Language of work: A harmonized approach across the Defence Team
July 27, 2026 – Defence Stories
Estimated read time – 2:25
To better meet the requirements of the Official Languages Act (OLA) and foster a workplace that respects the linguistic rights of all personnel, the Department of National Defence (DND) and the Canadian Armed Forces (CAF) have adopted a new approach to language of work.
Aligning language of work with linguistic regions
Previously, many DND organization and CAF units were assigned a linguistic designation—English, French, or bilingual—through the Canadian Forces Organization Orders (CFOOs). For CAF units, and for DND organizations covered by the CFOOs, these designations determined the language of work within that organization or unit.
However, this approach presented challenges. Many organizations and units located in unilingual regions experienced difficulties meeting their language obligations, resulting in founded complaints and frustration.
To address this issue, DAOD 5039-2, Official Languages in the Workplace, enacted in January 2025, introduced an important change: language of work in the Defence Team is now determined more closely in alignment with the region in which the organization or unit is located, based on the List of Bilingual Regions of Canada for Language-of-Work Purposes established under subsection 35(2) of the OLA. As a result, linguistic designations have been removed from the CFOOs.
In other words, organizations and units are no longer designated as English, French, or bilingual. Instead, the language of work is now determined by the linguistic region in which the organization or unit operates.
In bilingual regions: supporting the use of both official languages
DND organizations and CAF units located in bilingual regions are required to provide a work environment conducive to personnel using the official language of their choice.
In practical terms, this means that, where applicable, personnel in bilingual regions have the right to use English or French in workplace activities and services such as:
- Internal meetings;
- Internal communications and documents;
- Work instruments;
- Supervision;
- Performance evaluations;
- Training and instruction;
- Central services; and
- Personal services.
This approach supports a bilingual workplace where personnel can use the official language of their choice across key workplace activities and services.
In unilingual regions: the predominant official language remains the language of work
Organizations and units located in unilingual regions operate primarily in the official language that predominates in the province or territory where they are established.
This means the following activities and services that are common to CAF members and civilian employees are generally provided in that language:
- Internal meetings;
- Internal communications and documents;
- Work instruments;
- Supervision; and
- Central services.
The following activities and services to civilian employees are generally provided in that language:
- Performance evaluations;
- Training; and
- Personal services.
CAF members have access to the following arrangements:
- Performance appraisals in the official language of their choice;
- Individual Training and Education (IT&E) in the official language of their choice; and
- Certain personal services in both official languages, where applicable.
Services to CAF members and their families
Beyond the requirements of the OLA, the CAF has committed to providing personal services in both official languages to CAF members and their families, in accordance with recommendations made in 1998 by the Standing Committee on National Defence and Veterans Affairs.
Going beyond minimum requirements
While language obligations vary depending on the region, organizations and units located in unilingual regions are encouraged to go beyond the minimum requirements whenever circumstances permit. Doing so helps strengthen inclusion and reinforce respect for Canada's linguistic duality across the Defence Team.