FAQ: Treasury Board bargaining

Last updated August 13, 2026 

Treasury Board bargaining affects more than 130,000 PSAC members across the federal public service. These FAQs explain how bargaining works, what we're fighting for in this round, where negotiations stand, what comes next, and how you can help us build the pressure we need to win fair collective agreements.

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Understanding Treasury Board bargaining

What is collective bargaining?

Collective bargaining is how PSAC and Treasury Board negotiate changes to our wages, benefits, rights, and working conditions. The goal is to reach a collective agreement that sets enforceable terms of employment.

Our existing collective agreements have officially expired, but their terms and conditions remain in place until we reach a new agreement:

Bargaining takes time, but it follows a clear path: we gather member input, develop proposals, negotiate with the employer, use dispute-resolution processes if we hit a wall, and finally, ask you to vote on any tentative agreement.

How do we decide our bargaining priorities?

We gather proposals and feedback through an online form for input open to all members, surveys, locals, components, consultations, and bargaining conferences. We also look at goals we didn’t quite reach in past rounds, what other unions are winning, and emerging workplace trends.

Once we compile everything, we bring a representative group of members together at a bargaining conference. They discuss the proposals and priorities and give us their feedback. From there, the bargaining teams finalize the proposals we take to the table.

Bargaining Timeline: PA, EB, TC, and SV groups

Timelines: FB Group

Members of the FB bargaining group negotiate with Treasury Board, alongside Canada Border Services Agency (CBSA) management, on a different schedule.

Who represents me at the bargaining table?

Each Treasury Board bargaining unit has its own dedicated team. These teams are made up of members from your unit who were elected by delegates at the bargaining conference:

Not sure which group you're in? Check out our classification chart to match your job code to your bargaining unit.

We work hard to make sure these teams represent our diverse membership, reflecting different occupations, regions, departments, components, and equity groups. Every team is backed by a PSAC negotiator and research officer.

While we coordinate on issues that affect all Treasury Board members, each team makes its own decisions based on the unique needs of the members it represents.

Do the rules of our old contract still apply after it expires?

Yes. Even after a collective agreement expires, its terms and conditions still apply while negotiations are underway. They generally remain in place until we reach a new agreement, or lawful strike action begins, depending on the relevant labour laws.

Why does bargaining take so long?

Negotiations can drag on when the two sides are far apart, or when the employer refuses to move on key priorities. This round, Treasury Board has tabled concessions and tried to narrow down what they’re actually willing to negotiate.

We won't rush into a bad deal that weakens rights or ignores major issues. Our goal is a fair agreement, not the fastest one.

On top of that, outdated practices related to the Federal Public Sector Labour Relations Act (FPSLRA) can slow down the process and build delays into the system — especially through the Public Interest Commission (PIC) process. To see how this works, watch our video explaining the hurdles we face and learn about our campaign to modernize the FPSLRA.

Where can I read our bargaining proposals?

We post all bargaining proposals and updates on the bargaining pages for each group. You can also sign up for email updates and download our solidarity toolkit to show your support.

Where bargaining stands now

What's the latest on negotiations?

Progress has been slow because Treasury Board hasn’t made meaningful movement on wages or any of our members’ key priorities. Our bargaining teams are still fighting hard for fair pay, job security, remote-work protections, AI safeguards, and other crucial benefits.

Here’s where each groups stands:

  • PA, EB, and TC Groups: Have declared impasse and met with Labour Board-appointed mediators. Further mediation with an outside third-party mediator is scheduled for the fall for the PA Group.
  • SV Group: Chose binding arbitration as their dispute-resolution route and is continuing negotiations.
  • FB Group: Kicked off negotiations with the employer in June 2026.

Visit your bargaining page for the latest bargaining updates.

What is Treasury Board offering for wages?

Treasury Board has proposed wage increases of 2.0% in 2025, 0.5% in 2026, 0.5% in 2027, and 0.5% in 2028 for the PA, EB, TC, and SV groups.

Spread over four years, this package averages less than 1% per year. With the cost of groceries, housing, and other essentials continuing to climb, this offer doesn’t protect your purchasing power — it’s a clear pay cut.

Visit your bargaining page to view the full wage proposal.

What is PSAC proposing for wages?

Our teams have proposed a general economic increase of 4.75% per year over a three-year agreement. We're also asking for market adjustments and allowances to close longstanding pay gaps and address the unique circumstances of specific jobs.

This monetary package is designed to keep up with inflation, help recruit and retention talented staff, and ensure you’re fairly paid for the public services you deliver.

Visit your bargaining page to view the full wage proposal.

How has Treasury Board reacted to our proposals?

They have either rejected or refused to discuss all of our key proposals. The employer often claims these issues should be handled through internal policies rather than the collective agreement, or that they fall outside their “bargaining framework.”

We don't buy that. Management can change internal policies whenever they want, but collective agreement language is legally binding and enforceable. If it affects your job, your rights, or your working conditions, it belongs in the contract.

What concessions is the employer pushing?

Treasury Board has proposed rollbacks that would weaken your existing rights and give management more power. Depending on your group, these include:

  • Restricting access to certain types of leave,
  • Requiring longer notice periods for certain types of leave,
  • Changing hours of work and overtime rules, and
  • Trying to remove workforce adjustment and the dental plan from future bargaining entirely.

We have rejected these concessions flat out. We’re at the table to strengthen your protections, not weaken them.

Why did the union challenge the four-day in-office mandate during bargaining?

Imposing a major change to remote-work rules while we're actively negotiating undermines the entire process. It also violates the statutory freeze, a legal rule that prevents the employer from changing working conditions once a notice to bargain has been served.

This mandate is the perfect example of why we need clear, enforceable remote-work language written directly into our collective agreements, rather than leaving these decisions up to the whims of management.

Key bargaining priorities

What are our main goals in this round of bargaining?

While priorities vary by group, some of our major issues include:

  • Fair wages
  • Job security and workforce adjustment protections
  • Enforceable remote-work language
  • Protections against artificial intelligence and invasive workplace surveillance
  • Safe, harassment-free workplaces
  • Better leave provisions
  • Limits on contracting out
  • Classification and market adjustments
  • Fair, respectful treatment at work
Why are wages such a major issue?

Wages dictate whether you can keep up with inflation and pay your bills. When contracts fall behind the cost of living, it hurts your real income and widens the pay gap between public service workers and comparable workers in other sectors. Fair pay is the only way to recruit and retain the staff needed to deliver high-quality public services.

What are we asking for regarding job security and workforce adjustment?

We're defending the hard-won job-security and workforce-adjustment protections we've built over decades, while proposing new rules to make the process fairer and more transparent:

  • Stronger seniority rules when deciding who keeps their job.
  • Improved alternation options so affected employees have a better chance at staying in the public service.
  • Higher education allowances to support retraining.
  • Greater use of remote work to keep people employed.
  • Automatic conversion to permanent status after three years for eligible term workers.

Want to learn more about workforce adjustment? Check out our member resources, including guides, FAQs, and flow charts.

Why is remote work a bargaining priority?

Remote work affects the lives of many members: work-life balance, accessibility, recruitment and retention, office capacity, commuting costs, the environment, and how we deliver services. We want clear language in the collective agreement, so remote-work requests are evaluated fairly, transparently, and on a case-by-case basis — not governed by arbitrary caps or inconsistent department policies.

Our position is simple: remote work should be based on operational needs and the work you actually do, not a rigid, one-size-fits-none attendance policy. Remote work decisions should be grounded in data and evidence, not vibe-based “philosophical” choices.

What specific remote-work language are we pushing for?

We're fighting for an employee-centred process that requires management to genuinely consider remote-work requests, provides written reasons if they say no, avoid arbitrary limits, and offer a clear way to appeal unfair decisions.

Why is PSAC focusing on AI and privacy?

Artificial intelligence and automated systems are being rushed into government workplaces. Without clear guardrails, these tools could threaten job security, automate hiring or disciplinary decisions, increase invasive monitoring, and lead to errors, bias, or privacy breaches.

To be clear: we aren't against technology. When used responsibly and with meaningful human oversight, AI can support the delivery of critical federal public services. But technology should never be used to cut corners, compromise privacy, or replace the human expertise and judgment that people across Canada rely on.

What specific AI protections are we proposing?

Our teams have tabled a historic set of demands to protect members, including:

  • Clear language stating that technology must support — not replace — human workers.
  • A complete ban on using automated systems for hiring, discipline, or setting working conditions.
  • Strict limits on electronic surveillance and tracking used to monitor performance or discipline workers.
  • A guarantee that employees won’t be held personally liable for errors, inaccuracies, or unintended bias caused by AI tools.
  • Mandatory, paid training for all workers on new systems.
  • A requirement that the employer build internal public service skills instead of outsourcing work to private corporations.
  • A dedicated National Joint Committee on Emerging Technology to monitor the mental health, safety, and privacy risks of AI.
Do we already have rights when new technology is introduced?

Yes. Under Article 24 of our collective agreements, the employer must give us advance written notice and consult the union before bringing in new technology that affects jobs.

If you notice new AI or automated tools being rolled out in your workplace without notice, contact your union steward or local immediately.

What are we proposing on health, safety and leave?

While proposals vary by group, our main priorities include:

  • Stronger psychological health and safety rules,
  • Better protections against harassment and discrimination,
  • Renewed Joint Learning Program funding for Occupational Health and Safety Committee training.
  • Paid reproductive health leave,
  • Improved top-ups for parental leave,
  • Fairer access to education and family-related leave,
  • Safer, more manageable workloads, and
  • Workplace policies that respect your health and dignity.

Visit your bargaining page to read the bargaining proposals.

Why is contracting out such a big concern?

Outsourcing public service work often costs more, reduces transparency, erodes internal skills, and threatens jobs. We’re fighting for stronger protections so that public work stays in the public service, and we keep the skilled staff we need to deliver reliable programs and services.

Group-specific bargaining updates

What’s happening at the EB table?

Our EB bargaining team met with Treasury Board for three days of mediation in June. While the parties exchanged information and modified some proposals, there wasn’t enough movement to break the impasse.

Fortunately, the Labour Board agreed to bypass the lengthy Public Interest Commission (PIC) process for the EB Group. This cuts out months of delay and speeds up our path forward.

Key EB issues include wages and market adjustments, job security, workforce adjustment, leave, service levels, anti-discrimination/harassment policies, AI safeguards, and protections against contracting out.

For the latest updates, visit the EB bargaining page.

What’s happening at the PA table?

Our PA bargaining team went through five days of mediation in April and May without seeing any real progress. Our next mediation sessions are scheduled for September.

Fortunately, the Labour Board agreed to bypass the lengthy Public Interest Commission (PIC) process for the PA Group. This cuts out months of delay and speeds up our path forward.

Key PA issues include fair wages, remote-work protections, job security and workforce adjustment, AI safeguards, safer workplaces, better parental leave top-ups, paid reproductive health leave, mental health support for call-centre workers, and enforceable caseload limits for parole officers.

For the latest updates, visit the PA bargaining page.

What’s happening at the SV table?

Our SV bargaining team continued bargaining in June. They’re pushing Treasury Board to resolve specific, long-standing SV issues before diving into final wage talks, while resisting employer concessions that could weaken job security, leave flexibility, and pay administration.

Because SV members chose binding arbitration for this round, they cannot take strike action. If the parties can’t reach a deal, an independent arbitrator will make the final, binding decision on unresolved issues.

Key SV issues include job security, contracting-out protections, closing pay gaps, callback compensation, fairer performance-reviews, green workplace initiatives, long-service pay, and specific improvements for firefighters, hospital service workers, lightkeepers, and ships’ crews.

For the latest updates, visit the SV bargaining page.

What’s happening at the TC table?

Our TC bargaining team declared impasse after Treasury Board ignored our key priorities and offered an inadequate wage package, and they met with a Labour Board-appointed mediator in July.

Fortunately, the Labour Board agreed to bypass the lengthy Public Interest Commission (PIC) process for the TC Group. This cuts out months of delay and speeds up our path forward. 

Key TC issues include job security, parity with comparators, remote work, fair pension plan provisions, reproductive health protections, fairer management decisions, artificial intelligence safeguards, and defending hours-of-work, overtime, standby, and leave provisions.

For the latest updates, visit the TC bargaining page.

Why are different bargaining groups on different paths?

Every bargaining team is responsible for its own members. While we coordinate certain shared issues, teams move at different speeds and may use different dispute-resolution methods. For example, the PA, EB, and TC groups are on the conciliation and potential strike route, while SV chose binding arbitration for this round.

Impasse, mediation, conciliation, and arbitration

What does “declaring impasse” actually mean?

If the union and the employer hit a wall, either side can declare an impasse. This simply means we’ve gone as far as we can on our own.

Declaring an impasse does not end negotiations and does not automatically lead to a strike. It just triggers the next steps, like applying for mediation or conciliation.

What is mediation?

Mediation is when an independent third party steps in to help the union and employer find common ground and work through sticking points. The mediator doesn’t force a decision on us. Their job is to help both sides talk it out. We can still negotiate and reach a deal at any point during or after mediation.

What is a Public Interest Commission (PIC)?

A PIC is a three-person panel (made up of a chairperson appointed by the Labour Board, a union nominee, and an employer nominee) established under the Federal Public Sector Labour Relations Act (FPSLRA). It’s used when negotiations hit an impasse for groups on the conciliation/strike route.

Here’s how the process works:

  • Both sides present written and oral arguments at formal hearings to defend their outstanding demands.
  • The panel reviews the cases and issues a report with non-binding recommendations to help us reach a deal.

Because the hearings and reviews take months, the PIC process is one of the main reasons bargaining takes so long. It adds delays without actually resolving the core issues, which is why PSAC is calling on the federal government to remove this hurdle from the law as part of our campaign modernize the FPSLRA.

Why did some groups get to bypass the PIC process?

The Labour Board agreed to bypass the PIC process for the PA, EB, and TC groups because they agreed it wasn’t going to help us reach a deal. Skipping this step saves us months of waiting and lets us move more quickly toward the next steps.

What is binding arbitration?

Binding arbitration is a process where an independent arbitrator hears both sides and makes a final, binding decision on all unresolved issues. This decision becomes part of the collective agreement, and both sides must accept it.

Because SV members chose arbitration for this round, they cannot legally strike.

Can we go back to the bargaining table after declaring impasse?

Yes. We can return to the table at any point — during mediation, after a PIC report, before a strike, or even while strike action is underway. Our goal is always to get a fair, negotiated deal as soon as the employer is ready to talk seriously.

Strike votes, essential services, and job action

Does declaring an impasse mean we’re about to strike?

No. Impasse is one step along the way. A strike can only happen after we meet several legal requirements, and a majority of members vote in favour of taking action. Even if members vote “yes” to a strike, we can keep negotiating and still reach a deal without ever walking out.

Why would we hold a strike vote?

A strong "yes" vote is the best way to show Treasury Board that you stand behind your bargaining team and are ready to take action if they don't take us seriously. But holding a vote doesn't mean a strike is inevitable. It's a democratic tool that helps us pressure the employer into a fair deal. We also provide strike training to locals so they're fully prepared and organized. The more ready we are, the more likely we are to get a deal.

What needs to happen before we can legally strike?

If negotiations stall, we can only strike after meeting these conditions:

  • The union and the employer have agreed on which positions are essential services.
  • A majority of the votes cast in a strike vote provide a strike mandate (and no more than 60 days have passed since the vote results).
  • PSAC’s national president officially authorizes the strike.
What are essential services?

These are jobs that must keep running during a strike because stopping them would cause an immediate danger to public safety or security. The union and the employer negotiate which positions are deemed essential.

If you are designated as essential, you must report to work as scheduled during a strike. You are still a union member, and you can still support your colleagues on the picket line during your off-hours. We'll notify you well in advance if your position is designated essential.

What kinds of strike action can we take?

Strikes aren't always all-or-nothing. Depending on our strategy, we can use:

  • Work-to-rule: Doing only the bare minimum required by our contracts.
  • Targeted or rotating strikes: Having specific departments or regions walk out on different days.
  • Full strike: A complete walkout of all non-essential members in a unit.

PSAC leadership decides the timing and type of strike action based on what will put the most pressure on the employer.

Can we avoid a strike even if we vote for one?

Yes. A successful strike vote gives us the authority to call a strike, but it doesn't force us to. Many deals are reached at the eleventh hour because a strong strike vote shows the employer we mean business.

Can SV members go on strike?

No. Because SV members chose binding arbitration as their dispute-resolution path for this round, they cannot take strike action. Any unresolved issues will be settled by an arbitrator.

Member involvement and mobilization

Why does my participation matter?

Every right, benefit, and protection in our collective agreement was won through collective action. When you participate in workplace actions, show up to union meetings, and talk to your coworkers, you show the employer that our bargaining team has the full support of 130,000 workers. They're much more likely to make a fair offer when they see we're organized.

What are the Treasury Board Days of Solidarity?

These are coordinated, monthly actions designed to make our support visible both in the office and online. We ask all members to wear black on the third Wednesday of every month and use PSAC posters, stickers, or virtual backgrounds.

A simple action like wearing black becomes incredibly powerful when thousands of us do it at the same time. It starts conversations and reminds Treasury Board that we're watching.

Learn more about our National Days of Solidarity.

How can I support our bargaining teams right now?

Here are some quick ways you can take action today:

You can also strengthen our collective voice by:

How do one-on-one conversations with co-workers help?

Talking to the people you work with builds real solidarity. It gives everyone a safe space to ask questions, link bargaining goals to their daily lives, and make sure we're acting on facts rather than workplace rumours. Union power comes from members, but it’s the relationships built between members that creates durable solidarity. A stronger union protects all workers from rollbacks on rights that have been fought for and won.

What happens if members don’t get involved?

If the employer thinks we're disengaged or don't care, they'll use that as an excuse to offer lower wages and demand deeper concessions. Staying active and informed is our best defense. Employers rely on hopelessness and division. Fighting back looks like reminding workers that they have power, that change is possible and worth fighting for, and that there are more common issues between union members than issues that divide you.

Reaching and ratifying an agreement

What is a tentative agreement?

A tentative agreement is a proposed deal reached between our bargaining team and the employer. It outlines the changes that would be made to the collective agreement, but it isn’t final until members vote to accept it.

What happens before a ratification vote?

Before you vote, PSAC will send out detailed info about the proposed deal and host meetings to explain the changes, answer your questions, and share the bargaining team's recommendation. From there, all eligible members get to cast a vote to accept or reject the deal.

How do we finalize a new contract?

If the majority of members who vote say "yes" to the tentative agreement, PSAC and Treasury Board will officially sign the contract. The negotiated changes are then rolled out according to the timelines agreed to in the contract.

What happens if we vote “no” and reject a tentative agreement?

If members vote down a deal, it is rejected. Our teams will go back to the drawing board, which usually means returning to the bargaining table. For groups on the strike route, it could also mean moving toward or continuing strike action. The bargaining team will outline the next options, but the final choice always rests with the membership.

Political action and labour rights

Why are we fighting to modernize federal labour laws?

The Federal Public Sector Labour Relations Act (FPSLRA) is the law that sets out the ground rules for our bargaining, grievances, and workplace rights. Unfortunately, it’s outdated and doesn't reflect the modern workplace.

Currently, the FPSLRA:

  • Excludes many workers from union representation without a good reason.
  • Creates administrative hurdles that slow down bargaining and grievance resolutions.
  • Makes it incredibly hard to hold employers accountable for paying workers correctly and on time (like we saw with the Phoenix pay system).
  • Allows the employer to bring in replacement workers during disputes, which weakens our strike power and drags out labor conflicts.

We deserve a modern, fair, and fast labour relations system. To make that happen, we need to talk to our coworkers, share our experiences, and put pressure on our Members of Parliament to support modernizing the FPSLRA.

Why does political action matter during bargaining?

As federal public service workers, our employer is the government. That means decisions about our funding, staffing, and contracts are ultimately political decisions. When we write to our MPs, join campaigns, and speak out, we put direct pressure on the decision-makers.

Do I have the right to participate in political activities?

Yes. As a federal public service worker, you have a constitutional right to engage in political activities — like volunteering for a campaign, attending demonstrations, expressing your opinions, or running for office — as long as you follow the public service rules and maintain the required neutrality of your job.

Learn more about your rights regarding union activity in the workplace.

What should I do if I face discipline for participating in union or political actions?

Contact your local executive, your PSAC component union, or your PSAC regional office immediately. A union representative will review your case and help you file a grievance or take other necessary steps to defend yourself.

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August 13, 2026
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