Your bargaining team met with the employer on August 25, 26, and 27, 2026, to continue negotiations.
We worked with the Treasury Board to make progress on several issues and exchanged a number of proposal packages.
We reached an agreement on a package of proposals that included small changes to various articles, as well as the withdrawal of several outstanding items.
The IT Bargaining Team also addressed our outstanding proposals, including our pay proposal. The Treasury Board was not in a position to address all of its outstanding proposals at this time. We have asked the employer to address these items and submit their pay proposal at our next bargaining session in October.
Read more about the pay proposal and an explanation of its components at the end of this web post.
Telework
Telework remains a top issue for our group. However, a significant gap remains between the two sides. We have made it clear to the employer that we need to see progress on telework to meet our bargaining mandate this round.
Interdepartmental Joint Consultation Committee and IT Training Fund
Both parties recognized the importance of renewing the Interdepartmental Joint Consultation Committee (IJCC) and IT Training Fund MOUs. We will discuss any language adjustments at a future bargaining session.
Reddit Ask Me Anything (about bargaining)
We’re hosting a Reddit session to answer your questions about bargaining on September 16, 2026.
Next bargaining sessions
Our next bargaining sessions are scheduled for:
- October 6 and 7, 2026
- December 1 to 3, 2026
IT Group pay proposal
PIPSC pay analysts worked with the bargaining team to develop a comprehensive pay proposal based on evidence and data from industry-standard pay surveys and government reports.
The proposal is designed to address the issues members have told us are important, including:
- purchasing power
- pay gaps between IT employees in the public service and other IT workers
- IT-01 pay parity
- recruitment and retention
- technical career progression
- developing and retaining specialized IT expertise within the public service
The following are PIPSC proposals. The employer has not agreed to them, and they should not be interpreted as the final terms of an eventual settlement.
IT-01 alignment with CRA CS-01
We proposed, effective December 22, 2025, aligning the IT-01 salary scale at steps 1 to 7 with the CRA CS-01 salary scale.
This addresses a remaining pay-parity anomaly from the last round of bargaining. Even after the additional 1.5% pay-parity adjustment, IT-01 steps 1 to 7 remained misaligned with CRA CS-01. The proposed adjustment would result in increases to those IT-01 steps averaging 2.84%. Step 8 is currently at parity and would not be affected.
A technical career path to IT-05
We proposed creating a new IT-05 Individual Contributor position for technical specialists.
The goal is to create a career path that allows highly skilled IT professionals to progress to the highest level of the pay table without leaving technical work for management.
The proposal would formalize the IT-05 Individual Contributor pilot project and help the employer develop and retain specialized expertise internally, including in areas where IT work has been contracted out.
Specialized allowances and incentives
PIPSC also reserves the right to propose allowances, monetary incentives or specialization pay for IT employees working in:
- Software Solutions
- Cybersecurity
- Cloud Solutions
- Artificial Intelligence
These measures are intended to address areas where recruitment and retention are particularly challenging for public-sector IT.
General Economic Increases
We proposed the following general economic increases:
- December 22, 2025 – 6.1% (2.1% Consumer Price Index (CPI) + 4% inflation correction)
- December 22, 2026 – 4.6% (2.6% Consumer Price Index (CPI) + 2% uncertainty wage settlement)
- December 22, 2027 – 4.1% (2.1% Consumer Price Index (CPI) + 2% uncertainty wage settlement)
These proposed increases are intended to help restore purchasing power lost to inflation during the period covered by the expired collective agreement, while also accounting for projected inflation and uncertainty around future prices and wage-settlement trends.
Classification-specific market adjustments
We also proposed market adjustments for all steps and levels, effective December 22, 2025.
The proposed adjustments reflect compensation gaps identified through industry-standard salary surveys comparing public and private-sector IT compensation. The different percentages recognize that those gaps are not the same at every classification level.
