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

We are deeply dismayed with the decision by Immigration, Refugee and Citizenship Canada (IRCC) to cut 3,300 jobs within the department. This is not just a number—each position represents critical public service work that supports thousands of individuals seeking to build better lives in Canada. By cutting these jobs, vital services will be left undelivered, impacting those who rely on them the most.

The scale of these cuts—3,300 jobs—is significant. Reducing workforce capacity at this scale will undoubtedly challenge the department’s ability to meet its mandate effectively. IRCC's own admission that projects and programs will be reviewed for cancellation, downsizing, or modification is raising alarm bells across the public service, as cutting good jobs inevitably leads to cutting good public services. 

We recognize that announcing 3,300 job cuts without providing immediate details as to which jobs are on the chopping block has also left thousands of employees concerned about their future. Our top priority is ensuring that this process is carried out with transparency, fairness, and a shared commitment to maintaining high-quality public services. Work force adjustments must not come at the expense of the integrity of Canada’s immigration system or the well-being of the employees who serve it.

As the department has informed employees that decisions on individual positions will not be finalized until mid-February, we recognize the toll that this uncertainty can take. PIPSC is fully prepared to assist and advocate for our members, ensuring their rights are upheld and their futures are considered with care.

We call on IRCC leadership to prioritize collaboration with PIPSC and other unions to ensure that the work force adjustment process is managed thoughtfully and compassionately. Transparent communication, equitable treatment of employees, and a focus on maintaining core services must be central to this process. We further urge the government to consider innovative approaches to achieve fiscal balance without compromising the critical services upon which Canadians and newcomers rely.

As always, PIPSC remains steadfast in supporting our members. We have resources available to provide guidance, answer questions, and offer support to employees impacted by this announcement. If you have any further questions or require any assistance, we encourage you to contact your steward and/or consultation team.

The National Joint Council bargaining agents have concluded discussions with the Treasury Board regarding the long-awaited review of its public service dental care plan. While we welcome the upcoming changes set to take effect on January 1st, 2025 and thank the Treasury Board for their receptiveness to bring in some major improvement, we are disappointed to see they continue to treat this plan as an afterthought and imposed a plan without the sign off of Bargaining Agents.

The revised dental care plan does include several enhancements that will benefit public service employees and their families. These changes are the result of sustained advocacy led by PIPSC with our partners from other federal unions.  The major changes speak to the importance of union representation in ensuring fair and meaningful improvements for our members. We are encouraged by these developments and recognize the positive impact they will have on dental care access and affordability for public servants, but disappointed in how the process was managed.

It is incredibly disheartening to see the Treasury Board’s continued reluctance to treat the NJC plan as a priority. Despite the value and significance of this plan to thousands of public service workers, it remains evident that the Treasury Board regards the NJC dental care plan as a secondary matter to the PSAC plan - a plan negotiated through collective bargaining rather than consultation. This second-tier status undermines the importance of a benefits program that is fundamental to employee well-being and morale.

As we move forward, PIPSC and the NJC will continue to monitor the implementation of the new plan and hold the Treasury Board accountable for its responsibilities to public service employees. 

While we celebrate the improvements secured through our efforts, we remain steadfast in our commitment to advocating for fair and comprehensive benefits for all public service workers, and equal treatment of benefit plans.

Despite high-profile scandals involving for-profit prisons, unsafe long-term care facilities, renovictions at Starlight Investments in Toronto, tax avoidance, and an overly close relationship with the oil and gas industry, PSP Investments—tasked with managing the pension fund of most of our members—maintains a nonchalant attitude toward responsible investing. At recent public and union-stakeholder meetings, PSP officials dodged pointed questions and criticism regarding their shocking record on Environmental, Social, and Governance (ESG) issues.

Unlike most other pension plans this size, PSP lags in integrating ESG principles into its investment strategies. While they have acknowledged the relevance of climate risks on investment profits, they remain largely focused on reporting, not taking action—a stance that most large plans evolved from over a decade ago. This failure to integrate responsible investing not only endangers future returns but also deepens the climate and affordability crisis. PSP is also conspicuously silent on other critical aspects of ESG including equity initiatives, tax fairness, indigenous rights, union-busting, and evidence-based public policy.

This is not rocket science. Other major pension fund investors, such as Quebec’s Deposit and Investment Fund (CDQP) and Ontario’s University Pension Plan, have proven that meaningful ESG investing is both feasible and financially viable. PIPSC is calling on PSP Investments to take immediate steps to align its investment strategy with the values of the public service workers for which it is supposed to work. This means creating a genuine path to carbon reduction, adopting investment exclusions based on common-sense ethical standards, and signing onto global investment commitments respecting human, social, and worker rights.

PSP Investments operates as an arm’s length Crown corporation, tasked with managing member and employer contributions to the Public Service Pension Plan, the defined benefit pension plan covering most PIPSC members in the Core Public Administration and at separate employers.

We proudly stand with our brothers and sisters in the Canadian Union of Postal Workers who are fighting not just for their own futures, but for the future of public services across Canada. Their struggle is our struggle - a fight to protect good jobs and quality services for all Canadians.

Right now, Canada Post faces mounting pressure to compete with unregulated delivery services that exploit gig workers and cherry-pick profitable urban routes. But Canada Post's mission is different: it serves every Canadian community, from downtown Toronto to remote Arctic villages, regardless of cost. This universal service is a vital thread in our national fabric - one we cannot afford to lose to private companies that put profits before people.

We're witnessing a dangerous trend toward the 'gigification' of work, where stable, full-time jobs are being replaced by precarious, part-time positions. This isn't just about postal workers - it's about protecting the dignity of work itself. When crown corporations are forced to degrade working conditions to compete with under-regulated private companies, we all lose.

CUPW's vision goes beyond defending what we have - they're fighting to expand and enhance our public services. Their struggle today will shape how Canada responds to the challenge of the gig economy tomorrow. We can either race to the bottom with precarious work, or we can build a future with strong public services and good jobs for all.

We demand the federal government take immediate action: resolve this dispute fairly and close the regulatory gaps that allow the exploitation of workers through precarious employment. Quality public services require protected, respected workers.

The time for solidarity is now. Join us at the picket line on Tuesday, December 10, from 7:30 to 9:00 AM ET at 1424 Sandford Fleming Ave to stand with CUPW workers. Bring your PIPSC flags and your fighting spirit. When we stand together, we win together. Your presence on the picket line matters - see you there!

Pay Equity is more than just a legal requirement; it's a call to action to eliminate unjust wage discrimination between men and women. Your PIPSC staff and stewards have been working hard to apply these laws at 18 different pay equity tables for our members.

Watch pay equity leaders and activists for a webinar and question period about how the pay equity analysis might affect your salary and pay. 

Watch the webinar

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.

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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