Read PIPSC President Sean O’Reilly’s update on RTO4
As the July 6 implementation of the 4-day Return-To-Office (RTO) mandate approaches, I know many of you are frustrated, disappointed, and angry about where things stand.
I am too.
This is not the outcome many of us were hoping for, and I understand why there are questions about whether enough was done to prevent it. I want to be transparent about what we have done and where we have not been able to move the employer.
From the beginning, we opposed a one-size-fits-all return-to-office mandate and advocated for a presence-with-purpose approach based on operational need. That principle has guided our work across every available channel.
We have challenged the mandate directly and formally.
Through legal channels, we have filed policy grievances on RTO3 and RTO4, launched an unfair labour practice complaint, and escalated matters to the Federal Public Sector Labour Relations and Employment Board. These active, formal efforts are aimed at holding the employer accountable and achieving a better path forward for members.
We have worked to apply public and political pressure.
We have advocated directly to ministers, Members of Parliament, and senior government officials to adopt a more evidence-based approach, while keeping the issue in the national spotlight through hundreds of media interviews, statements, opinion pieces, and news stories. Combined with member mobilization and coordinated action with other unions, these efforts have built sustained pressure on the employer.
We have built the evidence base.
PIPSC’s research, consultation, and policy teams are tracking RTO implementation across departments and documenting its real-world impacts. That evidence strengthens our advocacy, supports our legal and bargaining efforts, and helps us continue pressing the employer at the highest levels while demonstrating why presence with purpose is the better approach for workers, public services, and Canadians.
We have supported members on the ground.
Our Employment Relations Officers continue to work directly with members on telework agreements, accommodation requests, health and safety concerns, and workplace barriers created by RTO. If you are facing RTO-related barriers, please contact your steward so we can help.
Despite these efforts, we have been unable to stop RTO – but it doesn’t mean the fight is over.
PIPSC will continue challenging this policy through legal, bargaining, public, and political channels.
As we move forward, the best opportunity to secure meaningful progress on RTO will be at the bargaining table. Success will depend on all of us. We encourage every member to participate in the bargaining process and support your bargaining team in the weeks and months ahead.
Every survey completed, every meeting attended, and every call to action answered strengthens our collective voice – and our ability to negotiate stronger protections for all our members.
Thank you for continuing to stand together.
