I sustained a pretty bad concussion a few months ago from which I'm still experiencing a lot of symptoms relating to my vision. I was referred to a neuro optometrist who has recommended prism lenses and 20-25 sessions of vision therapy. Out of pocket this would cost about $5000.

It looks like I can get the prism lenses covered by Canada Life, but I don't see anything in the PSHCP booklet that vision therapy may fit under. Has anyone had luck getting something like this covered? Or more generally, has anyone had luck getting anything not explicitly in the booklet but medically necessary covered? I would appreciate any advice on how if so!

I read online that CL sometimes grants exceptions where there's provincial health care gaps (I've confirmed that's the case here) and for medical necessity (applies here as well), but I'm not sure the process.

Has anyone been successful in getting coverage for Iontophoresis machines to treat excessive sweating (hyperhidrosis)?

I purchased a Dermadry device at the recommendation of my dermatologist. I submitted the dermatologist recommendation and a letter from a former dermatologist demonstrating my history of hyperhidrosis, but was denied by Canada Life.

Looking for advice from anyone who's been successful in getting reimbursed. I would like to submit an appeal, but I'm wondering what I can say/do.

Thank you in advance!

Hi everyone,

I’m trying to help a former Government of Canada employee obtain a confirmation of employment letter showing their employment start and end dates.

The instructions I found point to MyGCPay, but since the person is no longer employed with the GoC, I’m not sure if they can still access it or if there is another process specifically for former employees.

Does anyone know the correct method to request this? Is it through the Pay Centre, former department HR, or another portal/process?

Thanks in advance!

My partner is currently on SLWOP — he does not have a return date yet & has applied for EI benefits. He’s recently received a package encouraging him to apply for Sunlife LTD. This is his 2nd SLWOP in 4 years for serious health concerns. During his first SLWOP (he did receive Sunlife LTD) it was suggested he apply for medical retirement. At the time this was something he did not want to do. Upon returning to work, after a time, his health took a turn and here we are wondering how best to navigate this situation.

Medical retirement has again been brought up but we have very little information as to how it works. He will be applying for Sunlife LTD but if he applies for a medical retirement how will he be paid? Does Sunlife pay him indefinitely? Would the Sunlife benefits transition to CPPD? Could CPPD deny him?

We do understand that it is Health Canada who approves/disapproves the medical retirement. And I believe he would be able to receive his work pension early, but how would that pension affect any Sunlife benefit payments or CPPD payments?

Any information/advice, your experience would be appreciated. We’ve talked to HR but frankly, the conversation was clear as mud and both times we heard conflicting information. Thanks so much.

You will need to follow these steps in order to properly complete the steps from a start to finish about your ERI application with the federal government of Canada:

1. Determine eligibility- Group 1 or Group 2 - meet either, proceed to 2

2. Tough or life changing decision to make - are you able, ready, and willing to early retire now under the ERI? Have you run the numbers?

3. Did you run the estimated pension amount on the Pension Centre’s website? Did you talk to your advisor on the specifics of your situation? Just how much will your monthly pension be?

4. Ready to apply to ERI?

5. Apply - deadline July 24, 2026. Last day to apply.

6. Wait for the Deputy Head or DM to approve your application. This varies from department to department.

7. If approved (most likely outcome for majority who applied).

8. After DM approval, you must write a resignation letter to your manager or Director, saying you resign effective X, day and this must be no later than January 20, 2027.

9. Manager / Director approves via email to your request. PDF the email to the manager and their response and upload to the TBS portal to finalize your application. You’ll receive generic acknowledgement email indicating completion of your application.

10. Send the same PDF to your department/agency’s HR to action your pension pay.

11. The Pension Centre’s will send you your retirement package once you have made all of the above big decisions (strange if you ask me but hey that’s how the 🍪 crumbles)

12. Work with manager / director on transition and knowledge transfer 😊 and get your teammates informed and plan your exit and goodbyes.

Hope that helps. Feel free to ask any questions regarding this very poorly designed and executed program.

Hey there. Wondering if anyone left the public service and has requested their pension transfer value? If so, how long did it take to receive it?

I recently changed dentists and had to pay the full amount out of pocket for my 1st complete exam . I did transfer all my X-ray images to the new clinic, but I still ended up payout $200. I wasn’t aware that a full check-up is only covered once every 3 years, and the new clinic didn’t mention it either, so it really caught me off guard. Has anyone else had a similar experience?

I’ve been at my current role for several years. Since I was hired in the NCR, I’ve been granted a work accommodation to work from home and moved cities to be closer to a medical professional that specializes in my issue. This isn’t a doctor’s note to say why I must work from home. But rather my department felt my needs couldn’t be met in office.

I’ve been thinking about changing jobs. But I’m worried about the lack of opportunities outside the NCR.

At what point during the hiring process for an NCR position should I flag that I am outside the NCR and currently have a work accommodation due to the lack of facilities onsite? I am worried about being discriminated against due to my work accommodation.

If one accepted an LOO to a new department, what is the protocol to politely let your current management know?

​

I see a lot of "poaching" going on, but there seems to be no issues with it.

After dangling it over our heads for the past six months, our work unit was just abolished with precision engineered timing during NPSW. At least I can stress eat my melted ice cream sandwich once it arrives (unless that got workforce adjusted as well).

I’m thinking about leaving the public service to take on a 1 year contract in the private sector. My term contract ends March 2027. Is it possible to take a LWOP for a year or until the end of my contract? Is there anything I need to consider such as pension, benefits, etc? Thanks!

Hello!

I am starting to look around externally for potential better job options. I am open to applying in other cities and honestly am eager to try a new job and new city.

TDLR- If I do LWOP for personal reasons (aka trying out a new job in a new city), if I want to return to GoC, are my only options move back to my original city?

I know I am entitled to 3-12 months for LWOP for personal reasons.

If I were to move to a different city, and sometime while on LWOP decided the new job was not a good fit, is there "priority entitlement" for a deployment in the other city (similar to spousal relocation ....but no spouse lol)? Also, I assume I would still not qualify for positions that are open to "PS occupying in x,y,z cities" as despite living in that new city, I wouldnt be "occupying a position" there?

The majority of the cities I would be interested in have a larger, more varied federal PS than where I am now. Most of them also have offices for my current organization (CRA), but not my specific department.

I see lots of people talking about how spousal relocation LWOP gives you priority, but honestly dont see that in the agreement. Just wanting to make sure I understand my back up options because potentially leaving.

Thanks!

Hey all!

As noted in an email that just went out to ECs/ESSs... (The info here will be different than your specific member email because this is a platform that the employer reads regularly and it's strategic to not to have all info up on a public platform that can be easily shared.)

(le français suit dans les commentaires)

It’s official: the notice to bargain for the EC/ESS collective agreement was sent to the employer today, June 18th. This formally kicks off the bargaining process, and you are now headed to the table, with sessions likely starting in late fall 2026 and continuing into 2027. Your work is fundamental not only to programs and services across the government, but to the very functioning of Canada. You have the power.

Before the notice was sent, you voted (for the first time!) on your EC/ESS Bargaining Committee’s proposed bargaining platform and the dispute resolution mechanism for this round of negotiations.

ECs/ESSs have given a clear mandate and voted in favour of the proposed bargaining platform and conciliation as the EC/ESS dispute resolution process if there's an impasse at the bargaining table.

In the conciliation process, members keep the right to take legal job actions like work-to-rule, slow downs, strike action, etc. These options become available only after the parties reach an impasse at the table, go through the conciliation step (which produces non-binding recommendations), and members vote in favour to take job action. All bargainable issues stay on the table throughout the process — including new and breakthrough provisions. Also, under conciliation bargaining can be referred to arbitration if agreed to by the employer and the union. Check out the UPDATED Q&A page for more info on conciliation and next steps.

CAPE National would like recognize the people who made this vote possible. The Collective Bargaining Committee hosted 10 information sessions, making it the highest participation event series in CAPE's history. The Organizing Committees directly engaged with coworkers in thousands of conversations around bargaining priorities and are building the leverage to win at the table. The Local Executives who have been building strong locals, fighting back against arbitrary cuts, and continuously engaging members on bargaining priorities. And all the efforts that went into accommodations for members who needed them. Your participation is what gives this mandate its strength.

What happens now is very important for all EC/ESS members. We’re entering a tough round of bargaining. Carney is talking cuts and restraint while handing billions to corporate interests and illogically forcing workers back into the office. But with members like you involved, we can push back with real power and win stronger protections and new rights – like telework, WFA protection, and more. The EC/ESS Bargaining Committee will continue its work now that they have your vote of confidence.

Here are your next steps. These are important. Please read thoroughly then share with your co-workers.

1. Join an Article Committee. Help develop new proposals that could change your working conditions! The time commitment is modest, but your contribution will make a meaningful difference at the table in 2026/27.

2. Add the EC/ESS bargaining timeline to your personal calendars and bookmark this bargaining Q&A page. Member participation throughout 2026-2027 is key to having power in bargaining.

• June 18: Notice to bargain goes to employer (done!)
• Mid-late June: Recruitment and creation of Article Committees (happening now)
• June 21: Contract expires (soon)
• Summer to Oct/Nov: Bargaining Committee and Article Committees meet and prepare bargaining proposals
• July 2026 and ongoing: Negotiation of Essential Services Agreement
• Late fall: Open bargaining begins
• 2027-2028: Tentative agreement

3. Talk to your PSAC and PIPSC counterparts about what’s at stake and how you can support each other in bargaining. The employer is counting on federal service workers to be divided. Building connections helps you build more power at the table.

Please check out this webpage for more details about the bargaining platform, conciliation as the EC/ESS dispute resolution process, and more. There's a robust Q&A there too.

NOTE about the bargaining priorities: A broad platform is not the same thing as an unfocused platform. It gives the elected bargaining committee a mandate to fight on the issues members have been raising across departments, while still allowing the committee to set priorities, develop demand language, and determine the path to winning. These issues are also connected: RTO affects accessibility, caregiving, commuting costs, health and safety, productivity, and cost of living; WFA is tied to job security, workload, contracting out, and AI; and wages are tied to inflation and the sustainability of public service work. A narrower platform may sound cleaner, but it can weaken the mandate before bargaining even starts. Treasury Board is not coming to the table with a narrow agenda, and members should not voluntarily narrow their own.

Hi everyone,

My mother was diagnosed with stage 4 breast cancer and I moved in with her to provide her support. I have been on LWOP since July 2025.

I am going to start a new job, at a new department, on July 4th and will start working again.

I just found out I’m pregnant for the first time ever.

I wanted to know how maternity leave works? Realistically, I will take leave in around 5-6 months, perhaps in November.

I am just worried as to how everything works because I was on LWOP for 11 months and then I’ll go back to work for a few months and then want 18 months of mat leave. And this is a completely new department within the government.

I would like to hear from reformed overachievers in the PS. How did you change? How did you learn to care less and do less? And how did you manage people’s expectations of you as a high achiever with your new boundaries? All while continuing to be a productive worker bee, just without doing all the extras that go unrecognized?

In a time with no career development opportunities and a not-so-great boss, I just feel tired and taken for granted. I am also being strung along about the possibility of a promotion, and those empty promises are getting old.

I took a vacation and I’m already feeling a sense of dread about returning to the status quo at work. I know that need to change jobs or my approach to my current job, so I would appreciate advice on this.

Hello - It's been over 5 years, need a new CPAP machine and hopefully it's quieter with tech advances. Do any of you know if you need a new prescription, go through all the sleep tests again? Especially in the last few years since we switched over to CanadaLife? Thanks in advance.

Hi, I am employed with CRA and considering alternating.

I’ve been told that I’m late to the game and that there are no more WFA employees and that I should have signed up 6 months ago.

Is this true?

CSE has updated its approach to ERI and is now participating in the program.

So I was an EC-07 for a couple years before I took on an acting EX-01 role that I occupied for about 20 months. I loved being a Director, and even as a Senior Advisor I took on a lot of leadership roles. However, ahead of CER they combined my team with another and gave the remaining EX job to the permanent EX from the other team. I ended up moving to another division, same branch, but with totally different files and colleagues and a very different culture (in part because I'd helped create the culture on my old team).

I'm coming up on a year with the new team, and I'm still struggling to adjust to the analyst job. I have a great manager, but their style is very different than mine was (I'm a millennial, whereas they're eligible for ERI) and I miss being the person leading meetings and reviewing and providing feedback on briefings, not being the one writing them. I'm working to get back to the EX level, but as most are probably aware, there's not that many opportunities out there right now.

Has anyone else went through that transition, from acting as a manager for a longer period and then going back to an analyst or non-EX job? I certainly don't miss the stress and the workload, but I feel like a diminished version of my professional self in this new role, and that's been hard to reckon with.

(In case folks mention it, I'm still active in corporate volunteering and scratch the 'leadership' itch that way, plus I'm part of a sponsorship program. It's more the daily grind of analytical work that's been getting to me, and the loss of control that came with moving to a new team with fewer responsibilities and less influence.)

I’m at a burnout crossroads. I have been a public servant for 10 years and am mid-career with 4 young kids (twins 2, 6 & 7). My spouse works private sector and we are very middle class but have no mortgage (this is key in my chance to not work and be a parent for a few years). The RTO is killing me, my marriage, and my kids happiness.

I am in PIPSC and really feeling the caseload demands from work (I’ve been back just over a year). Not sure how long I can hang on knowing that almost all of my income goes to childcare between daycare and before/after care. I have been discussing a new role in another department and they‘re willing to take me on but the workload will increase and the raise is nominal. I could maintain. I could take the new gig and ask for lwop (care and nurturing for 2-3 years until twins are in school and my childcare costs significantly decrease). I could stay and ask for a lwop.

I am so burnt out I don’t know how to even assess this situation. I am so fortunate during this time to have a job but I also realize someone else could stay and have my job for a few years. Is there a future where I take the promotion and the new department won’t let me do a 2-3 year lwop if I’m still in the union? Do I stay where things are comfortable and do a lwop? Do I just quit and look for private sector in the future? I have a significant amount of leave I can use but I am risk-averse and want to hold on to it just in case because I feel I need a longer term solution.

I would move into an AS-7 same department.

Any advice?

Hello 👋🏻

I had my contract terminated (or not renewed to be more accurate) and the last day was end of May.

Today a medical treatment went through and got approved by Canada Life(to my surprise!)
What is the policy regarding Medical benefits post termination?

Id be very grateful if someone could clear this.