Modernizing our work model

On this page

• Why hybrid work
• Implementation of hybrid work model
• Letters of agreement on telework
• Remote work and telework
• Maintaining healthy and safe workplaces
• Mental health and well-being
• Duty to accommodate

Why hybrid work

Prior to the COVID-19 pandemic, most public servants worked on site full time. Flexible work arrangements, such as hybrid work models, were the exception. During the pandemic, we adopted a remote-by-necessity work model, which showed us that we could work differently.

The federal public service has chosen to adopt a hybrid work model, the same is happening in many organizations throughout public and private sectors. It is important that we continue efforts to learn from our experience and strengthen our understanding of hybrid work while applying lessons learned.

This work model was implemented on March 31, 2023, and allows federal public servants the flexibility to telework 2 or 3 days a week, or 40 to 60% of their regular schedule.

Shared in-person experiences are essential to cohesive, collaborative and high-performing organizations and ensure receiving services is the same across the government and the country. As our number one priority continues to be delivering quality services to Canadians, this work model will allow for the recruitment of top talent across Canada. It also balances employees’ desires for greater flexibility with the employer’s need to have on-site presence.

The direction on prescribed presence at the workplace applies to the over 262,000 employees of the core public administration, and it is strongly recommended that separate agencies adopt a similar strategy.

On January 16, 2023, a phased introduction began to allow for a smooth transition with full implementation achieved by March 31, 2023.

Consult the full timeline

Implementation of hybrid work model

The Treasury Board of Canada Secretariat conducted an evaluation on how the hybrid work model was implemented in the core public administration as of March 31, 2023. As part of the exercise, organizations were asked to report on on-site requirements and seating arrangements implemented. 

Most organizations (88%) are requiring employees to be at their designated worksite at least 2 days per week, while others have adopted a minimum requirement of 2.5 days per week (2%) and 3 days per week (10%).

20% of organizations report having different on-site requirements for executives. Of these organizations, executives were asked to be on-site up to 3 days per week.   

Most organizations (88%) are using unassigned seating. Of these organizations, 83% are using strategies such as office neighbourhoods to allow frequent collaborators to sit near each other while in the workplace. 

Letters of agreement on telework

In the context of negotiations that took place in the spring of 2023, several bargaining agents and the employer signed letters of agreement on telework that sit outside of collective agreements. These letters of agreement confirm the shared understanding on telework between bargaining agents and the employer. The hybrid work model, the direction on prescribed presence at the workplace and the current Directive on Telework, all  continue to apply. 

Consult the letters of agreement on telework

Remote work and telework

Remote work / working remotely is a term used to describe work being accomplished in a location that is not a designated worksite. This is an employer-driven process when the health and safety of its employees are of concern. These situations generally occur during temporary and unforeseeable circumstances, such as pandemics, states of emergencies or inclement weather. The designated worksite is a physical location under the organization’s control. It is not a virtual location or a residential address. The employer determines the location of the designated worksite associated with each position.

Telework is work performed by an employee from an alternate location other than a Government of Canada designated worksite, based on a voluntary request from an employee, subject to operational requirements and management approval. A telework agreement is created and signed by the employee and the employer. The agreement must be reviewed at minimum annually and may be cancelled at any time with reasonable notice by either party.

Maintaining healthy and safe workplaces

Ensuring the health and safety of public servants is a priority for the government of Canada. Employees can be confident that effective measures continue to be taken to protect their health and safety in the workplace.

Deputy heads continue to be responsible for the health and safety of their workplaces, including appropriate cleaning and ventilation practices. Employees, visitors, and clients should continue to follow public health best practices for all infectious diseases, including staying home when sick and practicing good hand hygiene. If employees have questions about health and safety in their workplace, they should contact their department or agency's Occupational Health and Safety (OHS) program for more information.

Mental health and well-being

Healthy workplaces are the foundation of an effective, productive and engaged federal public service that is best able to serve Canadians.

While many public servants were already working on site at least 2 or 3 days a week before this hybrid model was announced, this represents a change for others.

While effective service delivery and smooth functioning of federal operations are at the top of our considerations, employee well-being remains a priority. Supports like the Employee Assistance Program and the Centre of Expertise for Mental Health in the Workplace continue to be available.

Duty to accommodate

The Directive on the Duty to Accommodate continues to apply in the hybrid work environment. If an employee faces a barrier under the 13 prohibited grounds for discrimination as listed in the Canadian Human Rights Act, they may request accommodation from their manager. The Duty to Accommodate: A General Process for Managers can assist managers in assessing accommodation needs on a case-by-case basis.