OTTAWA, March 31, 2025 – The Chalk River Professional Employees Group (CRPEG), represented by the Professional Institute of the Public Service of Canada (PIPSC) will be in a legal strike position at 12:01 AM on May 14, 2025. 

“We have been without a collective agreement since January 2024 and our nuclear scientists and engineers are running out of patience," said CRPEG President Jonathan Fitzpatrick. “They have given us the strongest mandate for job action – including a strike – in the history of the Group. Our members deserve fair pay and we are prepared to walk off the job site if that’s what it takes.”

The option of job action remains on the table as the professionals working at the Chalk River campus are considering their options while they prepare for conciliation with Canadian Nuclear Laboratories (CNL) to resolve a year-long impasse over fair pay, job outsourcing, and working conditions.

"Today, more than ever, we stand united in our commitment to securing fair pay, enhancing working conditions, and protecting our professional work from outsourcing. Fair wages are the foundation for attracting and retaining the highly skilled professionals essential for the Company to consistently deliver top-tier services," stated Mr. Fitzpatrick.

The bargaining team is entering conciliation from April 1 to 3, 2025, with the intent of reaching a negotiated agreement –without a work stoppage– that recognizes the professional work of CRPEG’s nuclear scientists and engineers. 

“We kept CNL strong during ongoing energy and trade challenges. In return, when the increase in the cost of living is high, what the company is offering is effectively a rollback in wages,” CRPEG President Jonathan Fitzpatrick concluded.

The bargaining team is disappointed with the company’s last offer; an offer which prompted the Union to declare impasse on February 6, 2025 and request support from the Federal Mediation and Conciliation Service.

PIPSC president, Sean O’Reilly, stated that the union's 75,000 professionals across Canada’s public sector, fully support the 800 scientists and engineers at Canadian Nuclear Laboratories’ Chalk River campus.

CRPEG members ensure the safe operation of nuclear reactors, and support safe radioactive waste management and environmental remediation projects across Canada. CRPEG members contribute to the health of Canadians through research on nuclear medicine.

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Media contact: Johanne Fillion, 613-883-4900 (mobile), jfillion@pipsc.ca

OTTAWA, ON, Feb. 27, 2025 — For nine years, the Phoenix Pay System has stood as a stark warning about the true costs of outsourcing critical government services. What began as a $5.8 million contract with IBM has now ballooned to over $650 million through more than 50 contract amendments - all while failing to deliver its basic function of paying public servants correctly and on time.

As a result, workers are going into debt as a result of ongoing financial insecurity and years of incorrect and unpredictable pay. Their futures are being impacted as their credit scores plummet – some have even lost their homes. Pay errors are also repeatedly reported on T4 and other financial reports, causing difficulties with the CRA and provincial tax agencies, tangling the web even further.

"The government's obsession with outsourcing has created a costly spiral of failure," said the Professional Institute of the Public Service of Canada (PIPSC) President, Sean O’Reilly. "After spending hundreds of millions on IBM for Phoenix, we're now watching history repeat itself by once again choosing costly outsourcing for the new pay system, instead of leveraging in-house expertise.”

“Meanwhile, nearly 300,000 pay transactions remain unprocessed, and that number is only rising.” he continued. “With two-thirds of these cases being over a year old. This is not value for money - this is throwing good money after bad."

The mounting costs extend far beyond direct contracts. The 2024 budget includes another $135 million investment for HR improvements and the next generation pay system. This is on top of the $517 million allocated in 2023 and $521 million in 2024 just to maintain staffing at the Pay Centre to handle the ongoing backlog. The government has also spent millions more on consultants, including $27.7 million to McKinsey to "help improve" a system that fundamentally doesn't work.

"Public servants deliver essential services that Canadians rely on every day, yet for nine years, they've been fighting just to receive their basic pay," noted the Canadian Association of Professional Employees (CAPE) President, Nathan Prier. "From day one, we warned about the risks of outsourcing such a critical system. A rush to find the cheapest option has now cost Canadians more than $3.5 billion and counting. We urged consultation and stressed the importance of maintaining internal expertise. Instead, the government eliminated 1,200 experienced pay advisor positions and replaced them with 550 positions at a centralized location.”

“The results speak for themselves,” he continued. “Thirty percent of public servants continue to experience errors in their basic pay, and thousands wait years for proper processing of promotions, transfers, and retirement benefits. We are long overdue for a renewed damages agreement to compensate our members, which the Treasury Board has been promising but intentionally stalling."

The Phoenix Pay System demonstrates what happens when governments prioritize outsourcing over investing in their own workforce. Public servants have the expertise, dedication, and understanding of complex government operations that external contractors simply cannot match. After nine years and billions of wasted taxpayer dollars, it's time for the government to recognize that strong public services require investment in public servants, not an endless cycle of expensive external contracts that fail to deliver.

About CAPE

With more than 25,000 members, the Canadian Association of Professional Employees (CAPE) is one of the largest federal public sector unions in Canada, dedicated to advocating on behalf of federal employees in the Economics and Social Science Services (EC) and Translation (TR) groups, as well as employees of the Library of Parliament (LoP), the Office of the Parliamentary Budget Officer (OPBO) and civilian members of the RCMP (ESS and TRL).

About PIPSC

The Professional Institute of the Public Service of Canada (PIPSC) was founded in 1920.  With over 75,000 members, the Institute is the largest union in Canada representing scientists and professionals employed at the federal and some provincial and territorial levels of government.

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Media contacts:

Canadian Association of Professional Employees (CAPE), Media@acep-cape.ca

Professional Institute of the Public Service of Canada (PIPSC), jfillion@pipsc.ca

Ottawa, February 11, 2025 – On International Day of Women and Girls in Science, the Professional Institute of the Public Service of Canada (PIPSC) is highlighting persistent barriers faced by women scientists in federal research positions, particularly in fieldwork settings. The union–which represents over 20,000 scientists and researchers in the federal public service––has released a new report titled Gender Equity in Fieldwork: A Guide for Employees and Managers. 

The report's findings show that most science-based departments and agencies (SBDAs) lack clear policies or guidelines to ensure the health and safety of women and gender minorities in field research settings. This leaves researchers to navigate challenges alone, often relying on informal networks rather than institutional support.

"Every day, thousands of brilliant women scientists across Canada's public service are advancing critical research that shapes our nation's future," said PIPSC President Sean O'Reilly. "Yet they continue to face systemic barriers that limit their full participation in scientific fieldwork."

"This research confirms what we’ve been hearing from our members about deeply troubling safety concerns in field settings," Sadichchha Pokharel, PIPSC Research Officer noted. "These are not mere inconveniences—they are systemic barriers that can derail careers and diminish valuable scientific contributions."

The release of this report comes at a critical time, as women continue to be underrepresented in STEM fields. Currently, women make up less than 30% of workers in Canadian STEM (Science, Technology, Engineering and Mathematics) occupations.

PIPSC is calling for immediate action to address these challenges. The organization advocates for the development of comprehensive fieldwork safety policies and the implementation of proper infrastructure and facilities at research sites. Additionally, PIPSC emphasizes the need for enhanced support systems for women and gender minorities in field research positions, along with regular monitoring and evaluation of gender equity measures.

"This isn't just about equality – it's about enriching the Canadian scientific community with diverse perspectives and talents,” said O’Reilly. “When we exclude women from fieldwork, we diminish the quality of global science."

PIPSC represents over 75,000 public-sector professionals across the country, most of them employed by the federal government. Follow us on Facebook, on X (formerly known as Twitter) and on Instagram.

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For more information: Johanne Fillion, 613-883-4900 (mobile), jfillion@pipsc.ca

OTTAWA, January 27, 2025 – Federal unions representing more than 330,000 workers have launched a national campaign promoting remote work as the future of work for millions of workers in Canada.

The campaign from the Public Service Alliance of Canada (PSAC), the Canadian Association of Professional Employees (CAPE) and the Professional Institute of the Public Service of Canada (PIPSC) highlights the benefits of remote work for people in Canada – more productivity, less congestion on our roads, reduced pollution and better work-life balance for families.

The initiative highlights the overwhelming evidence that a one-size-fits-all approach to remote work is ineffective for Canada’s diverse public service and its future, and families who rely on public services pay the price. The campaign will be featured on the radio, in print, on social media and out-of-home ads across the country.

According to surveys and research by PSAC, 90% of respondents want to either work remotely as much as possible or have a flexible option. This data also shows remote work options and flexible arrangements are key to promoting a healthy work environment and for recruiting and retaining the best talent.

“The evidence is clear: remote work is good work. Flexible work arrangements allow us to build the modern, productive public service of tomorrow which will benefit everyone in Canada. It saves taxpayers money, is better for the environment, and sets the bar for all workers across the country.”

Sharon DeSousa, National President of the Public Service Alliance of Canada

“At a time when employees are being asked to do far more with far less, promoting greater flexibility, especially through expanded telework, remains relevant and is critical for retaining top talent. With departments facing cuts and pressures increasing dramatically, the federal government must lead by example and provide the best possible working conditions, while saving taxpayers billions of dollars. It has already been conclusively proven that telework improves productivity and employee well-being where it makes sense – it’s time for Canada to catch up.”

Nathan Prier, President of the Canadian Association of Professional Employees

“The future of work isn’t about counting days in an office, it’s about supporting professionals to deliver the best results for Canadians. By expanding remote and telework options in the federal public service, we can save taxpayer money, boost productivity, and improve workers’ lives – driving outcomes that benefit everyone. The key is 'presence with purpose'.”

Sean O’Reilly, President of the Professional Institute of the Public Service of Canada

Federal unions are urging the government to adopt flexible work arrangements, allowing workers to be more productive, have better work-life balance and make life more affordable. This should not be a political decision. Regardless of the political party in power, remote work is a viable option for the federal public service that could save taxpayers money and help make the public service even more productive.  The future of work is remote.

We are also calling on the public to join the movement and support remote work — not just for the federal public service, but as a new norm for workplaces across the country. The government could lead the way in creating modern and more productive workplaces. We invite all those who wish to participate to amplify this critical conversation on social media using the hashtag #RemoteWorks. Together, we will advocate for remote work and a thriving public service.

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For media inquiries:

PSAC: Media@psac-afpc.com 

CAPE: Media@acep-cape.ca

PIPSC: jfillion@pipsc.ca

OTTAWA, December 3, 2024 – In a clear violation of the established direction allowing flexibility for Indigenous federal employees to work remotely, many Indigenous employees have been ordered to report to their designated work site in person without any justification – despite meeting all of the criteria for an exception. The Canadian Association of Professional Employees (CAPE), the Public Service Alliance of Canada (PSAC), the Professional Institute of the Public Service of Canada (PIPSC) and the Indigenous Federal Employees Network (IFEN) are calling on the Treasury Board to uphold the remote work exception for Indigenous federal employees and ensure its consistent enforcement across all departments. It is critical that the exception is applied equitably, reflecting the original intent to provide flexibility and support for Indigenous public sector employees.

The exception was originally developed to enable Indigenous employees to live and work in their communities, recognizing the importance of maintaining strong cultural and familial connections. Those ties are fundamental and frequently influence employment-related decisions, as highlighted in the Treasury Board’s own policy, which acknowledges that, for many Indigenous people, living and working within their communities is “critical to their identity.” Ensuring the exception is honoured upholds this principle and supports the preservation of cultural integrity and well-being among Indigenous employees.  

The Treasury Board has repeatedly emphasized the importance of Indigenous employees working in their communities as a key reconciliation commitment. This commitment reflects the government’s broader pledge to respect Indigenous self-determination and cultural continuity. However, IFEN has reported that management in multiple departments are ignoring these exceptions, undermining this critical reconciliation initiative. Such actions erode trust and diminish the government’s ability to rebuild relationships with Indigenous peoples. Furthermore, this disregard negatively impacts the recruitment and retention of Indigenous employees, contradicting the government’s stated commitment to fostering an inclusive and supportive environment that acknowledges and respects the unique needs and priorities of Indigenous communities.

Quotes

“This devotion to a poorly considered in-office presence mandate – at the expense of Indigenous rights – sends the wrong message and shows the government’s lack of coherence when it comes to its stated goals of respect and reconciliation,” said Nathan Prier, president of the Canadian Association of Professional Employees. “This government seems to have a poor appreciation for the critical importance of this exception which is right at the heart of Indigenous cultural survival and wellbeing. We are calling on the government to honour its commitment to Indigenous peoples by ensuring the exception is upheld and respected evenly across the federal public sector.”
 

"Reimagining the future of work is about more than just remote work; it’s about setting a new standard for progressive, inclusive and dynamic workplaces," said Sharon DeSousa, PSAC national president. "The federal government is missing a unique opportunity to dismantle systemic barriers that suppress marginalized voices and to create a federal public service that reflects every slice of Canadian life, particularly from Indigenous communities and small towns."

 "The federal government's failed return-to-office mandate is once again showing its true colours—this time ignoring the rights of Indigenous workers," said Jennifer Carr, president of PIPSC. “Denying Indigenous employees the exemption to work from their communities isn't just a benign oversight; it’s the kind of blatant disregard that has real impacts on Indigenous rights, safety, and cultural identity. It must be corrected—now."

“Ignoring this exception directly undermines obligations set out in the United Nations Declaration on the Rights of Indigenous Peoples, the Truth and Reconciliation Commission’s Calls to Action, the final report of the National Inquiry into 2SMMIWG+, and the Clerk’s Indigenous hiring targets, along with other repeatedly stated national reconciliation goals,” said the executives of the Indigenous Federal Employees Network. “This exception must be clearly communicated to all managers, including those at the ADM level, across all departments without delay to prevent further stress and harm to Indigenous employees.”

*****

About CAPE

With more than 25,000 members, the Canadian Association of Professional Employees is one of the largest federal public sector unions in Canada, dedicated to advocating on behalf of federal employees in the Economics and Social Science Services (EC) and Translation (TR) groups, as well as employees of the Library of Parliament (LoP), the Office of the Parliamentary Budget Officer (OPBO) and civilian members of the RCMP (ESS and TRL). Read more.
 

About PSAC

The Public Service Alliance of Canada is Canada’s largest federal public service union, representing nearly 230,000 workers in every province and territory in Canada, including more than 165,000 federal public service workers. Read more.

About PIPSC

The Professional Institute of the Public Service of Canada (PIPSC) was founded in 1920. With over 75,000 members, the Institute is the largest union in Canada representing scientists and professionals employed at the federal and some provincial and territorial levels of government. Read more.

About IFEN

The Indigenous Federal Employee Network (IFEN) is dedicated to fostering a respectful and inclusive federal public service where First Nations, Inuit, and Métis employees can thrive professionally while embracing their cultural identities. IFEN builds interdepartmental connections, champions workplace equity, supports personal and professional growth, and advocates for a balanced integration of Indigeneity within public service roles.

The Professional Institute of the Public Service of Canada (PIPSC) strongly opposes the government's decision to transfer $1.9 billion which exceeds the allowable surplus from the Public Service Pension Plan (PSPP) to its general revenue, a move that ignores workers' equal contributions to the plan at a time when many face layoff notices.

"This isn’t just free money plucked from Santa’s sleigh. This is our members' money, their deferred salaries," said Jennifer Carr, President of PIPSC. “Federal workers contribute 50% of the money that goes into the pension fund, yet are receiving 0% of this added surplus.”

The actuarial report tabled by Treasury Board President Anita Anand on November 25 confirms the strength of the pension plan, showing exceptional investment returns of 18.4% in 2021 and 10.9% in 2022. These returns, combined with our members' contributions, helped build this surplus.

"Imagine a bank telling a Canadian that, even though their investments did exceptionally well, the bank is going to take the profits,” continued Carr. “It sounds almost criminal.”

PIPSC has consistently advocated for better ways to manage this surplus that would benefit both the government and members. A contribution holiday for both employer and employees would provide immediate relief. Targeted improvements to the pension plan would ensure long-term sustainability and demonstrate genuine respect for public service workers' contributions to Canada.

Instead, the government instead wants to use workers' contributions to pay for its poor decisions–like wasteful outsourcing and the billion dollar Phoenix boondoggle. This should concern not just the workforce, but the public.

"While the government talks about stakeholder consultation, it made this decision unilaterally – again," added Jennifer Carr. "In a pension plan where employees and employers contribute equally, employees should equally be considered in the decision making."

PIPSC is calling on the government to pause this transfer and engage in meaningful consultation with unions. Any solution must reflect employees' 50% contribution to the plan.

“If our members' pension contributions can help solve the government's fiscal challenges, those same funds should be used to protect their jobs,” said Jennifer Carr. "‘A well-managed and sustainable fund’ should mean fair treatment of contributors, not just financial metrics.”

The Professional Institute of the Public Service of Canada represents over 75,000 public service professionals across Canada, including scientists and researchers, engineers, and health care workers. Follow us on Facebook, on X (formerly known as Twitter) and on Instagram.                                                          

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OTTAWA, November 4, 2024 — The Government of Canada is committed to building its digital talent to deliver best-in-class digital programs and services for all Canadians.

Today, the Honourable Anita Anand, President of the Treasury Board and Minister of Transport, announced the first annual investment of $4.725 million to support the IT Community Training and Development Fund.

The fund aims to support the professional development of over 20,000 IT practitioners in the Government of Canada (GC) and was established under the latest collective bargaining agreement with the Professional Institute of the Public Service of Canada (PIPSC).

Managed jointly by the Treasury Board of Canada Secretariat and PIPSC, this fund provides support to ongoing efforts to equip the government’s IT professionals with the latest digital skills and knowledge. In doing so, the fund helps to strengthen the capacity of the public service to design, deliver, and maintain robust, human-centered technology solutions and services.

By supporting the expertise and excellence of the public service, we can deliver effective, modern and citizen-focussed programs and services to Canadians.

Details of training and development opportunities are available via the GC Digital Talent Platform: IT Community Training and Development Fund | GC Digital Talent

Quotes

“The Government of Canada is building its digital talent to deliver best-in-class services to Canadian in the digital age. The IT Community Training and Development Fund will help our efforts to future-proof our public service by building in-house technical expertise to ensure we deliver high quality and reliable services that Canadians deserve.’’

• The Honourable Anita Anand, President of the Treasury Board and Minister of Transport

"This fund is a positive step in recognizing and supporting the career development of IT professionals who are the backbone of our federal government’s digital presence. This investment not only expands skill-building opportunities for our members but also has the potential to reduce the government’s reliance on outsourcing. By strengthening in-house expertise, we can preserve critical institutional knowledge, reduce dependency on IT consultants, and ensure the high-quality, cost-effective services Canadian taxpayers expect."

•  Jennifer Carr, President of the Professional Institute of the Public Service of Canada (PIPSC)

Quick facts

• The IT Community Training and Development Fund was launched in 2024 under the latest collective bargaining agreement with the IT Group with the Professional Institute of the Public Service of Canada (PIPSC).

• A total amount of $4.725 million will be provided annually, starting April 1, 2024, for the duration of the current IT Collective Agreement to significantly invest in the enterprise-wide professional growth and skill enhancement of the GC's digital workforce, currently comprising of over 20,000 employees.

• The GC Digital Talent Strategy supports new digital skills development, recruitment and retention, including untapped and underrepresented sources of talent  to meet current and anticipated requirements of the digital community.

• The GC Digital Talent Strategy supports several Government of Canada strategies: The GC Application Hosting Strategy, The Data Strategy for the Federal Public Service, and GC Enterprise Cyber Security Strategy.

• In January 2024, the Government launched the new GC Digital Talent Platform, which serves as a centralized hub for connecting individuals, internal and external, with a wide range of digital and tech roles across the GC. The platform has approximately 850 prequalified applicants ready to be paired with digital opportunities in the federal public service. New job opportunities are posted on an ongoing basis.

Associated links

• Minister Anand announces the launch of the GC Digital Talent Platform to build a strong and diverse digital public service - Canada.ca
• Directive on Digital Talent

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For more information: 

Myah Tomasi
Press Secretary
Office of the President of the Treasury Board of Canada
Myah.Tomasi@tbs-sct.gc.ca
343-543-7210

Johanne Fillion 
Professional Institute of the Public Service of Canada
Communications Officer
613-883-4900
jfillion@pipsc.ca

Media Relations
Treasury Board of Canada Secretariat
Telephone: 613-369-9400
Toll-free: 1-855-TBS-9-SCT (1-855-827-9728)
Email: media@tbs-sct.gc.ca

OTTAWA, October 23, 2024 – The Professional Institute of the Public Service of Canada (PIPSC) joins the Canadian Association of Public Employees (CAPE) in urging the Standing Committee on Government Operations and Estimates (OGGO) to conduct a thorough investigation into the federal government's return-to-office (RTO) mandate. 

This call arises from growing concerns regarding the lack of evidence-based decision-making that led to the current mandate, the impact on employee productivity and morale, and serious health and safety concerns that have been raised by members of the public service. 

PIPSC is alarmed by the government's approach to returning employees to the office. This is particularly true in the wake of significant changes in work patterns brought on by the COVID-19 pandemic, the known productivity gains of flexible telework, and the government’s own acknowledgement of its benefits. The union emphasizes that many public servants have adapted to flexible work models that enhance productivity and support work-life balance, which are at risk with the mandatory “one-size-fits-all” approach. 

“Our members are being forced to return to grossly inadequate offices without justification or consideration of the varying circumstances in which they operate,” said PIPSC President Jennifer Carr. “The lack of sound, evidence-based decision-making seriously impacts employees and wholly disregards the benefits of flexible working arrangements to all Canadians – from productivity gains to better equity, diversity, and inclusion, and opening up good public sector jobs across Canada.”

“Modern, flexible work models enhance public service delivery,” continued Carr. “Canadians should be concerned that the government chose an approach that erodes trust, morale, productivity and ultimately, the strength of public services Canadians rely on. We want answers – and a better path forward, which is why we’re demanding an investigation.”

See the letter to OGGO.

The Professional Institute of the Public Service of Canada represents over 75,000 public service professionals across Canada, including federal scientists and researchers, engineers, and health care workers. Follow us on Facebook, on X, and  Instagram.                                                      

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For more information: Johanne Fillion, 613-883-4900 (mobile), jfillion@pipsc.ca

WHITEHORSE, October 7, 2024 — The Yukon Employees’ Union (YEU) and the Professional Institute of the Public Service of Canada (PIPSC) are withdrawing from the Health and Human Resources Steering Committee (HHRC) effective immediately.

Despite an invitation to participate, the HHRC has not afforded the unions proper and equal consideration. Labour’s inclusion in the HHRC is largely symbolic, and the interests of healthcare workers are not being adequately considered. This is not consultation.

“Consultation is a two-way street. Currently, the interest of healthcare workers is being tokenized by the Yukon Government (YG) and the Yukon Hospital Corporation (YHC),” said YEU President Justin Lemphers.

On August 16^th, Minister on Health and Social Services, Tracy-Ann McPhee, highlighted the involvement of unions in the development of the Health and Human Resource Strategy (HHRS) while speaking to the media.

The average listener, after hearing Mcphee speak, will think that the unions played a pivotal role in shaping the contents of the Health and Human Resource Strategy (HHRS). In fact, concerns raised by the unions were not incorporated, and union representatives were often not given the opportunity to contribute meaningfully during meetings.

At the latest meeting, the HHRC provided an annual report for Committee endorsement and release to the public. This report represents an ongoing lack of employee engagement and the continued reliance on precarious for-profit staffing agencies to deliver healthcare in the Yukon; all of which the unions will not endorse.

“It is essential that the voices of healthcare workers are heard and respected in any strategy that affects their work and the quality of care provided, and we cannot continue to participate in a process where our contributions are not genuinely considered,” said Kathleen Chapman, PIPSC YHC Group President.

The HHRC, as it stands, is being chaired by representatives from the employer's side - one from the Yukon Hospital Corporation and one from the Yukon government. Unions are invited at the co-chairs' discretion, primarily to observe rather than actively participate, creating the appearance of union involvement without providing meaningful opportunities for input which is misleading to both the media and the public.

Union leadership refuses to let the will of our members be tokenized. Hundreds of workers represented by YEU and PIPSC are employed by YHC and YG. They deserve better.

Currently, YHC and the YG are relying on for-profit staffing agencies to address crisis level staffing shortages in the healthcare system. For example, a full-time unionized X-ray technician earns a maximum pay of $47/hour. Yet, for-profit staffing agencies are paid $120/hour to staff the same position for the very same work.

Workers deserve better. The unions believe that improving wages, enhancing work-life balance, and increasing the number of full-time unionized positions are essential to retaining local healthcare workers and attracting healthcare workers from other jurisdictions.

The HHRC is not looking towards sustainable solutions that are inclusive of healthcare worker concerns and insights, rather they are focused on maintaining broken solutions in a broken system.

Both YEU and PIPSC are willing to work with the government in collaboration to achieve the best outcome for healthcare workers here in the Yukon. To achieve that, the unions must first have a genuine seat at the table.

Our members work tirelessly every day to keep the healthcare system here in the Yukon running, they continue to deserve better. Until the HHRC provides a genuine platform for their voices to be heard, the unions will no longer continue to lend it our credibility and perpetuate this performative process.

OTTAWA, September 9, 2024 — Unions representing more than 330,000 federal public service workers are demanding that the government reverse its three-day in-office mandate and return to a policy of remote work flexibility. Beginning today, federal employees are being ordered to work from ill-equipped and unsanitary office buildings three days a week, despite a lack of proper workspaces or a coherent policy across departments.  

The Public Service Alliance of Canada (PSAC), the Professional Institute of the Public Service of Canada (PIPSC), the Canadian Association of Professional Employees (CAPE) and the Association of Canadian Financial Officers (ACFO) have been united in their opposition to the government’s misguided mandate since it was announced May 1. 

Federal public service workers are holding protests across the country this week to contest the government’s policy and fight for a fair approach to remote work that puts workers and their families first.

Unions marked the beginning of the three-day mandate with a rally in front of the Immigration, Refugees and Citizenship Canada building in Ottawa, which has a large inter-union local organizing committee mobilizing workers against the mandate.

“In a direct attack on Canadian taxpayers and basic logic, the government has decided to forge ahead with this ludicrous plan to pressure employees back into cramped and unfit office space that nobody wants or needs to be in,” said CAPE President Nathan Prier. “Our members are clogging up roadways, buses and trains to go to disgusting offices that don’t have space for them to sit on video calls that could be done more effectively at home. This mandate is not only exacerbating existing problems – it is creating new ones.”

As the future of work evolves, remote work has become more than just a temporary solution — it’s a proven model that enhances productivity and the well-being of workers. Flexible remote work policies allow workers to balance their professional and personal responsibilities, while reducing their environmental impact and strengthening local communities.

“Telework isn’t just a trend, it’s the future of work and the next frontier of workers’ rights,” said PSAC National President Sharon DeSousa. “We’ve seen firsthand how remote work improves peoples’ lives and makes our public service more inclusive and responsive to the needs of Canadians. That’s why we’re committed to fighting for a future that puts workers first.”

“In an increasingly competitive job market, the public service needs to position itself as an equitable and innovative employer,” said PIPSC National President Jennifer Carr. “By implementing progressive work policies, we can attract the brightest minds from across Canada – regardless of their geographic location – and retain the exceptional talent we already have.”

Some departments had previously told their employees that they would not be able to implement the three-day in-office policy by today’s deadline, as they simply do not have the space to accommodate the influx of staff. Arbitrary enforcement of this unnecessary policy has resulted in confusion and resentment across the federal public sector.  

Canada’s federal public service unions announced last week they will be launching a national campaign to reverse the government’s mandate and secure remote work rights in workers’ collective agreements. Remote work is the new standard. The flexibility to work remotely will be a requirement for the next generation of employees and is essential to ensure the public sector is modernized, adaptable and ready to overcome the challenges of the 21st century.