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Navigating Workforce Adjustment in the Government of Canada

Noémie Müller

Canadian Parliament

Workforce adjustment (WFA) is one of those topics that immediately triggers anxiety for public servants. The mere mention brings questions, confusion, and sometimes outright stress. While the process is designed to ensure fairness and support for employees, it’s clear that many still feel lost and unsure of what lies ahead, rightly so.


Lately We’ve been seening these concerns surface in various spaces, especially online communities, where public servants share their experiences, vent frustrations, and seek advice. Inspired by these conversations, we’ve put together a breakdown of key questions and challenges surrounding WFA. Whether you’re directly affected or just looking for clarity, we are here to help.



What is Workforce Adjustment?

Workfoce adjustment normally happens when positions are declared surplus due to organizational restructuring, budget cuts, or changes in priorities. The goal is to align staffing levels with operational needs while minimizing the impact on employees.

In Canada the process is governed mostly by the Workforce Adjustment Directive (WFAD), which outlines the rights and responsibilities of both the employer and employees. It’s meant to ensure transparency, fairness, and support.


The WFAD in itès entirety can be found here.


However we know that navigating a large document like that when you are stressed can be overwhelming and the Public Service Alliance of Canada has great breakdowns of what WFA may mean for you here.


Common Concerns (and What You Need to Know)


  1. What happens if my position is declared surplus? If your position is declared surplus, you’ll be notified and provided with options under the WFAD. These may include seeking another position within the government, accepting a departure package, or transitioning to retirement if eligible.

  2. Will I lose my job immediately? Not necessarily. There are mechanisms in place, like the priority entitlement system, which gives affected employees preferential consideration for new roles in the public service. The process is designed to help redeploy talent wherever possible.

  3. What support is available during this process? The WFAD has provided various forms of support previously, including:

    • Access to career counseling and job search assistance.

    • Training opportunities to enhance employability.

    • Financial compensation if redeployment isn’t an option.

  4. Can I negotiate my departure? Yes, there are options for employees to negotiate terms, especially if they opt for the Transition Support Measure (TSM) or an education allowance. It’s crucial to understand the details before making decisions.


What is on Everyone's Minds

“I feel completely blindsided. What do I do now?”

The first step is to educate yourself. Read the WFAD thoroughly and seek advice from your union, HR department, or colleagues who’ve gone through the process. Knowledge is power, and understanding your rights can alleviate some of the uncertainty.

“I don’t want to leave the public service. Are there realistic options for staying?”

“How can I cope with the stress and uncertainty?”


Moving Forward


Workforce adjustment is never easy, but understanding the process can make it less daunting. If you’re feeling overwhelmed, remember: you’re not alone. Thousands of public servants have navigated this before, and many have come out stronger, equipped with new skills and opportunities.


By advocating for transparency, collaboration, and empathy, we can work toward a WFA process that truly supports employees through periods of change. Let’s keep the conversation going and ensure everyone has the resources they need to succeed.


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Site by Noemie McCook-Muller

500 Terry Francine Street

San Francisco, CA 94158

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