On-site presence in the public service
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Hybrid work in the federal public service
On February 5, 2026, the Government announced its intention to increase the on-site presence of executives and employees who are eligible for hybrid work. Since May 4, 2026, executives have been required to work onsite 5 days per week.
In May 2026, the Government confirmed that, as of July 6, 2026, all other employees eligible for hybrid work will be required to work onsite four days per week.
Many organizations currently have sufficient space to accommodate the increase to on-site presence, with a combination of assigned and unassigned seating. Others may need added capacity. In those cases, Deputy Ministers may stagger their implementation schedules to match their workplace realities, while aiming to maximize the on-site presence of employees beginning July 6.
This approach is to support the Government’s ambitious agenda. Increasing on-site presence is about increasing organizational performance, building stronger teams and culture, and ultimately being fully focussed on fulfilling our mandates and serving Canadians.
Engagement with bargaining agents
The Treasury Board of Canada Secretariat held four engagement sessions with bargaining agents to seek their input on implementing this plan. These discussions focused on important elements, such as the duty to accommodate, the application of exceptions in the Direction on prescribed presence in the workplace, and occupational health and safety.
These discussions also underscored the value of assigned seating to enhance collaboration among teams. As a result, increased on-site presence includes a commitment to assigned seating for the majority of employees, recognizing it will be achieved over time for some organizations.
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 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 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.
Requests for accommodation must be assessed by each department on a case-by-case basis, that is, considering facts and circumstances that may be unique to the individual or the worksite, and always in accordance with the associated Government of Canada policy instruments.
The Duty to Accommodate: A General Process for Managers can assist managers in assessing accommodation needs.