Right to three days remote work

AI summary

Petitioners ask the Government to amend Part III of the Canada Labour Code to guarantee federally regulated, primarily computer-based employees the right to remote work at least three days per week, require written evidence-based justification for more than two on-site days, ban adverse action for exercising the right, and ensure enforceable compliance and complaint processes.

AI summaries describe petitioners’ requests and claims. Consult the official record for the full text.

Official petition

Petition to the House of Commons in Parliament assembled The Canada Labour Code sets minimum labour standards for federally regulated employees, including banking, telecommunications, transportation, postal services, pipelines, and Crown corporations; About 900,000 Canadians are employed in these sectors, giving the federal government responsibility to ensure modern workplace standards; Remote and hybrid work improves productivity, lowers absenteeism and turnover, and supports caregivers, people with disabilities, and rural workers; Statistics Canada estimates that feasible telework could cut 9.5 megatonnes of greenhouse gas emissions annually, helping meet Canada’s climate goals; and Without clear legal protections, employees remain vulnerable to arbitrary return-to-office mandates that undermine work–life balance, inclusion, and competitiveness. We, the undersigned, Citizens of Canada, call upon the Government of Canada to 1. Amend Part III of the Canada Labour Code to guarantee that federally regulated employees whose job functions are primarily computer-based shall have the right to perform their work remotely for a minimum of three (3) days per week, unless their role is in emergency, medical, caregiving, or other functions where physical presence is demonstrably essential; 2. Require federally regulated employers to provide written, evidence-based justification if they require more than two (2) in-office days per week for such employees; 3. Prohibit any adverse employment action (including dismissal, demotion, or negative performance evaluation) solely on the basis of exercising this right; 4. Ensure the Minister of Labour develops compliance and enforcement measures—including penalties for non-compliance and clear channels for employee complaints—so that this right is meaningful and enforceable; 5. Position Canada as a global leader in modern, sustainable, inclusive work practices by embedding hybrid work as a statutory labour standard under federal law.

Government response

No government response is available yet.