Public Advisory from Canada Post Regarding a Potential Work Disruption

OTTAWA, June 27, 2016 /CNW/ - Labour negotiations between Canada Post and the Canadian Union of Postal Workers (CUPW) continue.  Talks have been ongoing since late 2015, and the parties are now in the final stretch. No legal work disruption can occur until July 2, 2016. Details of the offers are highlighted in the background section below. 

While there is still time to reach new agreements, a legal work disruption could occur as early as July 2, 2016. We understand the impact a work disruption would have on customers and are therefore doing everything possible to reach a negotiated settlement quickly. While a labour disruption remains a possibility, we are asking customers to take precautions.

In the event of a labour disruption, Canada Post will not operate. Mail and parcels will not be delivered, and no new items will be accepted. Any mail and parcels within the postal system during a work disruption will be secured and delivered as quickly as possible once operations resume.

As a result, many organizations have already communicated their contingency plans to their customers.  To ensure delivery through Canada Post prior to a possible work disruption, customers are encouraged to send any items as described below:


Product (within Canada) 

Last day to ensure delivery by June 30


Expedited Parcel (Regional)

June 27


Expedited Parcel (Local)


June 29


Xpresspost (National & Regional)


June 28


Xpresspost (Local)


June 29


Priority (National, Regional & Local)

June 29




Update on Negotiations – Canada Post Tables Offers
On Saturday, June 25, 2016, Canada Post tabled offers for the separate negotiations under way with the Canadian Union of Postal Workers (CUPW-Urban and CUPW-RSMC), which represent our delivery and plant employees.

Our offers are designed to help reach agreements and avoid a work disruption. They would allow greater flexibility to better serve customers while protecting the things that are most important to employees.

  • There is no change to the pension for all current employees and their job security remains unchanged. All employees would see an increase in their take-home pay.
  • Future hires would receive a Defined Contribution pension plan as part of a new, competitive compensation package that would apply to those we hire or make permanent going forward. This approach is necessary to help address our pension challenge in the long term. It's also the approach in place for most employees who have recently joined Canada Post.
  • With Canadians shopping online 24/7, the offer would allow us to establish temporary and part-time jobs to better enable us to deliver parcels on weekends and evenings. This would not only provide greater flexibility, especially during peak times, it would also help us manage costs and keep our prices competitive. Our current approach of providing this service while paying double-time is not financially sustainable.
  • In addition, we have included more flexible size specifications for Neighbourhood Mail to respond to requests from businesses and marketers for more options.

Negotiations Timeline

  • November 20, 2015 – Canadian Union of Postal Workers (CUPW) officially served Canada Post with Notice to Bargain for both the urban operations unit and the RSMC unit. Talks began between both parties shortly after the official notice and have been ongoing since last year.
  • December 31, 2015 – The collective agreement between Canada Post and CUPW-RSMC expired. The terms and conditions have continued to apply.
  • January 31, 2016 – The collective agreement with CUPW-Urban expired. The terms and conditions have continued to apply.
  • April 4, 2016 – Canada Post filed a request with the Federal Minister of Employment, Workforce Development and Labour to appoint conciliators to help stimulate constructive discussion at the separate bargaining tables. The process for requesting conciliation assistance is established by the Canada Labour Code.
  • April 11, 2016 – The Federal Minister of Employment, Workforce Development and Labour appointed conciliation officers to help in separate negotiations with the CUPW.
  • June 10, 2016 – The 60-day conciliation period officially ended, and a 21-day "cooling-off period" began.  Talks continued.
  • July 1, 2016 – The "cooling-off" period is set to expire, which means a legal work disruption could occur as early as July 2, 2016. 


SOURCE Canada Post

For further information: Media relations, 613-734-8888,


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