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.”

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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.

PIPSC firmly stands with the Indigenous Federal Employees’ Network (IFEN) in advocating for fair treatment of Indigenous public sector workers. Many federal Indigenous employees, including PIPSC members, have raised serious concerns about the implementation of the federal government’s Return-to-office (RTO) mandate. These concerns centre around the denial of exemptions for Indigenous employees living within 125 km of their formal work location.

The federal government’s RTO mandate includes a key standalone exemption allowing Indigenous employees to work from their communities no matter their proximity to the office. This exemption is critical for both cultural identity and personal safety. However, many Indigenous workers have faced repeated denials of this exception.

Denying this exemption directly contradicts the federal government’s obligations under the United Nations Declaration on the Rights of Indigenous Peoples and the Truth and Reconciliation Commission’s Calls to Action. The arbitrary restriction is especially harmful to Indigenous women, whose safety concerns—amid the ongoing crisis of Missing and Murdered Indigenous Women and Girls (MMIWG)—make remote work a vital option. 

The denial of exemptions undermine the well-being of Indigenous employees and Canada’s commitment to reconciliation. Treasury Board President, Anita Anand, needs to step in.

PIPSC, alongside other unions, is calling for immediate action from Anand to clarify the standalone exemption for Indigenous people to all Deputy Ministers, their equivalents, and any relevant senior civil service staff in all federal departments and agencies covered by the mandate before November 28, 2024.

Indigenous employees have the right to work in a way that respects cultural needs, personal safety, and well-being. PIPSC will always advocate to ensure these rights are respected and protected in the workplace.

Read our joint letter to Treasury Board President, Anita Anand.

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

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. 

OTTAWA, September 5, 2024 – The Professional Institute of the Public Service of Canada (PIPSC) is mobilizing public servants to push back against the Treasury Board's inflexible 3-day return-to-office (RTO) mandate. In a show of solidarity, PIPSC and other public sector unions held a rally today over lunch time in Ottawa downtown (corner of Laurier and Bank). 

PIPSC President Jenn Carr challenges the lack of rationale behind the mandate: "PIPSC represents some of the most data-driven professionals in Canada. So when the government makes a sweeping decision like this without solid data to back it up, we have to ask: what's really driving this?"

PIPSC's own data reveals significant concerns about the mandate's impact, particularly when it comes to equity and inclusion. 

"The government claims to care about growing a diverse workforce,” continued Carr. “But our recent survey shows this mandate will hit our most vulnerable members the hardest."

The survey highlighted that a majority of women worry about balancing work and personal responsibilities under the new policy. Persons with disabilities report being more than twice as likely to struggle with managing accommodations. Additionally, a substantial portion of LGBTQ2S+ and racialized members indicate they're likely to consider leaving their jobs over this mandate.

Looking at these numbers, Carr expressed concern about the impact of this mandate on the future of the public service. "This ill-informed, one-size rejection of presence with purpose will limit our ability to continue to attract and retain the best and brightest from coast to coast to coast, once again."

The union argues that the government's approach fails to consider the progress made in recent years, which showed the value of flexible work arrangements.

"So what are we left with?” asks Carr. “A policy that threatens to push out diverse talent, worsen mental health, and make life more difficult for those already struggling. And for what? A solution to a problem that doesn't exist."

PIPSC is calling on the government to provide clear, data-driven justification for the mandate and to implement flexible work arrangements that account for individual needs and circumstances. 

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 (formerly known as Twitter) and on Instagram.