Entering a Workforce Adjustment Period- Frequently Asked Questions

Updated October 20, 2026

General Context

  1. What is Workforce Adjustment (WFA)?

Workforce adjustment is a situation that occurs when the President & CEO decides that the services of one or more indeterminate employees will no longer be required beyond a specified date because of a lack of work, the discontinuance of a function, or a relocation in which the employee does not wish to relocate. WFA provides a structured and transparent way to reduce and realign positions, while protecting the rights of indeterminate employees and giving them access to options and support.

  1. Why is Parks Canada entering a new period of WFA?

As a part of Parks Canada’s ongoing Transformation work, some activities will be adjusted, scaled back or discontinued, and the number of positions required to deliver certain programs and services will be reduced. Given the scale of the required savings, attrition alone will not be enough to meet our targets.

New work models have been finalized, and Parks Canada will be rolling out the implementation phase.

This new phase requires a new period of WFA for Parks Canada. The first phase, announced in June 2026, responded to reductions identified in the Government of Canada’s Responsible Government Spending initiative, including a reduction in Parks Canada’s executive footprint. This new phase supports the targets identified in the Comprehensive Expenditure Review, announced in Budget 2025.

Transformation and the required budget reductions will change many positions across the Agency. Some will be eliminated, others will change, and some will remain the same. WFA makes sure these changes are managed fairly and consistently. It also commits the Agency to making every reasonable effort to place employees who wish to stay with Parks Canada.

We are working to minimize involuntary departures by making full use of available tools, including attrition,  alternation opportunities and the Voluntary Departure Program (VDP) set out in the collective agreement.

Parks Canada is committed to managing WFA measures with fairness and respect, in collaboration with the union, and in strict accordance with the collective agreement.

  1. Why are so many positions included in this phase of WFA?

To implement transformation effectively, Parks Canada needed to review the organization as a whole rather than make changes in isolated areas. As our work, priorities and business requirements evolve, positions and skills must be realigned so that resources are deployed where they are needed most. Appendix K of the collective agreement provides a structured and transparent framework to do this, with established protections, options and support measures that ensure employees are treated fairly and consistently.

Receiving an affected letter does not mean you will lose your job. It means that your position may no longer be required, due to a lack of work, a discontinuance of a function or the relocation of a work unit for which the employee does not wish to relocate. As the organization identifies areas of activities being stopped or reduced, some positions will remain as they are, some will change, and some will be eliminated. This approach also gives affected employees access to the Voluntary Departure Program (VDP). When affected employees who are already considering retirement or other opportunities choose to leave voluntarily, the VDP extends some of the benefits provided by Appendix K of the collective agreement. This helps preserve critical skills and experience while reducing involuntary departures.

  1. Does this mean that all employees are affected?

No, only certain positions are impacted by the decisions being implemented at this phase. Indeterminate employees whose positions are affected or opting will be informed in meetings on October 21, 22, or 23. Term employees are not subject to WFA and will not receive a letter.

  1. How many positions are included in this phase?

As part of this phase, 2,917 employees will receive a letter informing them of their status.. These numbers do not represent job losses. Most affected employees are expected to keep a position with Parks Canada once their affected status is resolved. The Voluntary Departure Program, alternation and attrition will further reduce the number of involuntary departures.

In June 2026, 15 employees were either affected or opting during the first phase of Workforce Adjustment.

  1. Does this announcement mark the end of the Parks Canada transformation process?

No. The transformation is an organization-wide process that continues to progress. You will be informed in a timely manner as decisions are made.

  1. Is the union involved?

Yes. The union was informed in advance of this announcement, and engagement is ongoing at the national level, as set out in the collective agreement. WFA provisions are governed by Appendix K and supported by established consultation mechanisms with the bargaining agent, including the Joint Workforce Adjustment Committee. Your local union representatives are also available to support you.

Impact on Employees

  1. How will I know if I am receiving a letter?

If your position is affected or opting, you will be invited to a meeting with your PCX on October 21, 22, or 23, where you will receive your letter. As the transformation process continues, additional updates will be communicated as further decisions are made. Employees will be informed as soon as possible when decisions affecting them are finalized.

  1. What is the difference between an affected letter and an opting letter?

An affected letter means the requirement of your position is being assess. It means that your position may no longer be required, due to a lack of work, a discontinuance of a function or the relocation of a work unit for which the employee does not wish to relocate. It does not mean you will lose your job. Most employees receiving a letter will receive an affected letter.

An opting letter means the services associated with your position are no longer required. Only a small number of employees will receive one. Opting employees will be supported in choosing among the options available to them under Appendix K of the collective agreement.

  1. What does being affected mean for me?

Being affected means your position may no longer be required, due to a lack of work, a discontinuance of a function or the relocation of a work unit for which the employee does not wish to relocate. As the organization identifies areas of activities being stopped or reduced, some positions will remain as they are, some will change, and some will be eliminated.

Affected status does not change your current work. Your duties, acting appointment, assignment and seasonal schedule all continue as they are.

Over the coming months, you will learn whether your affected status is rescinded or changed to opting.

  1. I am in an acting appointment or on assignment. Will I be notified?

Your letter relates to your substantive position. You will be notified if your substantive position is affected or opting, even if you are currently working elsewhere.

  • If you receive an affected letter, your acting appointment or assignment continues as usual.
  • If you receive an opting letter, your assignment can continue during your opting period. However, the opting period and the deadline to choose your option are not extended by your assignment, and the option you choose may affect the end date of your assignment.

  1. What support is available?

Employees have access to a range of supports, including:

  • WFA entitlements and options under the Appendix K of the collective agreement (for affected and opting employees)
  • Support from your management team, including your HR Manager and HR Advisor
  • Employee and Family Assistance Program (EFAP), available 24/7 at 1-800-268-7708 (1-800-567-5803 for the hearing impaired)
  • LifeSpeak
  • Your union representatives
  • The Office of the Ombud: 1-866-787-6780 or omb@pc.gc.ca

  1. Where can I find detailed information about the WFA process?

A centralized WFA Toolkit is available on Parks Campus. It provides plain-language explanations of the WFA process, timelines, employee options, and supporting resources

Voluntary Departure Program

  1. What is the Voluntary Departure Program (VDP)?

The VDP is a program under the collective agreement that allows affected employees to choose to leave Parks Canada voluntarily.

  1. Who can apply to the VDP, and when?

Affected employees may apply within 30 calendar days of receiving their letter. Approval is not guaranteed where the position of the employee is no longer affected or that the number of volunteers is larger than the required number of positions to be eliminated. In the case of too many volunteers, they will be selected based on. For details on how to apply, consult the WFA Toolkit or your HR Advisor.

  1. If I leave Parks Canada through WFA, can I be rehired?

If you received pay in lieu of an unfulfilled surplus period, a Transition Support Measure (TSM) or an Education Allowance and are re-appointed to the Agency, you must reimburse an amount corresponding to the period from the date of re-appointment to the end of the original period for which the TSM or Education Allowance was paid.

Alternation Process

  1. What is the alternation process?

The alternation process allows opting employee who wishes to remain in the Agency to exchanges positions with a non-affected employee willing to leave the Agency while offering some of the benefits covered within Appendix K of the Collective Agreement.; The jobs must be alike; the opting employee must meet the requirements of the position of the non-affected employee; the person leaving may choose Option B or C(i) as presented in Paragraph 6.4 of Appendix K of the collective agreement.

For more information, including the process and requirements, please consult the Alternation section of the WFA Toolkit.

  1. How do I express interest in alternation?

Employees can indicate their interest through the alternation process tool available in the WFA Toolkit on Parks Campus. Additional guidance is provided.

  1. Am I guaranteed an alternation if I apply?

No. Alternation depends on finding a suitable match between employees. There is no guarantee that a match will be available.

Process and Timing

  1. What happens next?

Over the coming weeks and months, determination will be made for each affected incumbent’s position being part of this assessment, and Workforce Selection and Retention Exercises (WSREs) will be conducted where required. Employees will continue to be supported throughout the process, and updates will be provided as decisions are confirmed.

  1. Will there be additional workforce adjustment announcements?

It is possible that additional workforce adjustment announcements will occur as the transformation process continues, and further decisions are made to meet savings targets identified in the Government of Canada’s Comprehensive Expenditure Review. Impacted employees will be informed as soon as possible. Updates will continue to be shared as decisions are finalized, and employees will be kept informed.

We will continue to leverage attrition and workforce planning, aiming to minimize impacts on employees to the maximum possible extent.

Parks Canada is committed to managing WFA measures with fairness and respect, in collaboration with the bargaining agent, and in strict accordance with the collective agreement.

Centralized Sources of Information and Updates

  1. Where can I find the most up-to-date information?

The most current information is available on:

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