Integrated strategy for human resources and pay
Transformation: Transitioning to a new solution
Since 2018, we’ve been working toward a single modern human resources (HR) and pay system that better serves employees. The Government of Canada is taking the next step to replace the Phoenix pay system—improving how HR and pay services are delivered across government.
On this page
Testing Dayforce
Dayforce Inc. provides Dayforce, a cloud-based platform that integrates HR and pay in one place.
As part of the Government of Canada’s HR and pay transformation, Dayforce is being tested in real federal HR and pay environments to ensure it meets operational needs.
Learning from the past
We are developing the new HR and pay system using lessons learned from the Phoenix pay system.
A 2018 independent review by Goss Gilroy Inc. identified key issues with the Phoenix rollout, including:
- underestimating complexity
- reducing capacity too early
- launching without sufficient readiness
- limited oversight and benefits tracking
The HR and Pay Transformation Project is addressing these issues by:
- standardizing HR and pay processes
- strengthening system and data readiness
- rolling out in phases with defined readiness criteria
Feasibility and testing
In 2025, a multi-year feasibility project confirmed that Dayforce can meet the Government of Canada’s HR and pay needs.
This work included:
- designing the system
- end-to-end testing
- checking results
- analyzing costs
Testing is ongoing to confirm system performance, ensure departments are ready and support a phased rollout.
Results
The feasibility and testing work demonstrated that Dayforce is a good fit for the Government of Canada. These results are explained in two key reports:
- Final Findings Report – Demonstrates that Dayforce is a viable solution that can meet the Government of Canada’s HR and pay needs.
- Feasibility Report – Confirmed that Dayforce can be used once more preparation and validation is done.
Together, these reports confirm that Dayforce can meet government requirements and be introduced in a manageable and lasting way. Overall, results are positive. However, more work is needed before the system is ready to be used in day‑to‑day operations.
Building and preparing Dayforce for use
Dayforce is being configured and tested in close collaboration with departments and agencies.
A phased approach is being used to reduce risk and support a smooth transition to the new solution.
During implementation, current systems will operate alongside Dayforce to ensure employees continue to be paid accurately and on time.
Strengthening data management
The transformation also includes improvements to how employee data is managed.
We are working to:
- improve data quality
- support better data sharing between HR and pay systems
- use modern tools that allow systems to work together
The goal is one complete and consistent employee record, from hiring to retirement.
Next steps
We are finalizing the rollout timeline, based on:
- addressing gaps identified during feasibility
- completing system development and testing
- confirming readiness of initial organizations
A final decision on rollout will be made once all readiness conditions are met.
Phased rollout
Dayforce will be introduced in stages across the Government of Canada.
Deployment will begin with the following departments:
- Canadian Nuclear Safety Commission
- Public Services and Procurement Canada
- Shared Services Canada
These early waves are intentionally small. They allow us to test the system, validate the rollout approach, and confirm readiness before expanding further.
Before onboarding, organizations must:
- complete user testing
- implement change management activities
- prepare and validate their data
Three additional waves (Waves 2, 3, and 4) are planned, each wave will onboard a progressively larger group of employees. Wave groupings and timelines will continue to evolve based on testing results, readiness assessments, and early rollout experience.
Wave 2 is expected to begin after the Vanguard waves are stable. Final timing and participating departments will be confirmed closer to deployment to ensure risks are well managed.
For more information about the rollout, see the readiness timeline.