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FAQ – LP-01 Program Pause Settlement with the Department of Justice
This FAQ provides an overview of the settlement reached following the pause of the LP-01 Training and Development Program, as well as what it means for you as an LP-01.
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What is the settlement about?
In July 2025, the Department of Justice Canada announced it would pause the LP-01 Training and Development Program, negatively impacting the careers of hundreds of AJC members.
The LP-01 Training and Development Program generally provided a timely, fair and consistent approach to LP-01 career growth and promotions. The Program also helped ensure Canada consistently built and sustained a talented, competent legal workforce. Prior to the Program, and particularly during periods of government restraint, LP-01s could face career stagnation and the risk of reduced lifetime earnings, weakening both individual development and institutional capacity.
Together, we took quick action with a comprehensive strategy to fight the Program pause. Your union initiated legal tactics including filing an Unfair Labour Practice complaint, a Judicial Review application, and a policy grievance. More than 250 members filed individual grievances. AJC’s volunteer Governing Council members, individual members, and staff engaged in an advocacy campaign. The advocacy campaign included lobbying members of Parliament and meeting senior Justice officials to communicate the value of the Program and the negative impact of this pause. Across your union, members came together to stand up for themselves and their colleagues in creative ways.
Thanks to our combined efforts, your union has settled the Unfair Labour Practice complaint, the Judicial Review application, and the policy grievance relating to the pause of the LP-01 Training and Development Program. We also negotiated terms for members to resolve their individual grievances related to the Program.
The terms of the settlement deliver tangible gains for members impacted by the Program pause and delivers these gains at the earliest possible opportunity.
While the settlement resolves legal actions brought forward by your union, individual members must decide whether to continue their grievance. You will not receive compensation from the Employer until you sign a consent and release withdrawing their individual grievance. Your union recommends signing the consent and release in order to receive compensation.
This is a strong settlement that demonstrates what we can achieve by working together as a union.
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What are the settlement terms?
Together, your individual grievances, your union’s actions and our combined advocacy resulted in a strong settlement, including the relaunch of the Program, priority consideration for LP-01s eligible for promotion in August 2025, and compensation.
Program relaunch by April 2027
Your union negotiated terms of settlement include a commitment by the Department of Justice Canada to relaunch of the Program as soon as feasible and no later than April 1, 2027. The Department will meaningfully consult the AJC prior to the Program’s relaunch.
Priority promotion for eligible LP-01s in August 2025 cohort
LP-01 members who would have been eligible for a promotion in August 2025, whether a workplan was submitted or not at that time, and who remain in the Program, will receive instructions on next steps regarding their workplans. The Employer will begin the workplan review process before the relaunch of the Program.
These members will be the first group to be notified of their promotion within 60 days of the Program relaunch.
Compensation for LP-01s
LP-01 members who were in the Program as of August 7, 2025, will be compensated, whether or not they filed an individual grievance.
- If you filed a grievance, you will receive compensation in exchange for signing a consent and release to withdraw it
- If you did not file a grievance, you will receive compensation in exchange for signing a release
The Employer will send consent and release forms on or shortly after April 16, 2026. Forms must be submitted to the Employer by May 31, 2026.
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Why did your union agree to this settlement?
Your union agreed to the settlement because it delivers meaningful gains for LP-01 members at the earliest possible opportunity.
Through its legal and advocacy efforts, and with sustained advocacy from both your union and individual members with stakeholders, your union secured a strong and timely outcome for you as an LP-01 member.
Your union also has a responsibility to use members’ dues strategically – to fight where we can win meaningful improvements, and to avoid risking everything on uncertain outcomes.
After carefully assessing the facts and available legal options, including proceeding before the Federal Public Sector Labour Relations Board and the Court with the Judicial Review. After thorough consideration of all options, your union determined that mediation and the resulting settlement provide the strongest possible outcome at the earliest possible opportunity for LP-01s, with concrete remedies for members. This timely and substantive resolution that includes a restart of the Program will minimize the negative impacts caused by the Employer’s pause.
Our collective work and the pressure created by it, and your union’s careful analysis of available avenues resulted in mediation – and we have secured a settlement with a strong, certain outcome for you as an LP-01 member.
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Who approved the settlement?
Your union supports the settlement and has signed the agreement. Through the Representation Committee, your union has the authority to settle the Judicial Review, Unfair Labour Practice complaint, and policy grievance. Based on careful evaluation, the Representation Committee determined that the settlement is in the best interests of the membership.
It is important to note that individual members who filed grievances will decide whether to continue their grievance. However, members will not receive compensation from the Employer until they sign a release withdrawing their individual grievance.
The Employer will send consent and release forms on or shortly after April 16, 2026. Forms must be submitted to the employer by May 31, 2026.
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What is the status of the Unfair Labour Practice complaint, the Judicial Review, and the policy grievance?
Your union will withdraw the Unfair Labour Practice complaint, the Judicial Review, and the policy grievance which relate to the Program pause.
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When will the Program get relaunched and how will this unfold?
The Employer has committed to relaunch the Program as soon as feasible but no later than April 1, 2027.
Managers will begin work on the talent management component of the Program, reviewing workplans for those who would have been eligible for a promotion in August 2025, prior to the relaunch.
The Employer will determine which LP-01 participants would have been eligible for promotion in August 2025 but for the pause, in accordance with Program requirements.
With their manager’s approval and support, the Department will invite the following members to submit their workplans for consideration:
- LP-01s who had submitted a workplan to the Department Panel Review committee prior to the pause, and
- LP-01s who would have had a workplan submitted at that time had it not been for the pause.
The Employer will notify LP-01s from the August 2025 cohort who meet the Program criteria of their promotion within 60 calendar days following the Program’s relaunch.
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What happens with the individual grievances?
Your union cannot settle individual grievances without the consent of each affected member.
Because the current settlement secures the strongest possible result for the membership, your union will no longer provide support or representation on individual grievances related to the Program pause.
This does not mean that individual grievances are extinguished. You retain the right to pursue your grievance independently through the internal grievance process directly with the Employer.
If you do not wish to accept the terms, you may choose to keep your grievance active. Note that you will not receive compensation from the Employer unless you sign a consent and release form withdrawing your individual grievance.
If you filed a grievance on the Program pause and you wish to obtain the compensation offered, you must sign a consent and release form by May 31, 2026. The Employer will send consent and release forms on or shortly after April 16, 2026.
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What compensation is being offered to individuals?
The Employer will provide a lump-sum payment or any other eligible compensation to indeterminate LP-01s, who were in the Program as of August 7, 2025, within 60 calendar days of receiving the signed consent and release form.
Members will be compensated whether or not they filed a grievance.
If you filed grievance, you are entitled to compensation in exchange for signing a consent and release form withdrawing your grievance.
If you did not file a grievance, you are also entitled to compensation in exchange for signing a release form.
The deadline to sign and submit your form is May 31, 2026. The Employer will send consent and release forms on or shortly after April 16, 2026.
Settlement details and compensation amounts are confidential and have been shared with LP-01 members solely for their information and use.
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What are my options as a member with an individual grievance regarding the Program pause?
You have two options:
Option 1: Accept the settlement
- You will withdraw your individual grievance by May 31, 2026 by signing the consent and release form. The Employer will send the form starting April 16, 2026.
- You will receive compensation.
Option 2: Do not accept the settlement
- You may continue your grievance independently through the internal grievance process.
- You will not receive compensation.
What is the deadline to decide?
To receive compensation, you must sign the consent and release form and submit it to the Employer by May 31, 2026. The Employer will send consent and release forms on or shortly after April 16, 2026.
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If I did not file an individual grievance, am I still eligible?
Yes.
Even if you did not file a grievance related to the LP-01 Program pause, you are still eligible for compensation. However, you must sign the consent and release forms provided by the Employer by May 31, 2026, to receive compensation. The Employer will send consent and release forms on or shortly after April 16, 2026.
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What if I am currently on leave?
If you are currently on leave, you are entitled to the same settlement terms as all other members, even if you did not file a grievance.
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What if I have left the Department of Justice or the Government of Canada?
If you are a former LP-01 who has left the Program, you are still entitled to compensation. You will receive compensation based on the group to which you belonged at the time of your departure.