This FAQ is designed to help you navigate workforce adjustment and find answers to common questions. Browse by section to better understand your options and the support available to you.

For more information and resources, visit the workforce adjustment page. Helpful tools include the member guide, affected employee checklist, alternation platform, process flowchart, and glossary.

Understanding workforce adjustment

Learn the key terms, definitions, and rules that shape the workforce adjustment process.

What is workforce adjustment (WFA)?

Workforce adjustment (WFA) is the term used to describe a process for reducing indeterminate positions in the core federal public service, agencies and separate employers. The process was negotiated by PSAC with your employer as an important job protection measure. Its main purpose is to protect the jobs of our members. The WFA process is outlined in Appendix K of your collective agreement.

Workforce adjustment is a situation that occurs when the Commissioner decides that the services of one or more indeterminate employees will no longer be required beyond a specified date due to:

  • A lack of work
  • The discontinuance of a function
  • A relocation of a work unit in which the employee does not wish to participate
  • An alternate delivery initiative, including the service is being transferred to another level of government, public-private partnerships (P3s), contracting out and privatization of your work.
What are the employer’s obligations and what are mine under the WFA Appendix?

Employer:

  • Advise and consult with the union as soon as possible
  • Maximize employment opportunities for indeterminate employees
  • When possible, provide alternative employment opportunities at Parks Canada
  • Treat employees equitably
  • Establish joint workforce adjustment committees
  • Review the use of private temporary agency personnel, consultants, contractors, term employees and all other non-indeterminate employees
  • Identify opportunities for retraining
  • Notify employees in writing about their status
  • Establish Voluntary Departure Programs for WFA situations involving five or more affected employees
  • Assign a counsellor to all affected employees who have not secured indeterminate employment.

Employee:

  • Collaborate with human resources to find new roles
  • Be aware of timelines and proactively consider options when decisions are required
  • Consider training and job opportunities
  • Ensure you can be contacted easily
  • Provide resumes or other relevant information to assist the employer
  • Gather information about your entitlements under the WFAA.
What do “affected,” “surplus,” and “opting” mean?

The WFA Appendices in collective agreements all begin with a general section that includes definitions of these terms, and many others used in the WFA process. This is the best reference tool for understanding WFA.

How do I read and understand the WFA Appendix?

The Work Force Adjustment Appendix is organized around key decision points. Part 1 outlines roles and responsibilities. Part 2 outlines the process to notify the union. Part 3 outlines the process when there is a relocation. Part 4 outlines employer obligations to provide retraining. Part 5 outlines when the employer must provide salary protection. Part 6 outlines the choices members need to make. Part 7 contains special provisions regarding alternate delivery initiatives. Annexes contain the Statement of Pension Principles and TSM calculations.

If you’ve been notified

Find out what it means to be affected, how the process starts, and what to do next.

How do I know if I am subject to WFA?

Indeterminate employees must be notified in writing by the employer. The chief executive officer must notify you in writing that your services may or will no longer be required. The notice will indicate that you are officially affected and may include whether you will receive a Guarantee of a Reasonable Job Offer, are eligible to participate in a voluntary departure program, will be required to participate in a layoff determination process, or have access to opting provisions. It is very important for you to respond to the notices by the deadlines provided.

What is the process for determining who is laid off?

Due to existing legislation, management determines who is retained and who is laid off. Some positions are eliminated outright due to the discontinuance of a function.

When the total number of positions in a work unit decreases and there are more indeterminate employees than remaining jobs, the Agency will conduct a workforce selection and retention exercise (WSRE) to determine who stays.

See the Parks Canada WFA Toolkit for more on the evaluation and request accommodations, as needed. After the process, you’ll be notified whether you’re retained or become an opting employee.

What should I do if I hear about a WFA situation or I am notified of one?

When notified:

  • Don’t trust hearsay
  • Keep local and national union leadership and PSAC regional staff advised
  • Do not make rash or quick decisions
  • After becoming informed, seriously consider all options
  • Ensure that you respond to requests within specified deadlines
  • If you are deemed surplus and your desire is to remain employed, you must actively seek alternate employment
  • Ensure you can be easily contacted
  • Union protections and processes are the most important resource assisting you.

Consult this checklist for further guidance.

If I am not retained after workforce selection and retention exercise (WSRE) , choose Option A, and am laid off at the end of the surplus priority period, am I still entitled to severance pay?

Yes, you are entitled to severance for layoff as per your collective agreement, found in Article 60 – Severance pay.

Your options if you are affected

Explore the main paths available to affected employees and what each option may involve.

Guarantee of a Reasonable Job Offer

What is a Guarantee of a Reasonable Job Offer?

If an employee is affected and declared surplus, they may receive a Guarantee of a Reasonable Job Offer. In this case, they remain in surplus priority status and continue to be paid until the employer provides them with a reasonable job offer.

The definition of a reasonable job offer is an offer of indeterminate employment within the agency, normally at an equivalent level, but which could include lower levels. Surplus employees must be both trainable and mobile.

Where practicable, a reasonable job offer shall be within the employee’s normal workplace, as defined in the Parks Canada Travel Policy. A reasonable job offer may also be from another public service employer providing the appointment is at a rate of pay and salary maximum not less than the employee’s current amount, and it is a seamless transfer of all employee benefits.

A Guarantee of a Reasonable Job Offer cannot be rescinded.

Will I be compensated for the salary difference if I find a new position at a lower level?

If you are given a reasonable job offer at a lower classification level, you will be salary protected at your prior substantive classification level. This salary protection is known as red circling. If you deploy out of the position or resign and later return to Parks Canada, you are no longer entitled to the salary protection.

Will the employer cover my relocation costs if I receive a reasonable job offer in another location?

In the event you secure a reasonable job offer that is located more than 40km from your prior home office, you are entitled to relocation costs under the National Joint Directive on Relocation.

Is my employer required to provide me with a Guarantee of a Reasonable Job Offer?

In accordance with article 1.1.6 Appendix K (workforce adjustment) of your collective agreement, the CEO is expected to provide a Guarantee of a Reasonable Job Offer (GRJO) to affected employees for whom they know or can predict that employment will be available at the agency. This requirement has generally been interpreted to mean management has to consider job opportunities that might become available in the following year.

  • If you are not provided with a GRJO, you may request, and are entitled to receive, the reasons why the CEO was not able to provide you with one, as per article 6.1.1 of the WFA appendix.
When does the 120-day opting period start?

The 120-day period begins on the date of receipt of the letter notifying the employee that they are deemed an opting employee. It does not begin when the employee receives the notice of affected status letter, unless the letter states that the employee is being made opting then. If the employee fails to communicate their choice within the stated timeframe, they will be deemed to have selected Option 6.4.1a.

There are no provisions to “pause” the employee’s 120-day opting period once the opting letter is issued.

What does it mean to have surplus preferred status?

If you select Option A in Article 6.4.1, you will have a 12-month surplus priority period. For any job for which you meet the essential merit criteria, your candidacy is identified to the hiring manager through the priority list, and you are entitled to the position above all other non-priority candidates. You are removed from the priority list as soon as you find alternative work.

If I find another job in the government, can I take it?

If you believe you have a suitable alternative job available, you could choose Option A and pursue the employment opportunity with surplus priority status. However, you should be cautious about any informal or verbal commitment and seek appropriate counselling before making your decision.

Are employees who choose Option A expected to continue working full-time during the surplus period? How does the job search fit in?

A member who chooses Option A is expected to continue to be given meaningful work during their surplus priority period. However, their number one priority is finding a new job, and management must facilitate that. They must be given time to job search and are entitled to assistance.

The Workforce Adjustment Appendix outlines many of management’s obligations. See article 1.1.29.

Can an employee be required to relocate during the surplus priority period?

The employer may offer a surplus priority employee a reasonable job offer (RJO) that involves relocation, but in practice this is unlikely to occur. Usually, a reasonable job offer is found by the employee during their surplus priority period, so if an employee is not interested in relocating then they will not pursue this job opportunity.

How is a duty to accommodate handled during the surplus priority period?

The employer has the same duty to accommodate employees who are surplus, just as for those who are not surplus.

What leave is available to attend interviews during the surplus priority period?

The surplus employee’s number one priority is finding a new job, and management must facilitate that. They must be given time out of their workday to job search, attend interviews, work on their CV, network, and they are entitled to assistance from the employer to carry out these activities.

What can I use an education allowance for?

The collective agreement does not limit the tuition reimbursement to specific institutions or types of study. There are no limits on what you can study as long as it’s a program at a recognized educational institution, such as a college or university. It can also be used for multiple programs. You must provide receipts to be reimbursed.

Which educational institutions are eligible for reimbursement under the educational allowance?

The collective agreement is silent about the specific kinds of education that members can claim, but past practice has not narrowly limited either the type or duration of an employee’s education for the purposes of the Education Allowance. You may attend school full-time or part-time and may attend any “recognized learning institution” (college, university, CEGEP, any provincially recognized school board, or certified private educational institution). You are also eligible to attend a recognized learning institution in another country. The CRA has a list of recognized universities and higher educational institutions outside Canada that may assist.

Definitions of “recognized institution” may be found in organizations governed by provincial and territorial income tax acts. Other sources include the Canadian Information Centre for International Credentials (CICIC) Directory of Universities, Colleges and Schools in the Provinces and Territories of Canada, the master list of designated educational institutions in Canada, and the database of private educational institutions.

These are guidelines. There may be other “recognized learning institutions” that are not included but would still be eligible.

Am I eligible for the pension waiver if I choose option A and resign before the end of my surplus priority period, or if I do not find other employment?

Yes, you are entitled to the pension waiver if you meet the eligibility criteria.

What is a voluntary departure program?

Parks Canada must establish a voluntary departure program for all WFA situations involving five or more affected employees working at the same group and level and in the same work unit.

The VDP allows affected employees to leave their public service employment by selecting:

  • a transitional support measure (TSM) lump-sum payment or a TSM with an additional education allowance.
  • You may be eligible for a pension waiver.
  • Those participating are also entitled to severance.
Do I have to participate in the Voluntary Departure Program?

It is an entirely individual decision. It is important that you assess whether the WFA entitlements are of benefit to you. If you decide VDP is not right for you, then you must wait to learn whether a workforce selection and retention exercise (WSRE) will take place, whether you will be given a Guarantee of a Reasonable Job Offer, or whether you will be made opting. If there are more volunteers than positions to be cut, the volunteers are selected in order of seniority.

If I leave voluntarily, do I have access to EI?

If you participate in a voluntary departure program and resign, you are deemed to have been laid off and are therefore eligible to Employment Insurance regular benefits. However, your transition support measure and any severance must first be allocated based on your normal gross weekly earnings, delaying your first week of entitlement.

Your record of employment (ROE) should indicate “Code G – Retirement (mandatory/approved under the Work Force Reduction program)” as the reason for separation.

  • Members may apply for Employment Insurance benefits; however, they must meet both the qualifying and entitlement conditions under the Employment Insurance Act.

 

Once an application is submitted, Service Canada will assess whether the individual meets these conditions in order for benefits to be payable.

Eligibility determinations are made on a case-by-case basis, and as such, advice cannot be provided in advance regarding whether an individual will qualify or remain entitled to EI benefits.

How is my departure date determined if I leave through a voluntary departure program?

Management has the right to determine your departure date. Participating in the Voluntary Departure Program gives you access to options B and C of article 6.4.1 of Appendix K of your collective agreement which deals with workforce adjustment. Then article 6.4.2 says:

The Agency will establish the departure date of opting employees who choose Option b) or Option c) above.

Alternation

See the dedicated alternation section below.

Specific employment situations

See how the rules may apply differently if you are a term employee, on leave, or in another unique situation.

How does WFA apply to term employees?

Managers can end the employment of a term employee earlier than the date specified. Managers must provide written notice or pay in lieu:

  • a minimum of two weeks of notice if cumulative service is less than one year
  • a minimum of four weeks of notice if cumulative service is more than one year.

More information on your rights as a Term employee are found here.

What happens if I am on leave or was set to go on leave soon?

Any approved leave remains approved unless otherwise communicated by your manager. Employees on paid or unpaid leave are under no greater or lesser risk of being given an affected status notice.

However, being on leave could mean management fails to properly notify you or maintain communication, which could give rise to legitimate complaints. Please visit this webpost for more information about how WFA applies to you if you are on leave or set to go on leave.

What happens if I am in an acting position and my substantive position is affected by WFA?

Your rights and obligations remain the same regardless of your acting status. If your substantive position is eliminated due to WFA, you will no longer be eligible to occupy your acting assignment. You will have the same rights as any other employee to all provisions of the WFA Appendix.

Do I need to repay my maternity leave or parental leave allowance (top-up) if I volunteer to participate in the Voluntary Departure Program or alternation?

Maternity and parental allowances do not have to be reimbursed when an employee chooses to leave the public service due to workforce adjustment. This rule applies to any employee who selects any option under Article 6.4 of the Workforce Adjustment Appendix of your collective agreement, regardless of the reasons for choosing the option. It could be because they were declared opting, are an alternate, or resign under the VDP.

Compensation, benefits, and pension impacts

Understand how workforce adjustment may affect transition payments, severance, benefits, and pension-related questions.

Transition Support Measure and severance

How is my transitional support measure calculated, and is it in addition to severance?

In Annex B of the WFA Appendix, you will find the years of service calculations for the transition support measure (TSM). Article 60 – Severance Pay of your collective agreement provides a calculation of severance in the event of layoffs and is additional to the TSM. You are also entitled to a payout of any vacation balance outstanding.

The calculation of years of service for TSM purposes follows the TBS definitions of continuous and discontinuous service, which is one or more periods of service in the Public Service as defined by the Federal Public Sector Labour Relations Act (FPSLRA).

Under these definitions, all periods of leave without pay (LWOP) exceeding three months are excluded from the calculation of years of service, with the following exceptions:

  • Illness
  • Maternity
  • Parental
  • Educational leave when it is determined to be to the benefit of the employer
How are my years of service calculated for the Transition Support Measure?

“Years of service in the public service” for the purposes of the Transition Support Measure is calculated based on continuous/discontinuous service, which “is defined as one or more periods of service in the public service as defined by the Federal Public Sector Labour Relations Act (FPSLRA).”

All periods of leave without pay exceeding three months are excluded from the calculation of years of service, with the following exceptions:

  • Illness
  • Maternity
  • Parental
  • Educational leave when it is determined to be to the benefit of the employer

The FPSLRA applies to Schedule I, IV, and V employers. CRA, Parks Canada and CFIA are all Schedule V employers. Crown corporations are Schedule III employers and, therefore, years of service at these would not be included in the calculation of years of service in the public service (for example, the National Gallery of Canada, the National Capital Commission, or the International Development Research Centre). Military members are not subject to the FPSLRA and, therefore, these years of service are also not included.

When will I receive my transitional support measure?

The TSM is issued no sooner than the effective date of the employee’s notice of resignation and can be paid in one or two lump sums over a maximum two-year period. See Article 6.4.1b) of the Workforce Adjustment Appendix of your collective agreement.

How long does it usually take for the Pay Centre to issue the Transition Support Measure or severance?

For most work types related to workforce adjustment and related terminations, including the issuance of the Transition Support Measure, the service standard is 25 business days. Once a WFA-related termination case arrives at the Pay Centre, a compensation advisor is assigned to guide the opting employee through the required steps, manage the file through to completion, and ensure that separation payments are issued in a timely manner.

It is important to note, however, that timely issuance of final payments is dependent on the receipt of the completed severance and TSM option forms that the assigned compensation advisor will provide to the employee for completion. Delays in receiving completed documents from the employee will impact timelines for the issuance of these payments.

Is the TSM taxable or pensionable?

Yes, the TSM is taxable. No, it is not pensionable.

How is my severance calculated if I previously cashed it out?

Article 60 on Severance in the collective agreement requires first calculating the amount of severance owed based on total years of continuous service and then the total amount of the prior termination benefit is subtracted from this amount.

However, if they cashed out their 15 years of service in 2012 (an entitlement of 17 weeks), they will now be entitled to 15 weeks of severance (32 weeks minus 17 weeks).

For example, a member who has 29 years of service is entitled to 32 weeks’ pay of severance.

How are my group insurance benefits affected if I am in a workforce adjustment situation?

Your Public Service Health Care Plan (PSHCP) and Public Service Dental Care Plan (PSDCP) will be affected as follows:

If you are laid off under a workforce adjustment situation and have a lay-off priority status (unpaid) — meaning you have not received a reasonable job offer and have come to the end of your 12-month paid surplus period — you will be eligible to maintain your PSHCP and PSDCP coverage for up to a one year period by paying both the employee and employer share of the PSHCP and PSDCP contributions.

If you resign and accept a Transition Support Measure (TSM), your PSHCP and PSDCP benefit entitlements will stop on the day you stop being employed in the public service.

If you accept a TSM, plus the Education Allowance, you may choose to go on leave without pay for up to two years and can continue your PSHCP and PSDCP coverage by paying both the employee and employer share of the PSHCP and PSDCP contributions. Following these two years, if you do not receive a reasonable job offer, you will be eligible to maintain your PSHCP and PSDCP coverage for up to one year by paying both the employee and employer share of the PSHCP contributions and the PSDCP contributions.

If you are eligible to receive an immediate public service pension benefit at retirement age, you may apply to continue your coverage under the PSHCP as a retired member.

You may also apply for coverage under the Pensioners’ Dental Services Plan (PDSP) as a retired member when in receipt of your immediate public service pension benefit.

Source: Life events: public service group insurance benefit plans (Canada.ca)

I am receiving disability insurance benefits from Sun Life. Will those benefits be reduced if I receive the Transition Support Measure?

Sun Life does not offset any severance or Transition Support Measure payments as “other income.” You are entitled to keep the full value without your disability insurance benefits being reduced.

Pension waiver and retirement eligibility

What counts as involuntary retirement?

A retirement is involuntary when an indeterminate employee resigns or is laid off under workforce adjustment because of:

  • A lack of work
  • The discontinuance of a function
  • A relocation of a work unit where the employee does not wish to relocate
  • An alternative delivery initiative.

To be considered involuntary, you did not receive a Guarantee of a Reasonable Job Offer and you did not receive an education allowance.

How do I request a pension waiver?

A pension waiver must be requested by the person who acts as deputy head, typically the chief executive officer for Parks. Deputy heads do not have the authority to approve or deny waivers, they only certify whether the employee meets the eligibility criteria. You may ask your manager to have the form completed by the deputy head and submit it to the Government of Canada Pension Centre.

The form must be sent to the plan administrator, the pension centre for federal employees, who will process the waiver if all conditions are met.

Does this also apply to members at CRA, CFIA, and Parks Canada?

Yes. Separate agencies follow the same pension waiver guidelines as Treasury Board departments. They must also ensure that involuntary departure benefits do not exceed those offered under Treasury Board.

However, non-Treasury Board employees are not eligible if any of the following apply:

  • You receive an Education Allowance or similar benefit;
  • You refuse a reasonable job offer or hold a Guarantee of a Reasonable Job Offer;
  • You receive a surplus period longer than 12 months;
  • You receive a Transition Support Measure over 52 weeks;
  • You receive greater involuntary departure benefits than those offered.

Involuntary departure benefits refer to any WFA-related benefit in which the duration or amount exceeds what is provided in the core public administration. This includes differences in the surplus priority/preferred period (Option A), Transition Support Measure (Option B), or Education Allowance (Option C).

Can a deputy head refuse if I qualify?

No. Deputy heads do not have the authority to approve or deny waivers, they only certify whether the employee meets the eligibility criteria.

Am I eligible if I chose Option A (surplus priority) and don't get a job?

Yes, if you are eventually laid off (involuntary termination) or if you voluntarily resign during the 12–16-month surplus period, you are still eligible for the pension waiver. For members working at CRA, if you receive a preferred surplus period longer than 12 months, you are not eligible unless you request layoff at 12 months.

Am I eligible if I choose Option B (transition support measure)?

Yes, an opting employee who chooses Option B is eligible for the pension waiver.

Am I eligible if I chose alternation?

Yes, but only if you selected Option B and meet all the other criteria.

Am I eligible if I leave under a voluntary departure program?

Yes, if you meet the eligibility criteria and select Option B. You are not eligible if you choose Option C (education allowance).

What are greater involuntary departure benefits?

This refers to any WFA-related benefit in which the duration or amount exceeds what is provided in the core public administration. This includes differences in the surplus priority/preferred period (Option A), transition support measure (Option B), or education allowance (Option C).

When do I apply for my pension if I am alternating?

While it is important to start right away with gathering all the information required to make this decision, it is important to emphasize that formal notice of retirement should only be given following approval of an alternation request.

That said, once an alternation is approved, you will finalize the date of retirement with your employer. The employer is required to forward this notice and date to the Government of Canada Pension Centre to calculate and process your pension and benefit entitlements.

In the interim, you can contact the Pension Centre at 1-800-561-7930 to obtain a retirement information package.

Alternation

Learn who can participate in alternation, how matching works, and what rights and support are available.

What alternation is and who can use it

What is alternation?

Alternation is a powerful tool to reduce involuntary layoffs and provide flexible options for both affected and non-affected employees. It is a negotiated process under the Workforce Adjustment Appendix that allows affected indeterminate employees who have been declared surplus and made opting to exchange positions with non-affected indeterminate employees who voluntarily want to leave the Parks Canada Agency.

Who can alternate?

Alternations can take place between qualified candidates working at the Parks Canada Agency. Opting employees have 120 days to decide on one of three options or to alternate with a non-affected employee. Employees who are in the 12-month surplus priority period under Option A can also alternate.

Does my employer participate in alternation?

Yes. The Parks Canada must participate. However, alternation can only occur between employees at Parks Canada.

To maximize alternation opportunities, create an alternation profile on the PSAC Alternation Platform, and the Parks alternation platform (when it becomes available).

What is considered an equivalent position?

Two positions are equivalent if they are at the same group and level or if the higher-paid position’s maximum salary is no more than 6% higher than the lower paid position.

How can alternation help me?

Alternation works as a job-saving strategy by allowing an affected employee to remain employed while enabling a non-affected employee to leave with the benefits outlined under Option B or C.

How long do I have access to alternation?

Opting employees may pursue alternation during their 120-day opting period. Those who choose Option A (12-month surplus status) may also pursue alternation until the end of their surplus period, or until they accept a reasonable job offer. However, if an employee alternates during their surplus period, their non-affected alternate’s TSM will be reduced by each week that the surplus employee has been in their surplus period at the time of the alternation request.

Finding and confirming a match

How can I find a match?

If you are an opting or surplus employee looking to alternate, or a non-affected employee who wants to leave:

  • Advise your manager in writing
  • Request in writing that your employer provide details about the current alternation process
  • Connect with other eligible employees
  • Use PSAC’s alternation platform to connect with other PSAC members
  • Join the Parks alternation platform when it becomes available.

To improve your chances:

  • Contact multiple potential alternates
  • Advise your manager in writing
  • Keep track of all potential matches
  • Request in writing how your employer plans to assist
  • Request email follow-ups after phone conversations
  • Save all emails in a secure location
  • Be assertive and follow up on timelines
  • Keep your union representative informed
  • Use PSAC’s alternation platform.
What are the requirements for alternation?

A successful alternation must:

  • Permanently eliminate the surplus employee’s position
  • Involve an affected employee who meets all qualifications and language requirements
  • Occur on the same day for both employees
  • Not involve a domino effect or future considerations.
Is there a deadline to submit my interest in alternation?

Non-affected employees can express interest in alternation at any time. Opting employees may pursue alternation during their 120-day opting period. Those who choose Option A (12-month surplus status) may also pursue alternation until the end of their surplus period, or until they accept a reasonable job offer.

What if I change my mind after putting my name forward for alternation?

You can withdraw your request at any time prior to exchanging positions.

What do I need to do after I find a potential match?

Once a match is identified, both employees should notify their manager and local union representative in writing. Include:

  • The name of the other employee
  • Ask your manager/HR officer to meet their obligations
  • A short response deadline (2–3 days) to avoid delays.
What if I can't find a match?

If no match is found within the 120-day opting period, you must decide:

  • If you choose Option A, you can continue searching during the 12-month surplus priority period.
  • If you choose Option B or C, you are no longer eligible to alternate.
What are the options for employees without a reasonable job offer?

If an employee is declared surplus and does not receive a guarantee, they become an opting employee and must choose within 120 days:

  • Surplus with priority status for 12 months
  • Transition support measure
  • Education allowance.

All opting employees are entitled to up to $1,200 for counselling services.

What are the benefits for alternates who leave the Parks Canada Agency?

Employees who alternate to leave are entitled to either Option B or Option C:

  • Option B – Transition support measure
  • Option C (i) – Education allowance plus up to $17,000 for reimbursement.

If an affected employee alternates during their 12-month surplus priority period, the non-affected employee will receive a reduced benefit.

Is the alternate entitled to the full transition support measure?

Yes, if the alternation happens during the opting employee’s 120-day period. If it happens during the surplus preferred period, the benefit is reduced by one week for each completed week after surplus status began.

Can my employer refuse an alternation?

Alternation is a contractual obligation under the collective agreement. Managers can only refuse a request if they can demonstrate that the match won’t retain the necessary skills required to meet operational needs, and retraining couldn’t address the perceived skill gap.

What are invalid reasons to refuse an alternation?

Alternations should not be denied because:

  • The alternate’s branch doesn’t want to participate
  • The Agency has future reorganization plans
  • The language requirements may change
  • The Agency isn’t meeting their obligations
  • The surplus employee is not a perfect match
  • A manager cannot deny alternation simply because they were planning to leave a position vacant after an employee’s future retirement unless the employee has already provided formal notice.
Can an alternation be denied based on relocation?

No, if the surplus employee has found a suitable match with a non-affected employee in a different location and is willing to move to that location, management may not refuse the alternation due to relocation.

Can my alternation request be denied if I do not meet the security clearance or second language requirements of the position?

It depends. If you have been denied the security clearance required or unable to pass the required second language evaluation, your alternation request may be denied.

However, a request for an alternation cannot be refused solely on the basis that you do not currently have these requirements. The employer should arrange the second language evaluation or submit a security clearance request and make the determination based on the results.

Additionally, an alternation request cannot be refused based solely on the timeliness of an administrative process, such as a second language evaluation or security check.

What should I do if I suspect unfair denial or delays?

If you think your alternation request is being delayed or denied without proper justification:

  • Keep detailed written records of all conversations
  • Always ask for email follow-ups after verbal discussions
  • Stay in contact with your union representative and discuss the possibility of filing a grievance.
What can the union do if the employer is denying or ignoring requests?

The union can take action to support you, including:

  • Raise issues at joint WFA committees
  • Provide advice and support
  • Assist you in filing a grievance
  • File group or policy grievances if the alternation problems extend to other employees.
Has the union filed grievances on alternation in the past?

Yes. During the 2012–2014 Deficit Reduction Action Program, many alternations were denied. The PSAC and many of its members grieved these management obstacles and won. The remedy forced the employer to reinstate workers and revisit alternation situations. The policy grievance decision was significant in clarifying key employee rights.

Do I qualify for salary protection if I alternated with someone whose salary was 6% lower?

No.

Salary protection only applies to members moved into lower-level positions and not equivalent positions, which is the case with an alternation.

How do I create an account if I don't know my PSAC member ID?

You don’t need your PSAC member ID to create an account. However, you do need to be a member in the PSAC database. If our records don’t have your current name or email, that may cause an issue. If you need support creating your account, please contact PSAC.

How do I edit my posting?

Click on the Profile tab at the top of the page. At the bottom, you’ll see an option for If you want to delete your posting, you’ll have to delete your account. Click Confirm and your posting will be removed. Deleting your account will also remove your access to the platform.

Why can't I see postings for other employers?

Alternation can only occur between employees who have the same employer. For example, employees under Treasury Board can alternate with each other, but not with employees at CRA, Parks Canada, or CFIA.

Why isn't the alternation platform anonymous?

The platform was designed to help PSAC members connect directly with one another to explore potential matches and take advantage of this important provision in the collective agreement. A key part of setting up a successful alternation is being able to contact the other member to discuss details. For that reason, your name, email, and job information are visible to other registered members.

I'm not a PSAC member. Can I still use the platform?

No. This platform is exclusively for PSAC members. If you belong to another union, please check with them directly, as other federal unions may have their own systems to support members through the alternation process.

You can also explore the Treasury Board alternation platform on the TBS Application Portal (TAP), and, if applicable, a departmental alternation platform (not all departments have created a platform).

How will I know if someone is interested in alternating with me?

The platform helps you identify potential matches. If another member is interested in your posting, they can reach out to you directly using the email address linked to your account. All communication between members takes place outside the platform. We encourage you to be proactive in your search for a match.

What happens after a potential match is submitted?

Once you’ve identified a potential match, both of you must bring the proposal to your managers for review and approval. The employer makes the final decision. They cannot unreasonably deny requests or delay to the point of preventing the alternation from taking place. If your request is denied, ask for the reasons for the denial in writing and reach out to your PSAC component for support.

Getting help

How do I get help with workforce adjustment?

For more information and resources, visit the workforce adjustment page. Helpful tools include the member guide, affected employee checklist, alternation platform, process flowchart, and glossary.

For personal assistance, contact your local representative, PSAC component, or PSAC regional office.

Early Retirement Incentive

Find information about the Early Retirement Incentive (ERI) and how it relates to, but remains separate from, workforce adjustment.

Understanding the ERI

What is the Early Retirement Incentive?

The ERI allows eligible members 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.

Budget 2025 received Royal Assent on March 26, 2026. This means that the government’s temporary, voluntary ERI program is now in effect. Consider your options before deciding if this new program is right for you.

Eligible employees can apply to retire with an unreduced pension until July 24, 2026, and approved applicants must retire by January 20, 2027.

Do I qualify for the ERI?

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.

Consider your options before deciding if this new program is right for you.

If I qualify for ERI, is approval guaranteed?

No. Even if you meet the age and service rules, the government says your Deputy Head must still confirm that:

  • the organization needs to reduce its workforce
  • services will be maintained
  • operational or business needs will continue to be met

That means ERI is discretionary. Meeting the basic eligibility rules is only one part of the process.

ERI and workforce adjustment

I received a letter saying I may be eligible for ERI. Does that mean I should apply?

No. A letter means you may be eligible to apply. It does not mean you will be approved, and it does not tell you whether ERI is actually the best option for you. The government says approval still depends on Deputy Head review and whether your departure fits workforce reduction and operational needs.

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.

Consider your options before deciding if this new program is right for you.

I’m in a WFA process now. Can I still apply for ERI?

No, you can only access one or the other. You will have to review the implications of accessing WFA entitlements compared to the ERI to determine which is most advantageous for you.

If I qualify for a pension waiver under WFA, should I look at that before ERI?

Yes. If you qualify for the pension waiver under WFA, that is generally the option to compare first, because WFA may also come with other negotiated entitlements that ERI does not provide.

What am I potentially giving up if I take ERI?

Depending on your situation, taking ERI could mean giving up other entitlements negotiated under collective agreements to reduce the harm of job cuts, including:

  • A cash payment based on years of service (the Transition Support Measure)
  • Up to $17,000 in reimbursable educational expenses
  • Up to $1,200 for counselling services to support potential re-employment or retirement, including financial counselling and job placement assistance
Does ERI offer any cash payment?

No. ERI offers an unreduced pension if approved, but it does not come with the cash payments or supports that may be available through WFA pathways. That is why the real comparison is not just reduced pension versus unreduced pension.

Comparing options and making a decision

I’m in my 120-day opting period. How should I compare ERI with my WFA options? CFIA; I’m in my 120-day opting period. How should I compare ERI with my employment transition options?

There is no one-size-fits-all answer. This is exactly the kind of situation where you need to compare:

  • what ERI would give you
  • whether you may qualify for an existing pension waiver
  • the value of any TSM, Education Allowance, or other WFA entitlements
  • how much flexibility you are willing to give up
If I apply for the ERI, can I change my mind later?

The government says that once your manager accepts your resignation, you can no longer withdraw your ERI application. Your retirement date becomes irrevocable, unless the Pension Centre later decides you do not meet the eligibility requirements.

What should I do before making a decision?

Before applying for ERI, members should:

  • Get a pension estimate by signing in to My GC Pension Portal to create or view your pension estimates (accessible only on the Government of Canada network), by using the basic pension calculator, or contacting the Pension Centre.
  • Calculate the value of possible existing entitlements, including the Transition Support Measure or Education Allowance, using PSAC’s member materials for guidance.
  • Check whether you may qualify for an existing pension waiver under the WFA Appendix.
  • Speak with your PSAC component or local union representative before making a decision.
  • Contact the Pension Centre or book an ERI pension counselling appointment
  • Consider getting independent financial advice.
I want to leave the public service, but I’m not an affected employee. Is ERI my only option?

Alternation allows a non-affected indeterminate employee to swap positions with an affected or surplus employee, allowing the affected employee to remain employed while the alternate leaves the public service. If you alternate to leave, you may be entitled to Option B: Transition Support Measure and/or Option C(i): Education Allowance, including the same lump sum plus up to $17,000 in education expenses. That means for some members, alternation may be a more valuable pathway than ERI.