Pregnancy and workplace rights during postings outside of Canada
September 4, 2026 - Defence Stories
Estimated read time – 1:35
All Canadian Armed Forces (CAF) members have the right to a workplace free from discrimination. This includes harassment based on pregnancy, childbirth, or family status.
The CAF recognizes that pregnancy, childbirth, and family status raise important workplace and human right considerations. The ability to work without discrimination or harassment based on pregnancy, childbirth, or family status is a fundamental human rights protection. No one should face negative impacts at work due to their family status.
Under the Canadian Human Rights Act, the CAF must accommodate the needs of pregnant members.
OUTCAN service
Members posted outside Canada (OUTCAN) may qualify for maternity and parental leave and benefits, as outlined in the Queen’s Regulations and Orders for the Canadian Forces, along with relevant orders, instructions, and policies.
A member’s pregnancy or decision to take maternity or parental leave shall not be used as justification to shorten, end, or otherwise negatively affect an OUTCAN posting. Once a pregnancy is known, a discussion will take place to determine the member’s needs, as well as any operational requirements that may need to be considered. A plan may be developed with the member and their chain of command to address the member’s needs while considering applicable operational requirements.
Member entitlements
The CAF will help pregnant members maintain their health, safety, and welfare throughout pregnancy and birth, in accordance with Defence Administrative Order and Directive 5003-5, Pregnancy Administration. In support of this policy, CAF members are provided adequate time away from military duties with compensation so that they can recuperate from childbirth and care for their newborn child, free from undue financial or duty-related concerns.
A member entitled to maternity or parental allowance under Compensation and Benefits Instructions (CBI) 205.461 continues to receive these benefits if they remain at their post. The allowances and benefits they were entitled to receive immediately prior to commencing leave will remain in effect. However, the following allowances are adjusted in accordance with CBI 205.461:
- Section 14 - Foreign Service Allowances;
- Section 15 - Post Living Allowance; and
- Section 16 - Post Differential Allowance.
Discrimination or harassment based on pregnancy, childbirth, or family status is strictly prohibited and will be addressed promptly and seriously by the chain of command.