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Hybrid Workplace Practice

Last Updated: November 17, 2025

1. Introduction

Canada Post Corporation is committed to providing a Hybrid Workplace Practice that recognizes true flexibility: where Canada Post and its employees achieve mutual gain in meeting both performance and work-life needs. Through a Hybrid Workplace Model, we will adapt the traditional physical workplace to meet new realities.

In keeping with our goal of being an employer of choice, this Practice will assist in maintaining fair, equitable and accessible employment practices that encourage team leaders and employees to explore options that enable them to balance what’s most important – at work and at home.

The Practice may be amended periodically to reflect changing needs of the business or the workplace.

2. Scope

This Practice applies to all employees. It informs team leaders and employees on the organization’s Hybrid Workplace Model, and the degree of flexibility possible based on the requirements of each role, including:

  • Physical requirements
  • Client and stakeholder-facing (internal or external)
  • Collaboration
  • Engagement (strengthening our culture to fulfill our purpose)

This Practice does not supersede Collective Agreements or other Policies or Practices reflecting rights under the Canadian Human Rights Act or the Canada Labour Code.

3. Definitions

For the purposes of this Practice, the terms below are defined as follows:

Alternate Work Location: a location, in Canada, that is different from the Official Work Location where an employee normally performs their work and could include a location that is not controlled by Canada Post.

Assigned Workspaces: cubicles and offices in a Corporate Work Location that are assigned to specific employees.

Collaborative Spaces: small meeting rooms in a Corporate Work Location that can be reserved for small groups for a specified period to conduct collaborative work.

Corporate Work Location: a work location that is under the control of Canada Post.

Coworking Options: working arrangements in which employees come together to work in a shared space at a Corporate Work Location and may include Hoteling, Collaborative Spaces and Meeting Rooms.

Eco-System of Workspaces: the work environment associated with a Hybrid Workplace Model that consists of a combination of work from an Alternate Work Location with assigned workspaces and coworking options (hoteling, collaborative spaces and meeting rooms) in a Corporate Work Location.

Hoteling: a method of reserving office space and resources in a Corporate Work Location.

Hybrid Workplace Model: a flexible business model that combines work from an Alternate Work Location with work from an Official Work Location.

Meeting Rooms: larger meeting rooms in a Corporate Work Location that can be reserved for larger groups for a specified period to conduct team meetings or collaborative work.

Neighbourhood: reserved space where Assigned Workspaces and Coworking Options are available to regroup functional teams.

Official Work Location: a Corporate Work Location to which the employee is tied in SAP and which is specified in their letter of offer.

Operational Workspaces: industrial workspaces in a Corporate Work Location that are dedicated to the processing and delivery of mail (i.e., plants and depots).

4. General Information

4.1 Philosophy

The interests of our people, Corporation and customers are inseparable. Our decisions and actions are reflective of our diversity, values, behaviours and desired culture.

We ensure employees are treated equitably and with respect, while acknowledging that the degree of flexibility will differ by type of work. The ability to be flexible is a competitive advantage that helps us attract, grow and retain the best talent.

We trust our people to deliver on their commitments and perform effectively, while balancing their work and home life.

4.2 Guiding principles

  • Be aligned to Canada Post’s values, behaviours and desired culture.
  • Minimize bureaucracy and complexity, where possible.
  • Treat employees fairly and equitably, while acknowledging that the degree of flexibility will differ by type of work.
  • Enable our goal of being an employer of choice.
  • Respect the role of our bargaining agents and the provisions of our collective agreements.
  • Empower leaders to make decisions about the operation of their teams.

4.3 Hybrid Workplace Model

4.3.1 Understanding the Hybrid Workplace Model Eco-System

Hybrid working reflects the principle that employees have options that include working from an Alternate Work Location as well as working from their Official Work Location. Together, these form an Eco-System of Workspaces available as work locations, as there may be several options for working from an Alternate Work Location and an Official Work Location.

Canada Post recognizes the needs of a modern workplace and will provide Collaborative Spaces, create Neighbourhoods for functional groups, and update resources to support Assigned Workspaces and Coworking Options.

The following make up Canada Post’s Hybrid Workplace Model Eco-System of Workspaces:

  • Operational Workspaces
  • Assigned Workspaces
  • Neighbourhoods
  • Coworking Options
    • Hoteling
    • Collaborative Spaces
    • Meeting Rooms
  • Alternate Work Locations
4.3.2 Defining the degree of flexibility by role

Canada Post embraces a Hybrid Workplace Model that balances the physical, client and stakeholder- facing (internal or external), collaboration and engagement (strengthening of our culture to fulfill our organizational purpose) requirements of each role.

Canada Post recognizes two broad groups which contribute to defining the degree of flexibility for each role:

Roles requiring full-time in-person presence in the workplace to meet the high degree of physical, client and stakeholder-facing (internal or external), collaboration and engagement requirements.
Roles with medium to high degree of physical, client and stakeholder-facing (internal or external), collaboration and engagement requirements. These roles may offer some flexibility of work location.

General Managers will determine the group to which a role belongs.

For the Hybrid Workplace Model to fully enable our purpose and foster our culture:
All non-executive employees (Manager level and below) are expected to work at their Official Work Location a minimum of two days a week, either on Tuesday, Wednesday and/or Thursday. In-person days will be determined by the General Managers. General Managers will also establish the degree of flexibility for the remaining three days of the week for employees where flexibility of work location is available, while ensuring consistency across functions.

  • All executive employees (Director level and above) are expected to work at their Official Work Location a minimum of three days a week, on Tuesday, Wednesday and Thursday. General Managers will establish the degree of flexibility for the remaining two days of the week for employees where flexibility of work location is available, while ensuring consistency across functions. This requirement reinforces leadership presence and visibility, and supports cross-functional collaboration and strategic alignment.
4.3.3 Requirements
  1. The terms and conditions of employment, relevant provisions of collective agreements, existing policies and practices and legislation will continue to apply in the hybrid workplace.
  2. The assessment of flexibility for hybrid work and consistency of application within and between teams is to be monitored by General Manager level and above.
  3. All Canada Post non-executive employees are expected to work from their Official Work Location a minimum of two days a week, either on Tuesday, Wednesday and/or Thursday. In-person days will be determined by the General Managers.
  4. All Canada Post executive employees are expected to work from their Official Work Location a minimum of three days a week, on Tuesday, Wednesday and Thursday.
  5. The employee working from an Alternate Work Location may be required to attend their Official Work Location for specific situations and at the direction of their team leader (i.e., meetings, internet/network connectivity issues, team building, onboarding new team members, training, productivity/performance shortfalls).
  6. For the purposes of the hybrid workplace, and due to restrictions related to taxation and potential security risks, Canada Post work will be conducted in Canada only.
  7. Employees who choose to work from an Alternate Work Location will bear the cost of travel and other related expenses between their Alternate Work Location and their Official Work Location.
  8. General Managers will be assigned neighbourhoods and will have the flexibility to assign workspace or hoteling space based on their team’s needs and availability of space.
  9. Employees working partially from an Alternate Work Location must complete the online training available on Learning Zone entitled “Health, Safety, and Security for Flexible Work Arrangements” on how to work safely from home.
  10. Employees working from an Alternate Work Location must give consideration to privacy and security related instructions.
  11. Employees working from an Alternate Work Location must adhere to the Guidelines for Office Attire.
  12. Official Work Locations should not be updated based on the employee’s Alternate Work Location.
4.3.4 Additional flexible work options

Canada Post recognizes that some employees might require additional flexibility or accommodations beyond what is normally offered in the Hybrid Workplace Model. To further support its employees, Canada Post continues to offer a wide range of employee-requested flexible work options (as described below), which are assessed and approved on a case-by-case basis.

  1. Flexible work arrangements: Employees continue to have the right to submit a formal flexible work arrangement request pursuant to the Canada Labour Code. Refer to the Flexible Work Arrangement Practice page for more details.
  2. Work options program: Eligible employees can request to participate in one of the work options that may help in balancing work responsibilities with all the other commitments in life. The options available are Reduced Work Schedule, Short-term Leave (period of 1-60 days), Self-Funded Leave and Phased Retirement Leave. These options are outlined on the Work Options Program page on Intrapost.
  3. Duty to accommodate: Employees who require an accommodation based on any prohibited ground in the Canadian Human Rights Act should refer to the Duty to Accommodate Practice.

5. Roles and responsibilities

Management and employees are responsible for making sure that operational needs of the Corporation are met and that no productivity, revenue or cost is negatively affected by the application of this Practice.
Management responsibilities:

  • Establishing roles and functions where flexibility for hybrid work is possible.
  • Identifying the Official Work Location of the position.
  • Determining the two days for non-executive employees to work from their Official Work Location between Tuesday, Wednesday and/or Thursday.
  • Establishing demand for office space.
  • Striving for consistency in similar roles and alignment within a team to ensure performance requirements are met.
  • Explaining the established parameters for their team to their employees (i.e., degree of flexibility of work location for the remaining three days).
  • Treating employees with respect and trusting them to deliver on their commitments to perform effectively while balancing their work and home life.
  • Providing information, instruction and training to employees on health and safety, security and privacy policies and protocols, while working from an Alternate Work Location that is not controlled by Canada Post.
  • Enforcing the Code of Conduct and other policies and practices with employees working from an Alternate Work Location.
  • Promoting team norms (core hours, team meeting/collaboration days, daily breaks, dedicated solo work hours, norms for respecting time off, etc.).
  • Making performance expectations clear and resources to support flexibility and performance consistent across the organization.
  • Ensuring continued performance of teams based on selected mix of hybrid workplace options.

Employee responsibilities:

  • For manager level and below, complying with the requirement to work in person from their Official Work Location a minimum of two days a week, either on Tuesday, Wednesday and/or Thursday. In-person days will be determined by the General Managers.
  • For Director level and above, complying with the requirement to work in person from their Official Work Location a minimum of three days a week, on Tuesday, Wednesday and Thursday.
  • Informing themselves about making their Alternate Work Location safe, healthy and ergonomically appropriate including completing the training, reporting any health and safety hazards to Canada Post and making sure their emergency contact in SAP is up to date.
  • Taking all reasonable and necessary precautions for their own health and safety.
  • Complying with all Canada Post instructions concerning employees’ health and safety.
  • Following security and privacy protocols for information and technology.
  • Paying all expenses related to the Alternate Work Location that is not controlled by Canada Post. This may include, but is not limited to:
    • utilities
    • compliance with municipal zoning regulations
    • equipment that is compliant with health and safety, technology, privacy and confidentiality requirements.
  • Bearing all costs related to travelling between the Alternate Work Location and the Official Work Location.
  • Understanding that supplies, equipment and electronic networks belonging to Canada Post may be used only for the purposes of carrying out Canada Post duties.
  • Using software provided by Canada Post.
  • Attending meetings, training and workshops in person when required to do so by a team leader.
  • Reporting incidents, occupational diseases, other hazardous occurrences, emergencies, or lost/stolen assets in a timely manner.

6. Implementation and continuous review

General Managers can amend or revoke a hybrid work arrangement at any point following discussion with the employee. General Managers and employees are encouraged to review flexible and hybrid work arrangements on a regular basis.

7. No reprisal

Canada Post will not dismiss, suspend, lay off, demote, or discipline an employee because the employee has made a request for flexibility or take such a request into account in any decision to promote or train the employee.

8. Compliance

Employees at all levels are responsible for complying with this Practice. Failure to comply with this Practice may result in discipline, up to and including dismissal from Canada Post.