The WFA process consists of key stages with varying timing for the initiation and completion of each stage by department/agency—depending on factors such as the number of positions affected.  

If the employee is not provided with a GRJO, the department will notify the employee that their position is eliminated, and they will be considered “opting”.  

An indeterminate employee is declared a Surplus employee when their position is being eliminated, and they are eligible for a GRJO. The department will have reviewed the situation and determined that it is likely that they will be able to guarantee another position for this employee. While their position is eliminated, the department has determined that they will be guaranteed an offer of indeterminate employment in a new position within the core public administration.  

In such instances, the employee will be placed on Surplus Priority Status allowing them to be deployed on a priority basis to other positions within the public service. They will remain on surplus status until they are appointed to another indeterminate position or laid off because they refuse a reasonable job offer.  

If the employee accepts a reasonable job offer, the situation is resolved. If the employee accepts a lower-level position, their salary is protected until they are appointed to a position with a maximum rate of pay equal to or higher than the maximum rate of pay of the position from which they were declared surplus or laid off.  

Please note that individuals identified as surplus employees with GRJO do not have access to the alternation process. Only opting employees are eligible for alternation and can register on the alternation lists.

An Opting employee is an indeterminate employee who does not receive a GRJO.  

The Employee will receive an opting letter confirming that the position is no longer required and they will have 120 days to choose between option A, B or C under Section 6.4 of the WFAD.

120-day Opting period  

The 120-day opting period begins on the date the employee receives written notice they are an opting employee. 

Once one of the options is picked and submitted in writing, the employee cannot change their option. 

If no option is selected within the 120-days, Option A is deemed selected by default. 

During the 120-days, the employee continues to work, be paid, and earn pensionable time.  

Once an employee is opting, they are entitled to $1,200 for financial and job placement counselling services. They also need to pick one of the following three options:  

Option A: 12 Month Surplus Period  

An Opting employee who chooses Option A will have surplus priority rights for appointment to other positions in the Core Public Administration for 12 months; effectively allowing them to be considered ahead of unaffected employees for open positions.  

During this period, they have 12 months to find a reasonable job offer or else they will be laid-off. They can also participate in alternation during this period. Employees selecting Option A (12-month surplus priority) will also continue to work and earn pensionable time. 

Option B: Transition Support Measure (TSM) 

When choosing this option, the employee resigns and in exchange receives a taxable cash lump-sum payment based on years of service in the Public Service. 

While the Employee must resign under this option, they will be considered laid off for purposes of severance pay, which is sperate from the TSM. Under this option, an employee may benefit from a pension reduction waive if they are between the ages of 55-59 years old, have at least 10 years of service and became a Public Service Superannuation Plan member before January 1, 2013, or are between the ages of 60-64 years old, have at least 10 years of service and became a Public Service Superannuation Plan member on or after January 1, 2013.  

Information on exact TSM payments in weeks’ pay by year of service can be found in the WFAD (Appendix C).

Option C: Educational Allowance (+ TSM) 

When choosing this option, the employee receives the TSM cash payment plus reimbursement of up to $17,000 as an Educational Allowance for receipted expenses for tuition fees, costs of books and relevant equipment. 

The Employee has the opportunity to go on leave without pay (LWOP) for a maximum of two years rather than resign and receive severance, where they can continue to contribute to the pension plans and participate in benefits plans (they must pay the employee and employer portions). 

However, you are not eligible for a pension reduction waiver under Option C

Alternation allows an opting employee who was not offered a GRJO to exchange positions with an unaffected employee who wishes to leave the core public administration a. The Alternation must occur within the 120-day opting period or 12-month surplus period under Option A. The date of Alternation must be specified, and employees must exchange positions on that same day. 

Alternation normally occurs between members at the same group and level or occasionally when the two positions are considered equivalent (See the equivalency table). This means the maximum rate of pay for the higher paid position is no more than 6 percent higher than the maximum rate of pay for the lower paid position. 

If an unaffected employee alternates, they can only select Option B or C(i). If alternation is during Surplus A period, the alternate’s TSM will be reduced by 1 week for each completed week between beginning of employee surplus period and date of alternation. 

Please note that only opting and surplus employees who have chosen Option A are eligible to alternate with a non-affected employee. Management approval is required (but not automatic) for an alternation to occur. 

The WFAD states that if an alternation is denied, an employee can request a meeting to discuss the rationale for the decision with the employer, and the bargaining agent representative may be present. If a member feels that the refusal may not be for valid reasons, they are encouraged to submit an intake form with the AJC.  

AJC members can access the alternation list by logging in securely to the AJC's website and downloading the list in PDF format to identify a potential match to pursue alternation.  

Opting and non-affected members interested in alternation should register on all employer platforms, including the new Treasury Board of Canada Secretariat’s Alternation Portal 

The 2025 federal budget announced the Early Retirement Incentive (ERI). While the legislation that would enable ERI is not yet passed and there are no processes in place, the Employer has started to reach out to public servants who may be eligible for the new program.  

There is no information available yet on how ERI and WFA may work together. Members who may be eligible to leave the federal public service under either program should ensure they are fully informed on available options and the consequences and impacts of each. 

What is ERI?  

According to the limited information being provided by the Employer, the ERI will be a temporary, voluntary program that will offer eligible members a pension reduction waiver. Put another way, individuals approved under the ERI will be eligible for an immediate pension based on years of service without the 5 percent annual reduction that is normally applied for each year of early retirement under the Federal Public Service Pension Plan.  

Am I eligible for ERI? 

To be eligible for ERI, individuals must meet the following requirements. However, the federal government has stated that individuals who meet these requirements are not guaranteed to be approved for ERI. Manager approval will necessary.  

Normally, federal public servants who choose to retire early are subject to a 5 percent annual pension reduction for each year of early retirement. For example, retiring five years early would normally mean a 25 percent pension reduction (5 percent per year). 

A pension waiver under WFA allows eligible public servants the option to retire with an immediate pension based on their years of service, without the 5 percent annual reduction that is normally applied for each year of early retirement.  

Do I qualify for a pension waiver under WFA? 

To qualify for a pension waiver under the WFA Directive, members must be leaving the public service through involuntary retirement (including Voluntary Departure Program and alternation) (selecting Option B under WFA) and meet the following age and service requirements:  

How do I apply?  

Members can apply for a pension waiver by:  

If all conditions are met, the Pension Centre will process the waiver. 

If your pension waiver request is denied, submit an Intake form to the AJC to discuss next steps. 

How do I get more information on the pension waiver? 

Consult the following resources for more information on pension waivers:  

The VDP process happens after notifications of affected status are delivered to employees, and before any potential SERLO process. Employees must have a minimum of 30 calendar days to decide whether they want to participate in the VDP process. 

Participation in the VDP process is not mandatory. If an employee decides to participate in the VDP process, they must select Options B, C(i) or C(ii).  

Options B (TSM) and C(i) - Education Allowance 

If an employee decides to participate in the VDP and opts for Option B or C(i), they are considered laid-off for severance pay purposes and work with management to establish a departure date.  

The TSM (the lump sum payment) is paid upon resignation. This payment will range from 4 to 52 week’s salary and will vary between employees because it depends on the employee’s years of service. Employees with 16-29 years of service will get the maximum amount. 

If an employee selects Option C(ii), they are requesting a LWOP for two years. If they provide proof of registration to a learning institution within 12 months of starting LWOP, their departure date is delayed for a maximum of two years. If they do not provide proof of registration within 12 months of starting LWOP, they are considered laid-off for severance pay purposes at that time. 

Under Option C(ii), the lump sum will be equivalent to the TSM plus reimbursement of up to $17,000 for certain educational expenses. 

Annex C of the WFAD outlines the years of service calculations for the amount of the TSM. The severance pay is calculated according to section 22.01 of the LP Collective Agreement.  

If an employee refuses a GRJO, they will be laid off. The lay-off will not be sooner than 6 months from the beginning of the surplus period (which began after the 120-day opting period). The employee will continue to be paid and have access to benefits until they are laid off.  

If the Employee refuses a GRJO, they will not have access to the lump-sum amount, pension waiver, or to retraining, salary protection or reinstatement priority entitlements. 

The WFAD defines Guarantee of a reasonable job offer (GRJO) for lack of work, the discontinuance of a function, and relocation where the employee chooses not to move situations), as an offer of indeterminate employment within the core public administration, normally at an equivalent level. Surplus employees must be both trainable and mobile. Where practicable, a reasonable job offer shall be within the employee's headquarters as defined in the Travel Directive.

To increase chances of finding a GRJO, an employee should actively participate in seeking a new position. 

This includes: 

As an opting member, the employee will be entitled to $1,200 for financial and job placement counselling services. If they wish to leave the public service and make a career change, Option C may be a good option.  

There are two possible directions to take under Option C. 

If they opt for Option C(i), the member effectively resigns from the federal public service. They receive a lump-sum amount ranging from 4 to 52 weeks salary and up to $17,000 for receipted expenses for tuition fees, costs of books and relevant equipment. 

If they opt for Option C(ii), the member does not resign from the federal public service right away. They request a leave without pay for a maximum of two years. While pursuing Option C(ii), the member must provide proof of registration within the 12 months of starting LWOP. At the end of the two years pursuing Option C(ii), the member is laid off unless alternate employment is found. 

If you want to leave the public service, you can try to alternate – in other words, give your position to someone who is opting and wants to stay in the public service. If your alternation is approved by management and is successful, two options are available to you: