Agriculture and Agri-Food Canada is cutting approximately 665 positions and closing seven research facilities under federal spending reductions. This guide outlines what affected employees need to know about workforce adjustment, benefits, and next career steps.
AAFC will eliminate about 665 roles and close seven research sites in 2026. On January 22, 2026, 1,043 employees received workforce adjustment notices as part of budget-driven restructuring.
On January 22, 2026, AAFC issued workforce adjustment notices to 1,043 indeterminate employees, indicating their positions may be affected. The Agriculture Union reports that 494 of its members are directly impacted.
Seven research facilities are slated for closure: three research and development centres in Guelph (Ontario), Quebec City (Quebec), and Lacombe (Alberta), along with four satellite research farms in Nappan (Nova Scotia), Scott and Indian Head (Saskatchewan), and Portage la Prairie (Manitoba). Several of these sites, including Indian Head and Nappan, date back to the original federal research farms established in 1887.
AAFC has stated that no immediate closures are planned and that any wind-down of scientific operations would follow a structured decision process that could extend up to 12 months. Despite the reductions, the department will remain Canada’s largest agricultural research organization, operating 17 research centres nationwide.
This guide is intended for AAFC employees who have received affected letters or workforce adjustment notices. It focuses on understanding the WFA process, clarifying options and timelines, and planning next steps, whether within the federal public service or beyond it.
The AAFC workforce reductions are part of the federal government's broader effort to reduce program spending and administration costs by approximately $60 billion over the next five years. Budget 2025 required AAFC to meet savings targets of up to 15% over three years, leading to the current restructuring.
AAFC will reduce its workforce by approximately 665 positions, including both executive and non-executive roles. On January 22, 2026, the department issued 1,043 affected letters to indeterminate employees, notifying them that their positions may be eliminated. The reductions will be achieved through attrition and workforce adjustment or career transition measures.
Seven research facilities are closing: three research and development centres (Guelph, Quebec City, and Lacombe) and four satellite research farms (Nappan, Scott, Indian Head, and Portage la Prairie). AAFC says there are no imminent site closures, and any wind-down of scientific operations would follow a careful decision process that could take up to 12 months.
AAFC will remain Canada's largest agricultural research organization, with 17 research centres nationwide and research farmland in every province.
Based on announced closures and program changes, roles most likely affected include:
The Agriculture Union has criticized the process as abrupt and has called for meaningful consultation as the workforce adjustment process continues.
Receiving an affected letter is stressful, but you have time to understand your situation before making any decisions. The workforce adjustment process has defined steps and timelines that protect your interests.
Your affected letter should include:
If anything is unclear, request clarification from your manager or HR representative in writing.
Under the workforce adjustment framework, there are important distinctions between different employee statuses:
The distinction between surplus and opting status significantly affects your options and timelines. Ask your HR representative to confirm your status in writing.
Document everything. Save all emails, letters, and meeting notes related to your workforce adjustment. Keep a record of dates, conversations, and decisions. This documentation may be important if you need to file a grievance or clarify your entitlements later.
If you are a member of the Agriculture Union or PSAC, your union representative can help you understand your rights, navigate the WFA process, and advocate on your behalf. Union support is especially valuable when reviewing options, evaluating offers, and understanding complex provisions in your collective agreement.
The Agriculture Union has workforce adjustment resources available at agrunion.com/resources/workforce-adjustment. PSAC also provides comprehensive WFA guidance at psacunion.ca/workforce-adjustment-tb.
The workforce adjustment process is designed to maximize employment opportunities for indeterminate employees. Understanding your options helps you make informed decisions about your career.
Employees with opting status must select one of the following options within 120 days:
The specific terms of each option depend on your collective agreement and individual circumstances. Review your options carefully with your union representative before making a decision.
When five or more employees at the same group and level in the same work unit are notified that their services may no longer be required, the department must establish a voluntary departure program. If you are interested in leaving the public service, volunteering under a VDP may provide additional benefits compared to waiting for the full WFA process to unfold.
VDP volunteers have 30 days to select their departure option. If enough employees volunteer, remaining employees may be removed from WFA status entirely.
Employees in WFA situations have priority access to job opportunities within the federal public service through the Public Service Commission's Priority Administration System. This means you may be considered for positions before external candidates or even internal candidates without priority status.
Actively seeking alternate employment through priority entitlements, GC Jobs, and departmental networks is one of the most effective ways to secure continued employment in the public service.
Understanding your financial entitlements helps you plan for different scenarios and make informed decisions about your options.
If you choose Option C or are eventually laid off, you are entitled to severance pay based on your years of continuous employment. The specific calculation depends on your collective agreement and classification. Review your collective agreement or consult with your union to understand your exact entitlement.
Employees who have accumulated unused vacation leave are entitled to be paid out for that time. If you have outstanding bonus or other compensation, confirm how it will be treated under your departure scenario.
Your WFA options may have significant implications for your pension. Employees with many years of service may be eligible for an unreduced pension if they meet age and service requirements. A pension waiver may allow employees who leave due to WFA before their normal retirement age to receive an unadjusted pension benefit.
Before selecting any WFA option, consult with the Government of Canada Pension Centre to understand how each choice affects your pension entitlements. This is especially important for employees approaching retirement eligibility.
If you leave the public service, whether through Option C or eventual layoff, you may be eligible for Employment Insurance benefits. EI eligibility depends on your hours worked, reason for separation, and other factors.
Apply for EI through Service Canada as soon as possible after your last day of employment. There is typically a waiting period before benefits begin, so prompt application helps reduce any gap in income.
The transition from public service employment to EI can involve complex timing considerations, especially if you receive a lump sum severance payment. Service Canada can advise on how your severance affects EI eligibility and timing.
AAFC employees bring valuable expertise in agricultural science, research, policy, program delivery, and administrative functions. Whether you are seeking redeployment within the federal government or exploring opportunities outside the public service, your experience has real market value.
If your priority is continued public service employment, focus your job search on departments and agencies with related mandates:
Use GC Jobs and your priority entitlements to identify and apply for positions that match your skills and classification. Tailor each application to demonstrate how your AAFC experience aligns with the specific role requirements.
If you are considering opportunities outside the public service, your AAFC experience translates well to several sectors:
Your resume should clearly communicate your expertise, accomplishments, and transferable skills. For federal government applications, include your classification, language profile, and security clearance. For external applications, focus on quantifiable achievements and industry-relevant terminology.
Practical guidelines:
For guidance on translating federal experience into effective resumes, see the Ottawa federal job cuts resume examples. If you need help structuring your resume for different audiences, Yotru's resume builder can help you create clear, ATS-friendly documents tailored to your target roles.
Workforce adjustment affects more than your job. It disrupts routines, professional identity, and relationships built over years of service. Finding support and staying connected makes a meaningful difference during this transition.
When discussing your situation with colleagues, potential employers, or your network, keep your explanation brief, factual, and neutral:
"My position was affected by AAFC workforce reductions in January 2026 as the department implements Budget 2025 savings targets. I'm proud of the research I contributed to and I'm now exploring opportunities where I can apply my expertise in [your area]."
Mass layoffs resulting from organizational restructuring are understood by employers and carry no stigma. Avoid over-explaining or sounding defensive. Focus on what you accomplished in your role and what you bring to a new position.
The Agriculture Union and PSAC are providing ongoing support to members affected by the AAFC cuts. Stay connected with your union for updates on consultations, grievances, and advocacy efforts.
Professional associations in agriculture, food science, and related fields can also provide networking opportunities, job leads, and professional development during your transition. If you are not already a member of relevant associations, consider joining during this period.
Job loss and workplace uncertainty are significant stressors. The federal government's Employee Assistance Program provides free, confidential support for employees dealing with work-related stress, career transitions, and personal challenges. If your EAP access extends beyond your last day of employment, use it while you can.
Many communities also offer free or low-cost mental health services, career counseling, and support groups. Anchoring to small, consistent steps, such as understanding your options, updating your resume, and reaching out to contacts each week, can make the transition feel more manageable.
If you are struggling emotionally, reach out for support. Workforce adjustment is a significant life event, and seeking help is a sign of strength, not weakness. Your EAP, union, and community resources are there for exactly this situation.
Moving from the public service to your next role often requires adjusting how your experience is presented. Federal resumes tend to emphasize classifications and formal responsibilities, while external employers look for clear outcomes, measurable impact, and role-specific language.
Yotru helps bridge this gap by guiding you through building a resume tailored to your target audience. You can structure different versions of your resume for federal, provincial, academic, or private-sector roles without starting from scratch each time.
With Yotru, you can:
• Translate AAFC responsibilities into achievement-focused statements
• Adjust language to match government or industry job postings
• Create ATS-friendly resumes that pass automated screening systems
• Maintain multiple resume versions for different career paths
Instead of manually reworking your resume for every opportunity, Yotru provides a structured way to position your experience clearly and consistently, helping employers quickly understand the value you bring.
Team Yotru
Employability Systems & Applied Research
Team Yotru
Employability Systems & Applied Research
We build career tools informed by years working in workforce development, employability programs, and education technology. We work with training providers and workforce organizations to create practical tools for employment and retraining programs—combining labor market insights with real-world application to support effective career development. Follow us on LinkedIn.
Yes. Agriculture and Agri-Food Canada announced in January 2026 that it will eliminate approximately 665 positions as part of the federal government's Comprehensive Expenditure Review. Over 1,043 employees received affected letters on January 22, 2026, and the workforce adjustment process is ongoing.
This article is written for Agriculture and Agri-Food Canada employees who have received affected letters or workforce adjustment notices as part of the January 2026 restructuring. It provides practical, step-by-step guidance on navigating the WFA process, understanding options, and planning career transitions, with a focus on helping readers make informed decisions during a challenging period.
Yotru content is reviewed regularly to ensure accuracy, relevance, and currency. We prioritize neutral, evidence-based guidance and avoid promotional language or outcome guarantees. Our editorial standards require verification from authoritative sources and regular updates as new information becomes available.
This article draws on publicly available reporting about AAFC workforce reductions, official Government of Canada workforce adjustment directives, union statements and resources, and Yotru's research on federal public service career transitions. We rely on authoritative sources including government websites, collective agreement provisions, and established media coverage.
This article is for informational purposes only and does not constitute legal, financial, or career advice. Outcomes vary by individual circumstances, collective agreement provisions, and organizational decisions. Consult with your union representative, HR advisor, or qualified professionals for advice specific to your situation.
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