities and colleges increasingly depending on temporary academic staff to deliver undergraduate courses. These educators, often referred to as sessional instructors or contract faculty, fill a critical role in classrooms across the country. However, this growing reliance has sparked widespread concern among experts, unions, and policymakers about the long-term sustainability of such practices and their effects on teaching quality and institutional stability.

The phenomenon stems from a combination of chronic underfunding, fluctuating student enrollments, and administrative strategies to manage costs. In provinces like Ontario and Quebec, the proportion of courses taught by these non-permanent staff has reached alarming levels, prompting calls for systemic reform to ensure a balanced academic workforce.

📊 The Scale of Temporary Academic Staffing in Canadian Institutions

Temporary academic staff, including sessional instructors, limited-term appointees, and part-time lecturers, now constitute a significant portion of the teaching force in Canadian postsecondary education. While precise national figures remain elusive due to inconsistent reporting, regional data paints a stark picture. In Ontario, estimates suggest that more than half of all undergraduate courses are delivered by contract faculty, a trend exacerbated by per-student funding that lags behind the national average at around C$10,400 compared to C$17,400 elsewhere.

Quebec institutions reportedly face even higher rates, where short-term contracts dominate introductory and lower-level courses. Nationally, historical data from the late 2010s indicated that over 54 percent of faculty appointments were precarious, with more than half of undergraduates being taught by non-tenure-track staff. Recent Statistics Canada figures for the 2024/2025 academic year show approximately 49,000 full-time teaching staff—a stable number—but fail to capture the vast pool of sessionals who teach substantial course loads without permanent status.

This reliance has grown steadily over decades. From 2006 to 2018, contract positions in Ontario outpaced tenure-stream hires, shifting the balance dramatically. Social sciences and humanities departments bear the brunt, with part-time contracts comprising the majority of teaching hours in these fields.

• Ontario: >50% undergraduate courses by contract faculty
• Quebec: Higher proportions reported
• National trend: >50% precarious appointments pre-2020

Defining Temporary Academic Staff: Roles and Demographics

Sessional instructors, also known as contract academic staff (CAS), are highly qualified educators—often holding master's or doctoral degrees—who are hired on short-term contracts to teach specific courses. Unlike tenure-track professors, who engage in teaching, research, and service with job security, sessionals are typically compensated per course, receiving payments around C$8,000 to C$9,000 for a single four-month term. Contracts must be reapplied for frequently, sometimes every semester, offering no guarantee of renewal.

Demographically, this workforce is diverse yet disproportionately affected by precarity. Women make up over half, with racialized individuals overrepresented compared to full-time faculty. Many are parents, balancing teaching with other jobs; surveys show 48 percent hold additional employment, including non-academic roles or self-employment, to make ends meet. Ages span from early career PhD graduates to experienced educators over 55, with 59 percent boasting more than five years of sessional teaching.

These professionals teach primarily first- and second-year undergraduate courses (77 percent of cases), handling class sizes without teaching assistants (76 percent) and often repeating courses they've delivered before (75 percent). Despite their expertise, they lack institutional resources like dedicated offices (only 23 percent have one) or research funding.

Economic Drivers: Underfunding and Cost-Cutting Measures

The root cause lies in provincial underfunding of higher education. Ontario's operating grants per student have stagnated, forcing universities to treat teaching as a variable expense. Administrators hesitate to hire permanent staff amid enrollment volatility—particularly post-international student caps—opting instead for flexible, low-cost contracts. This mirrors a broader neoliberal shift where universities prioritize financial resilience over academic stability.

Budgetary pressures compound with rising operational costs and infrastructure demands. As full-time positions retire without replacement, sessionals fill the gap, creating a two-tier system. For more on funding challenges, see the recent analysis highlighting disposable labor practices.

Precarious Realities: Pay, Workloads, and Insecurity

A typical sessional instructor teaches multiple courses across institutions, piecing together a full-time load from fragmented contracts. Average weekly hours per course exceed 15 for many, including evenings and weekends, with unpaid duties like committee work (75 percent participate, 60 percent unpaid) and administrative tasks. Total annual income hovers below C$50,000 for nearly half, insufficient for bills without supplemental work.

Job insecurity looms large: 35 percent receive less than six weeks' notice for courses, and 69 percent cite contingency as a major stressor. No benefits, pensions, or health coverage for most, leading to deferred life plans like homeownership or family expansion. Mental health suffers, with 42 percent reporting negative impacts from exclusion and overwork.

Effects on Educators: Stress, Burnout, and Limited Opportunities

Precarity erodes professional fulfillment. Sessionals juggle preparation, grading, and student support with minimal resources, often feeling 'stretched too thin.' Research ambitions stall without funding—only 2 percent hold major grants—trapping many in a teaching-only cycle despite scholarly output (67 percent publish peer-reviewed articles unpaid).

Academic freedom is vulnerable; fear of non-renewal prompts self-censorship on sensitive topics. This caste-like divide fosters isolation, with 53 percent feeling unrecognized. Long-term, it demoralizes a talent pool essential to higher education. Detailed experiences are captured in CAUT's national survey of contract staff.

Impacts on Students and Educational Quality

Students bear indirect costs. Late hires disrupt course continuity, while overburdened instructors offer limited office hours or advising. Program coherence suffers without permanent faculty input on curriculum. In high-reliance departments, standards vary, complicating academic integrity and mentorship—crucial for first-year transitions.

Though sessionals are passionate teachers (67 percent report student respect), systemic gaps hinder holistic support. Uniform quality across programs falters, potentially affecting graduation rates and employability in a competitive job market.

Union Actions and Recent Developments

Organizations like the Canadian Association of University Teachers (CAUT) and provincial bodies such as OCUFA champion fair employment. Campaigns like Fair Employment Week rally for job security and benefits. In 2026, strikes hit Laurentian University over pay, with sessionals securing modest raises (4 percent initially). Yukon University faced strike threats involving all unionized staff, while Nipissing averted disruption via tentative deals.

Social media amplifies voices, with #StopTheGigificationOfTeaching trending among contract faculty advocates.

Expert Perspectives and Unsustainability Warnings

Experts like Rob Kristofferson (OCUFA) decry reapplication every four months as dehumanizing, while Larry Savage (Brock University) warns universities cannot thrive on 'disposable labor.' Glen Jones (University of Toronto) notes challenges in collegial governance, and Rebekah Willson (McGill) highlights preparation deficits. Consensus: This model undermines Canada's world-class higher education reputation. StatsCan data underscores stability in full-time roles but ignores the sessional majority: full-time teaching staff report.

Pathways Forward: Solutions and Reforms

Reversing the trend demands multi-stakeholder action. Provinces must boost per-student funding to enable permanent hires. Institutions could convert long-serving sessionals (e.g., after 5+ years) to tenure-track or teaching-stream roles with benefits. CAUT advocates updating labor laws for equal pay and security.

• Increase public investment in postsecondary operating grants
• Cap sessional course loads at 20-25 percent institution-wide
• Provide pro-rated benefits and research support for CAS
• Prioritize internal conversions over external hires

Pilot programs at select universities show promise, blending stability with flexibility.

Photo by Denise Jans on Unsplash

Future Outlook for Canadian Higher Education

As international enrollment stabilizes and AI reshapes teaching, reliance on precarity risks talent flight. Balanced workforces could enhance innovation and equity, positioning Canada competitively. Policymakers, watch enrollment trends; universities, invest in people. The path to sustainable excellence lies in valuing all who teach.