ACFO-ACAF has established the following webpage to share updates on the certification process as they become available.

The certification process is governed by the Parliamentary Employment and Staff Relations Act and is administered by the Public Sector Labour Relations and Employment Board. The application for certification was filed with the Board on February 11, 2026, with the Board formally initiating the process on February 27, 2026.  

The employer must also file a formal reply to the application no later than March 30, 2026. As part of that reply, the employer is required to provide the Board with several pieces of information that will enable the Board to verify the scope of the proposed bargaining unit and continue their review of the application. Those pieces of information include: 

• an alphabetical list of all employees included in the proposed bargaining unit as of the date the application was filed; and
• an organizational chart showing the structure of the organization, the relationship between employees in the proposed bargaining unit and others, and the reporting lines between managers, supervisors, and staff.

Once the employer has submitted its response, we will organize a town hall with ACFO-ACAF’s leadership, giving everyone an opportunity to learn more about the organization and ask questions directly. 

Frequently asked questions

ACFO-ACAF has prepared this FAQ to address some of the most frequent questions we’ve received so far in the certification process. Additional questions and answers will be added in the coming weeks as more questions come in.

Who should I contact with questions about the certification process, and to better understand the next steps?

ACFO‑ACAF will continue to update this webpage with information as it becomes available throughout the certification process. We encourage you to check back regularly to access the latest updates.

If you have a question that hasn’t been addressed on this page, please don’t hesitate to reach out to Mathieu Delorme, Labour Relations Advisor at ACFO-ACAF and your main point of contact throughout this process. Mathieu can be reached by email at mdelorme@acfo-acaf.com or by phone at 613-728-0695 ext. 244.  

How long should we expect to wait before concrete changes, such as a collective agreement or pay adjustments, take place?

It’s difficult to determine how long it will take before we start to see these sorts of concrete changes, as it depends on when the bargaining unit is certified by the Public Sector Labour Relations and Employment Board.

ACFO-ACAF filed the application for certification with the Board on February 11, 2026, with the Board formally initiating the process on February 27, 2026. There are many factors that can impact how long it takes for the Board to certify a bargaining unit, such as the workload of the Board, and the position that the employer takes on the certification application.

Once the bargaining unit is certified by the Board, ACFO-ACAF will reach out to the membership to determine their priorities for the collective agreement. After those priorities have been collected, we can begin negotiating the inaugural collective agreement with the employer, which would subsequently need to be ratified.

Once that happens, we will be in a better place to provide an estimated timeline but rest assured, ACFO-ACAF is committed to completing all necessary tasks promptly in order to move forward as efficiently as we are able to.

Why was there a notice published in our workplace?

The employer is legislatively required to publish the Notice of Application in your workplace. The notice informs employees that a union certification application has been filed and outlines the next steps in the Board’s review process.  

Some ADG‑G employees who were excluded from the group are wondering why they were not included. Who determined which positions are ‘doing finance’?

ACFO-ACAF is North America’s largest union that exclusively represents accountants, comptrollers, auditors, and other financial professionals. As ADG‑G roles generally involve more clerical or entry‑level data‑entry duties, it was determined that these likely positions do not fit as part of the CT Community.

Why aren’t the people affected by this process getting information at the same time, and in a consistent manner?

With ACFO-ACAF having submitted the application for certification on February 11, 2026, there is no further action required and no new information available until March 30, the deadline for the employer to file a formal reply to the application.

We have established a mailing list and this webpage to share information when it becomes available to help ensure information flows more consistently going forward.

Is it too late to sign a membership card if I have not done so yet ?

No, membership cards can be submitted to the Board until March 30, 2026, and every card matters. If you or someone you know wants to join, please contact Mathieu Delorme immediately to get the process started. He can be reached by email at mdelorme@acfo-acaf.com or by phone at 613-728-0695 ext. 244.

How does ACFO-ACAF plan to successfully negotiate salary increases when departments are facing budget cuts?

Budget constraints are always a factor in negotiations in the federal public service, and something that unions deal with in every round of bargaining. Collective bargaining provides a structured, transparent process to assess compensation issues and make steady progress over time.

Below we’ve outlined some things to keep in mind about collective bargaining:

• Comparison: Negotiations give us the opportunity to compare your job against similar jobs elsewhere in the public service that might be paid more and create a strong case for adjusting classifications and salaries to match the broader labour market.
• Steady progress: Improvements don’t always come from a single large increase. Most gains are achieved through multi‑year adjustments and targeted corrections that steadily close compensation gaps.
• Priorities: When resources are limited, members identify what their priorities are, whether that be base salary, step progression, allowances, or other sorts of compensation. Ultimately, members are in charge, and they get to determine what they want to prioritize.
• Collective strength: A certified bargaining agent ensures compensation issues are addressed formally and collectively, giving employees a stronger voice and more opportunity to advocate for better compensation over time.
• Impasse: If the parties are unable to reach an agreement at the bargaining table, the legislation provides mechanisms to achieve a final resolution, such as binding arbitration. In the past, ACFO-ACAF members have elected to participate in the arbitration process, where the Board reviews the positions of both sides and renders a decision. This process provides an additional avenue to address compensation issues when negotiations alone are not sufficient.

In short, budget pressures do not eliminate the possibility of salary improvements. What collective bargaining does is provide the framework, data, and negotiating power needed to pursue them effectively.

If salary increases are achieved, could this result in job losses given that budgets are growing little or not at all?

Salary increases negotiated through collective bargaining do not automatically lead to job losses. Staffing levels are set by departments based on operational needs, and the employer would not agree to pay increases that undermine its ability to deliver programs.

Historically, wage increases in the federal public service have not resulted in layoffs as salary negotiations and staffing decisions are separate processes. Compensation adjustments are typically planned for within broader financial management.

Is there a risk of losing any current benefits, such as working hours, flexible schedules, or annual leave, due to unionization?

Unionization will allow House of Commons employees to have their terms and conditions of employment, workplace rights, and pay protected through a collectively bargained agreement.

Once we are certified as your bargaining agent and the notice to bargain is filed, existing terms and conditions of employment are frozen. It will then be up to you as members, supported by ACFO-ACAF staff, to choose what is important to you, what you will deem to be non-negotiable and what you might be willing to make concessions on to make gains in other areas. This could include wages, benefits, professional development opportunities or inputs into classification and qualification standards.

The next steps

The employer is required to submit a formal reply to our application for certification by March 30. This same deadline applies to any other unions or employees affected by this application, or the intervener’s application, to file a statement of opposition.

After March 30, we will wait for the Board to determine the next steps. Based on its review, the Board may choose to hold a hearing if it believes additional information is required.