Common hybrid work model

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    •  The Treasury Board Secretariat (TBS) updates the Direction on prescribed presence in the workplace, requiring employees of the core public administration to work on-site at least 3 days per week by September 9, 2024. In addition, executives are expected to be on-site a minimum of 4 days per week as of the same date.

    •  The Secretary of the Treasury Board and the Chief Human Resources Officer outline their expectations to deputy heads in implementing the updated direction.

    •  Date of full implementation of the common hybrid work model announced in December 2022.

  • Beyond

    •  TBS announces the implementation of a common hybrid work model across the core public administration that will see employees work on-site at least 2 or 3 days per week, or 40 to 60% of their regular schedule.

 Full timeline

Hybrid work in the federal public service

In the spring of 2023, the federal public service adopted a hybrid work model to ensure the experience of working in the public service or receiving services from it is the same across the government and across the country.

To maximize the benefits of on-site presence and to bring greater fairness and consistency to the application of hybrid, the Direction on Prescribed Presence in the Workplace has been updated.

As of September 9, 2024, public servants in the core public administration (CPA) who are eligible for a hybrid work arrangement will be required to work on-site a minimum of 3 days per week. To ensure leadership and effective support for their teams, executives are expected to be on-site a minimum of 4 days per week as of the same date.

This updated requirement reflects the benefits that consistent in-person interactions offer. These include more effective collaboration and onboarding of new talent, as well as creating a strong culture of performance that is consistent with the values and ethics of the public service.

Consult the full timeline

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 Direction on prescribed presence in the workplace and the Directive on Telework continue to apply. 

Consult the letters of agreement on telework

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.

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