“When nearly one in five members of the federal public service is over the age of 55, approaching retirement age, we cannot afford to lose half of our youngest workers,” said PIPSC President Jennifer Carr. “The government won’t be able to deliver the services Canadians rely on if it’s not able to address the major recruitment and retention problem it’s created with its own flawed return to office policy. These numbers add up to a public service in peril.”

In his statement in support of National Public Service Week this year, Prime Minister Justin Trudeau said his government is supporting the career development of Indigenous, Black, and racialized employees, and building an inclusive and equitable public service. But workers who identify as Black are more than twice as likely to be concerned with discrimination and harassment now that they have been ordered back to the office.

People with Disabilities are also twice as likely to be concerned with discrimination and harassment in the office, and more than twice as likely to report that their workstations do not meet their needs. Seventy percent said that their mental well-being has gotten worse as a result of not being able to work remotely.

The RTO policy also puts an increased burden on women workers, who are more likely to be balancing caregiving responsibilities at home – often responsible for both their children and their aging parents. More than half of women report their caregiving responsibilities have gotten worse under RTO.

“This government claims it wants to prioritize recruiting younger workers, workers with disabilities, Black workers, and women,” said Carr. “But at the same time, they are implementing an RTO policy that makes it harder for these groups to be successful in the workplace.”

PIPSC believes in the principle of “presence with purpose” – being at the office when justified by operational needs. The union continues to advocate for what was originally promised by the government: a hybrid-by-design approach that considers employees’ unique circumstances and job requirements.

“Flexibility is now the centerpiece of a modern and progressive workplace,” said Carr. “Our union is ready to work with the government to develop policies that make sense.”

In May 2023, PIPSC conducted an online survey of more than 68,000 of its members working for Federal Departments or Agencies, to assess how the members feel after returning to the office. More than 17% responded to the survey.

PIPSC represents over 72,000 public service professionals working for the federal government as well as some provincial departments and agencies.

SOURCE Professional Institute of the Public Service of Canada (PIPSC)

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Currently, 44 per cent of senior managers support long-term hybrid schedules (where staff can divide time between the office and another location) and employees’ ability to choose where they work. Managers at large companies with 1,000 or more employees (54 per cent) are most open to flexibility.

View an infographic of the research highlights.

The Risk of an Employee Exodus
Separate research from Robert Half reveals that a full return to office may lead to more resignations. In a survey of more than 500 professionals in Canada, more than half of respondents currently working from home (53 per cent) would look for a new job that offers remote options if their company required employees to return to the office five days a week, up 20 points from one year ago. Millennial professionals (68 per cent) and working parents (59 per cent) are most likely to quit if called back.

“It’s clear professionals want continued flexibility in where and how they work — however, some companies appear to be out of sync with their employees’ priorities as they plan for the future,” said David King, Canadian senior managing director of Robert Half. “In today’s tight talent market, eliminating remote work options will only make hiring and retention more challenging. Employers need to move past the idea that collaboration and innovation only happen in the office and recognize that people are more engaged and motivated when they have a say in where they work.”

How to Embrace a Flexible Work Model
Companies may want to adopt a long-term hybrid work model but not know where to start. Robert Half offers five questions to help guide the process:

1. How will you define “hybrid”? Will employees be required to come to the office certain days each week or only for specific purposes, such as trainings or team building?
2. How can you improve your onboarding experience? As you hire remote employees, consider how you will make them feel welcome, supported and part of a team they may never meet in person.
3. Do you have the right technology to support effective communication and collaboration? Consider what new tools to implement to create a seamless experience for onsite and remote staff.
4. What business processes will be impacted? Anticipate problems, adjust workflows, and ensure everyone has access to the resources they need.
5. How will you build and maintain engagement and morale? Create equal opportunities for all employees to grow and develop, network, and build authentic relationships with colleagues.

Read more about the benefits of embracing a hybrid work model on the Robert Half blog.

SOURCE Robert Half Canada

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However, as many organizations start to implement hybrid models, the return to work isn’t a black-and- white matter. With the future of work comes new routines, and routine establishment is the key to success when it comes to lowering anxiety for pet and pet owner alike.

“For many pets, particularly those adopted during the pandemic, always being with their owner is all they know. As we start to return to the office in the coming months, and explore the idea of a hybrid working model, we need to actively create conditions through which our pets will continue to thrive,” says Arnaud Christ, Scientific and Corporate Affairs Director at Royal Canin Canada. “At Royal Canin, we believe pets make the world a better place and that it is our responsibility to make the world a better place for pets. With a few guiding principles, we can help ease their transition so that they positively embrace yet another new normal.”

In the past year, ‘pandemic’ pet ownership has soared with almost 3 in 10 Canadian pet owners adopting a new pet, and 70 per cent say their pet helps to relieve stress and worry. As any pet owner knows, many factors can disrupt a pet’s routine, such as rolling back the clocks for daylight savings, a move, or even a visit away from home. With a focus on supporting and educating Canadians as they navigate the increase in anxiety due to separation that return to work may bring for both employees and pets, Royal Canin aims to provide pet owners with guidance on how best to transition through the power of routine.

Support from pets goes well beyond COVID-19, with many pet owners saying their pets help them manage their work or school stress. Not only does leaving pets at home mean no longer having them in the same physical space together, but 48 per cent say they are more capable of managing their stress levels working or studying with their pet near them. As more businesses begin to welcome back employees to the physical workplace, pet owners are understandably concerned about how their new work routine will affect their mental health as well as the wellbeing of their furry friends.

While a change in routine can be difficult on pets and pet owners alike, ensuring pets are comfortable alone before the owner leaves for the office is an essential part of establishing a healthy routine. Canadian Veterinarian and Specialist in Animal Behaviour, Dr. Colleen Wilson, Diplomate of the American College of Veterinary Behaviorists, shares tips and tricks to help owners transition their pet.

“When owners teach their pet a positive association with their departures, it is the start to a positive association emotionally with their absence. Like people, pets like routine and routine departures communicate to the pet “when my owner leaves, it isn’t a big deal.” We want our pets to know they can cope with the owner’s absence and starting this new association slowly, builds a strong foundation for success,” says Dr. Colleen Wilson, Diplomate of the American College of Veterinary Behaviorists.

How best to establish a successful return to work transition for your pet:

Before returning to work, find out if your pet is experiencing separation anxiety and if so, to what degree. If an owner determines their pet is anxious when alone, they can set up a routine and use the following strategies to help reduce anxiety with departures. This contributes to a positive transition back to the office, whether back to a hybrid or full-time model.

Tip 1: To confirm if your pet is suffering from separation anxiety, audio or video record the pet when alone in the home. This set up can be placed anywhere the owner will be able to hear and/or see their pet.

Tip 2: If you’ve noticed typical anxiety related behaviours such as excessive salivation, vocalization, destructive behaviours and/or elimination only when alone, it’s time to help your pet feel better by starting “independence training.” Begin by establishing what treat or food puzzle toy leads the pet to focus its attention on it for about 15-20 minutes.

Tip 3: Once established, the owner can start moving around the room, monitoring the pet for continued focus on the treat/food. Gradually, progressing slowly, the owner can leave the room for a few seconds to minutes, all the while the animal is feeling good, focused on their food toy/treat.

Tip 4: During this initial conditioning to “feel good” in the owner’s absence, an owner always returns to the pet while they are focused on the food/treat. Because the animal is experiencing a positive emotional state in the owner’s absence, this can communicate: “Don’t worry, I am coming back” and makes comings and goings un-eventful. This contributes to a healthy transition for a return-to-work schedule, either full time or part of the time because the routine for departure is always sending this same message.

Tip 5: Attempts to teach independence at a faster pace (e.g., walking to the nearby mailbox or running a quick errand), without ensuring the pet is relaxed and feeling good in the owner’s absence, can lead to “sensitization.” This means the animal is easily triggered to feel anxious whenever the owner leaves. If attempts at independence training are not successful, then it is time to consult with your veterinarian or veterinary behaviourist to discuss other treatment options.

SOURCE Royal Canin

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Eyeing New Industries and Opportunities

While there is no doubt the pandemic hasn’t left any sector untouched, it’s also affected how working Canadians feel about their industry or current position. According to the survey, 15 per cent of employed Canadians voluntarily transitioned to a new position, a new industry or left the workforce altogether during the pandemic. When looking at just remote workers, that number grew to 22 per cent.

When asked why they decided to change their career path, working Canadians cited changes in their  personal lives (33%), the need to limit workload and stress (29%) and the desire for more flexible hours (28%) as their top three reasons – underscoring that work-life balance played a key role in their decision for change.

As for who’s been making the jump to a new industry, young Canadians, aged 18-34, were the most likely to report transitioning to a new industry during the pandemic at 13 per cent, compared to only three per cent of those aged 35-54.

The Rise of Remote Work

Throughout the pandemic, many industries transitioned to remote work. What started as a short-term solution is now a new way of life for many Canadian employees, and an expectation for new candidates.

According to the survey, nine-out-of-ten remote workers hope to continue working remotely some or all days during the week, citing, work-life balance as the most important factor. When asked to compare their current priorities to those before the pandemic, 31 per cent of working Canadians say that a job that respects their work-life balance is more important to them now, compared to only 20 per cent who felt salary had become more important.

This focus on work-life balance was even more apparent when it came to remote workers, with 39 per cent saying work-life balance is more important to them now than pre-pandemic. Canadians aged 35-54 also felt this way, with 42 per cent putting work-life balance at the top of the list, compared to 37 per cent of respondents aged 18-34 and 38 per cent of respondents aged 55+.

“The data shows there has been a significant shift in what working Canadians value within their current workplace, and what they’re looking for from future employers,” said Heather Haslam, Vice President Marketing, ADP Canada. “For what appears to be the first time ever, more and more Canadians – especially those who work remotely – are prioritizing work-life balance, over salary.”

Impact on Recruiting

This prioritization of work-life balance also appears to be influencing how companies recruit new talent.

According to the survey, one-in-five (19%) of employed Canadians have been approached by a competing employer in the past six months offering better work conditions – and this strategy appears to be working. When asked about their next work-life move, 63 per cent of Canadians have started to think about it.

As to what they’re looking for in a new role, work-life balance topped the list once again, with one-third (32%) of working Canadians stating that an organization that respects their work-life balance is most important to them when they’re looking for a new job. This was followed by salary at 25 per cent.

“This data draws a clear picture of what working Canadians are looking for, and what workplaces should be prioritizing as we move forward,” adds Haslam. “Work and life are not independent entities fighting for a 50/50 balance.  To attract and retain employees, companies need to acknowledge work and life are intertwined with one affecting the other.”

SOURCE ADP Canada Co.

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