Federal Hiring Guide
You got the letter. Now what?
Cuts to the federal public service have affected thousands of employees across departments and classifications. If you got a WFA letter this week or this month, you are not alone, and you are not at the end of the process. This page explains what WFA actually means, which decisions matter first, and what to do next.
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These two statuses carry different timelines and different options under the Workforce Adjustment Directive. Your letter will use specific language. Read it carefully — the exact wording matters and determines what comes next.
WFA processes move on fixed timelines set by the WFAD. The dates in your letter are real deadlines, not suggestions. Write them down immediately. Some options have formal response windows. Others may move faster in practice. A missed deadline can limit your choices, so write down every date in the letter and confirm what applies to your situation.
Alternation is a formal option that may be available in some WFA situations. It is often misunderstood, and it is not a universal solution. If you are considering it, confirm the rules with your union representative before taking action.
What WFA is, and what it is not
WFA stands for Workforce Adjustment. It is governed by the Workforce Adjustment Directive — a negotiated agreement between the Treasury Board and the federal bargaining agents. The Directive exists because large-scale workforce changes in the public service require a formal process, not informal decisions.
The process sets out defined options and timelines for both the employer and the employee. There are real obligations on the employer's side, not just yours. The fact that you received a letter means you are inside a defined process, which is not the same as being at the end of one.
What to do: Read the WFAD guidance on the Treasury Board website. Your union representative can explain which provisions apply to your specific letter and status.
- ✕Not termination — not yet, and not automatically. The process must run its course before any separation can occur.
- ✕Not a performance issue — WFA is a structural workforce decision. It is not a reflection of your work quality, your manager's opinion of you, or your standing in the department.
- ✕Not an immediate end to your employment — there is a defined period ahead. Use it.
- ✕Not the end of your career in the public service — many employees who receive WFA letters continue their careers in other departments, other classifications, or other roles. The letter opens a process. It does not close a career.
What not to do in the first 48 hours
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Send panic emails to every manager you can find.
Cold outreach sent in distress usually reads as distress. A poorly timed or poorly worded email can close doors that would have been open. Wait until you have a clear, calm message before reaching out to anyone.
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Post publicly about your situation.
Social media posts written in the first 48 hours rarely age well. Your colleagues, managers, and future hiring managers may see them. Protect your professional reputation while you process what has happened.
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Go completely silent for two weeks.
Silence is also a choice, and it costs time. WFAD timelines are not flexible. Employees who start preparing early tend to have more options — not because they are panicking, but because they began while others were still deciding.
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Assume every phrase in the letter means the worst outcome.
WFA letters use formal language that can sound more final than it is. Read carefully and ask questions before drawing conclusions. Your union representative can clarify specific language and what it means for your situation.
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Make major financial or career decisions in the first week.
This is not the week to decline a position offer, turn down a transition option, or resign. Those decisions have long-term consequences. Get information first.
What to do this week
- 1
Read the letter closely.
Identify the exact status language. "Affected," "surplus," and "opting employee" carry different legal weight under the WFAD. If you are unsure what the language means, your union representative or departmental HR can clarify — but read it yourself first.
- 2
Write down every date and deadline.
Some options have formal response windows. Others may move faster in practice. A missed deadline can limit your choices, so write down every date in the letter and confirm what applies to your situation.
- 3
Save the letter and all related correspondence.
Forward a copy to a personal email address. Keep a paper copy if that is easier. You will need this documentation throughout the process.
- 4
Gather your employment record.
Your current resume, recent performance agreements, your classification and level, and a list of any acting assignments or developmental opportunities. This is the raw material for every outreach conversation.
- 5
Identify realistic target positions.
Which groups and levels align with your experience? Which departments do work you understand? Which managers have you worked alongside and respected? A short, honest list is more useful than a long unfocused one.
- 6
Connect with your union representative.
PSAC, PIPSC, CAPE, or whichever bargaining agent covers you. They have seen this process before. They know the specific language in your collective agreement. Talk to them before you make any formal decisions.
- 7
Decide whether you are ready to start outreach.
If you are, start with one or two well-chosen contacts — not a mass email. If you are not ready yet, use this week to gather your materials and prepare. The WFA package can build your outreach sequence when you are.
Ready to start your outreach?
The WFA package produces a 3-email outreach sequence tailored to your classification, level, and experience — plus access to the WFA-specific resume rewriter. Both are built for the pace and tone this process requires.
FedJobReady™ is operated by 17795131 Canada Inc. We are not affiliated with, endorsed by, or connected to the Government of Canada, the Public Service Commission of Canada, the Treasury Board Secretariat, or any federal department or agency. Information in this guide reflects publicly available policy under the Workforce Adjustment Directive. Always verify current requirements and your specific situation with your union representative and departmental HR.