Federal government cutbacks are already being felt across public services, and PSAC is working on gathering first-hand input from members to understand how these reductions are affecting workers and the services people rely on every day.
We invite all members who are affected in one way or another by these cutbacks to participate, as it will help demonstrate their impact on our workplaces.
We’re pleased to announce the latest winners of our ‘We’re inundated with managers’ contest !
Congratulations to a member from Saint John, New Brunswick, who won in the ‘employees/management ratio’ category, with 5 managers for 17 employees.
And congratulations to a member from Southern Ontario, in the ‘originality of the submission’ category, who writes: “When I was hired in the late 2000s, there was one chief, one clerical staff, six superintendents and over one hundred Border Services Officers. Fast forward to the present, there are now three chiefs, twelve superintendents, two clerical staff and maybe sixty Border Services Officers.”
Do you have an absurd management-to-employees ratio to share? Fill out the participation form on our contest page (previous submissions will also be considered, so no need to resubmit them).
In part two of Politics: What is it good for?, former MP, current radio host and lifelong activist Brian Masse and CIU National President Mark Weber continue their discussion on:
Head over to ciu-sdi.ca/podcast to listen now!
In solidarity with the Canadian Union of Postal Workers (CUPW), and alongside labour organizations across the country, we are mobilizing to defend Canada Post from sweeping federal cuts.
The federal government has moved forward with major changes that would:
These changes threaten good jobs and important public services that communities rely on every day – especially in rural and remote areas.
They are also proceeding without meaningful public accountability, just as CUPW members prepare to vote on new collective agreements.
Tell your elected officials to:
Postal workers show up for our communities every day. Now it’s time to show up for them.
This article was first published on the PSAC website.
Two important petitions seeking to protect the right to remote work and end the mandatory four-day in-office mandate for federal workers are currently circulating. The ability to work remotely is a net positive on a number of fronts, including productivity, work-life balance, accommodations, and more.
We encourage all members to review and sign the following petitions:
By signing these petitions, you’ll help push the government to embrace more modern work practices. This does not represent a conflict of interest in your role as employees, as you’re exercising your rights as Canadian citizens. Should management question your participation in this process, please reach out to your Branch President for assistance.
The Customs and Immigration Union (CIU) is seeking to hire a full-time bilingual Executive Assistant to the National President on a permanent basis.
Applications will be received until close of business on May 8, 2026 (5:00 p.m. EDT). Please see the full posting here (PDF) for more information about the position, the associated duties and requirements, and on how to apply.
The 2026 PSAC National Young Workers Conference will be held November 7-9, 2026, in Ottawa under the theme Young Workers: Taking Power, Challenging Norms.
PSAC members in good standing who are 35 and under are invited to register. During the conference, delegates will take part in workshops, debate resolutions, and participate in elections. The conference is an opportunity for young workers to continue the important work of building union militancy and activism and strengthening the fight to improve the working conditions of all PSAC members.
Young workers interested in attending the conference as delegates or observers must apply by Friday, May 29, 2026. Selected delegates will be notified by email by September 1, 2026.
All resolutions must be submitted by Friday, June 19, 2026.
If you have any questions about applying or attending the conference, call (613) 560-2597 or contact us by email at conferences@psac-afpc.com.
This article was first published on the PSAC website.
Frontline federal workers are one step closer to retiring with dignity. With Bill C-15 receiving royal assent, the federal government will move forward with long-awaited pension reforms that allow thousands of frontline workers to retire after 25 years of service without penalty.
The changes amend the Public Service Superannuation Act to provide equitable retirement benefits for workers in demanding public safety roles. The reform was first confirmed in the 2025 federal budget and follows more than 15 years of advocacy by PSAC members for pension benefits comparable to other law enforcement and public safety agencies across Canada.
“This victory belongs to the frontline workers who never stopped fighting for fairness,” said Sharon DeSousa, PSAC national president. “For years, these workers have protected our communities, while facing real risks and trauma. It’s time their retirement finally reflects the realities of their work, one that is fair, equitable and worthy of the sacrifices they make every day.”
Workers expected to benefit include frontline border services staff, search and rescue technicians, wildland firefighters, firefighters on military bases, and correctional officers, paramedics and firefighters working for the three territorial governments.
This legislation marks a major victory. PSAC will push the federal government to implement these changes quickly so eligible workers can access fair retirement benefits without delay. We will also keep fighting to ensure all workers who perform hazardous and demanding frontline roles are included in future pension reform.
This article was first published on the PSAC website.
The federal government’s new Early Retirement Incentive (ERI) program is now in effect. Eligible employees can apply to retire early without penalty until July 24, 2026, and approved applicants must retire by January 20, 2027.
That may sound appealing at first glance. But for many PSAC members working in the federal public service, the question is whether ERI is a better option than the negotiated protections and rights already available under the Workforce Adjustment Appendix, or Employment Transition Policy for members at CFIA.
The government says ERI allows eligible employees to retire up to five years earlier than the current pension waiver entitlement and without the normal pension reduction that usually applies when someone retires before meeting the regular age and service requirements.
But meeting the age and service rules does not guarantee approval. The government has confirmed that each applicant must also be approved based on whether the organization needs to reduce its workforce, whether services can be maintained, and whether operational needs will continue to be met.
In other words, you may be eligible to apply, but management still decides whether you can go.
PSAC has previously warned members that choosing ERI could mean giving up important protections and benefits available under existing workforce adjustment (WFA) and employment transition processes. That’s because some members may already be eligible for a pension waiver if they are leaving through alternation or voluntary departure pathways. In those cases, they may have access to both pension protection and additional financial benefits like the Transition Support Measure, the education allowance, and counselling support.
For more information on those protections and pathways, visit PSAC’s workforce adjustment and employment transition landing page, which includes a flowchart of options and member guide.
PSAC has also filed a policy grievance and an unfair labour practice complaint over the rollout of ERI. The program was introduced outside the negotiated WFA framework, even though it may affect members facing the same pressures under sweeping federal government cuts.
The federal government needs to come clean about the true scope of ERI and how it will operate alongside existing workforce adjustment and employment transition provisions. Where pension waivers are already available as part of negotiated job-reduction processes, ERI should be harmonized with those provisions, so members are not forced to navigate overlapping systems with unclear and potentially unequal entitlements.
For some members, ERI may still be worth serious consideration.
There is a group of members — particularly some in the 50 to 54 age range — who may qualify for ERI but would not normally qualify for the existing pension waiver under workforce adjustment or employment transition that could benefit from the new program.
ERI may also be more attractive to members who are already planning to retire and do not expect to have access to a workforce adjustment or employment transition package. It may also appeal more to members who have greater financial flexibility, stronger access to outside job opportunities, or retirement plans that are less dependent on the additional support available through workforce adjustment and employment transition.
But ERI is discretionary, and approval is not guaranteed. Members should not assume that receiving a letter inviting them to apply for the program means they will be approved.
The government has also confirmed that once your manager accepts your resignation, your ERI retirement date becomes irrevocable. That is why members should be extremely careful before applying. You may not be able to change course later if a better option becomes available.
For some members, ERI may be the right option. But for many others — especially those who may be entitled to protections under workforce adjustment and employment transition — it may not be the better one.
Before applying for ERI, members should:
The ERI is not a simple retirement offer. It is a decision that may involve trading away negotiated protections, entitlements, and flexibility. Before making any decisions, ensure you understand the full picture.
This article was first published on the PSAC website.
Parliament has passed the 2025 federal budget bill! With the adoption of the Budget Implementation Act on March 26, 2026, our fight to see members treated like the broader law enforcement community and benefit from the possibility of early retirement after 25 years of service, has entered a new chapter.
This is a momentous step for our union: The federal government has now fulfilled a major part of its commitment to put in place legislation to make “25 and out” a reality. While details regarding an exact date for these changes to come into force have yet to be confirmed — along with information on how the required changes will be implemented — the adoption of this bill has secured new rights for our members.
Work remains before our membership can enjoy these rights, and we expect the Public Service Pension Advisory Committee (PSPAC), on which PSAC sits, to be consulted extensively to establish the guidelines around access to early retirement after 25 years of service.
We will make sure to keep you updated as this process unfolds.
