On November 4, 2025, the federal government tabled its budget, outlining substantial restructuring of the public service over several years. Reporting and government documents indicate a reduction of roughly 10% (about 40,000 positions) by 2028/29. See coverage from Reuters, The Hill Times, and the Government of Canada’s Budget 2025 (Chapter 5).
What the 2025 Federal Budget Means for Employees
- Workforce reduction target: Coverage and government materials describe an overall public-service reduction of ~10% by 2028/29 (≈ 40,000 positions). (Reuters; Budget 2025; The Hill Times)
- Operating savings & restructuring: Budget 2025 targets up to $60B in savings over five years through operating cuts, program re-calibration, and more digital/automated delivery. (Budget 2025; Reuters)
- Department-level impacts: Effects will vary by department as plans roll out; observers highlight execution risk and service-delivery pressures. (The Hill Times; Yahoo Finance)
If you’re reading this because you may be affected by the government’s workforce reductions — or you’re unsure how the changes could impact your position — it’s important to understand your legal options before signing any documents or accepting a buyout. If you’re looking for legal assistance for your situation, this is who we help.
Who We Help
Monkhouse Law Employment Lawyers represents non-unionized employees impacted by restructuring and layoffs. If you are unionized, your rights are typically handled through your union’s grievance and arbitration process. However, if you are non-unionized — including employees of federal departments, agencies, Crown corporations, or other federally regulated employers — and are facing a layoff, termination, buyout, or major role change, our lawyers can help you understand and protect your rights.
Your Employee Rights as a Non-Unionized Federal or Crown Employee
Your situation may engage the Canada Labour Code, your individual contract, and judge-made common-law entitlements. Common issues we assess include:
- Severance & notice: Whether an offer reflects full statutory and common-law entitlements, including pay in lieu, bonus/RSUs, and benefit continuation.
- Constructive dismissal: Significant unilateral changes to duties, pay, title, reporting line, or location can amount to termination at law.
- Buyouts / early retirement: “Voluntary” programs can still waive rights—review terms before signing.
- Human rights / reprisal: Selection or treatment tied to protected grounds (e.g., disability, age) or asserting workplace rights may create additional claims.
- Pension, LTDI & benefits: Transitions can affect pension accrual and insurance eligibility—coordinate before accepting terms.
What To Do If You Receive a Notice or Offer
- Don’t rush. You can usually take time to obtain independent legal advice before accepting or declining.
- Gather documents. Contracts, offers, policies, org charts, job postings, performance reviews, and relevant emails.
- Book a review. We assess severance, benefits, bonus/RSU treatment, reference language, and any restrictive covenants.
How Monkhouse Law Helps Non-Unionized Employees
- Severance package reviews & negotiations to improve amounts and terms.
- Constructive dismissal advice where roles are downgraded or materially altered.
- Strategy on redeployment, buyouts, and early-retirement options so you don’t leave money on the table.
- Human rights and pay-related claims where discrimination or policy breaches are in play.
- Skilled negotiation to help you secure fair compensation.
- Representation in wrongful dismissal claims when your termination was mishandled.
Contact Us for a Free Consultation
If you were recently laid off, your first step is a complimentary 30 minute consultation with one of our lawyers or paralegals. This is an opportunity to discuss your situation, ask questions, and learn how we can help you move forward with confidence. Contact Monkhouse Law Employment Lawyers to schedule your free consultation today.