CFIA is cutting 1,371 jobs as part of federal cost-cutting. This guide covers employment transition options, surplus priority timelines, and strategies for your next career move.
The Canadian Food Inspection Agency is cutting 1,371 positions as part of the federal government's broader plan to reduce the public service by 40,000 jobs by 2028-29. The Agriculture Union confirmed the cuts on January 28, 2026, warning of a "looming food safety crisis" as the agency loses more than 20% of its workforce. If you've received a workforce adjustment notice or are concerned about your position, this guide explains your options and next steps.
CFIA employees affected by workforce adjustment enter a defined process under their collective agreement's Employment Transition Policy. You are not being laid off immediately. You have options, timelines, and protections that require prompt action to maximize.
The CFIA had 6,380 employees as of March 2025, already down from 6,929 in 2023. A cut of 1,371 positions represents more than one-fifth of the remaining workforce, making this one of the largest reductions in the agency's history.
Key facts about the CFIA layoffs:
Who is most likely affected:
CFIA employees span multiple classifications and roles including:
The agency has not disclosed which specific roles or regions face the deepest cuts. Indeterminate employees receive more protection than term employees, who can be released without the full employment transition process.
Industry context:
CFIA is not alone. Agriculture and Agri-Food Canada announced closures of seven research farms and centers in the same week. Statistics Canada is cutting 850 positions. Public Services and Procurement Canada, Shared Services Canada, and multiple other departments have issued thousands of workforce adjustment notices.
If you're a term employee (not indeterminate), your protections are more limited. The employer can choose not to renew your contract without triggering the full employment transition process. Start your external job search immediately if your term is ending within six months.
Your actions in the first few days after receiving a workforce adjustment notice can significantly affect your options. Here's what to do.
1. Confirm your status in writing
Request written confirmation of:
2. Understand the two key classifications
The federal workforce adjustment process creates two possible paths:
Surplus (with guarantee of reasonable job offer):
Opting:
3. Document everything
Create a folder (physical or digital) containing:
4. Contact your union immediately
CFIA employees are represented by:
Your union can explain your specific rights under your collective agreement's Employment Transition Policy and represent you throughout the process.
5. Start parallel searches
Do not wait to be told your final status. Begin:
CFIA employees with surplus priority status have high placement rights within the federal public service. The statutory surplus priority is the second-highest priority entitlement (after Canadian Armed Forces members). Use this advantage aggressively by applying to every suitable position.
The CFIA Employment Transition Policy (outlined in your collective agreement's Appendix B) provides specific options depending on your classification.
If you receive a Guarantee of Reasonable Job Offer (GRJO):
If you are declared opting, you have 120 days to choose:
Voluntary Departure Program (VDP):
When five or more employees at the same group and level in the same work unit are notified their services may no longer be required, CFIA must establish a VDP. This gives employees 30 days to choose from the opting options. Participating in the VDP is entirely voluntary.
Transition Support Measure calculation:
The TSM is based on your years of service. The exact calculation is outlined in Annex B of your collective agreement. The TSM is paid in addition to severance pay under Article 62.
Severance pay:
Severance for layoff is calculated under Article 62 of your collective agreement. This is separate from and additional to the TSM. You also receive a payout of any unused vacation leave.
Pension considerations:
If you meet eligibility criteria and choose Option B, you may qualify for a pension waiver that allows you to retire without incurring a pension penalty. Consult your compensation advisor and pension center for specifics.
Do not make a rushed decision on opting options. You have 120 days. Get counseling from your employer (they are obligated to provide it), consult your union, and consider your financial situation carefully. Once you select an option, the decision cannot be reversed.
CFIA experience translates well to multiple sectors if you know how to present it. The challenge is removing federal jargon and framing your work in language employers outside government understand.
Where CFIA skills transfer:
Food inspectors and veterinary officers:
Laboratory technicians and scientists:
Policy analysts and program officers:
Administrative and support staff:
Resume translation strategies:
Federal resumes often use internal terms and acronyms that external employers do not recognize. Translating this language into plain, industry-standard wording helps your experience land more clearly.
For example, instead of saying you “conducted inspections under SFCR,” describe the work as conducting food safety audits to ensure regulatory compliance.
If you “administered HACCP-based programs,” this can be translated as managing food safety management systems and critical control points.
Rather than stating you “processed SORFs and regulatory submissions,” explain that you handled import and export documentation and compliance filings.
Similarly, replacing “worked in an EC-04 policy capacity” with developing policy recommendations for senior leadership makes your role and impact easier to understand outside the federal system.
Key resume changes for external applications:
Provincial food inspection agencies are often hiring when the federal government is cutting. Ontario, Alberta, and British Columbia all maintain their own food safety programs. Your CFIA credentials and experience give you a significant advantage in these roles.
Immediate resources:
Your union:
Federal government resources:
Mental health support:
Job uncertainty is stressful. Use available resources:
Financial planning:
If considering Option B or C (leaving the public service):
Networking:
Timeline for action:
In the first week, confirm your employment status, contact your union, and keep records of all important communications. Over the next few weeks, start actively monitoring GC Jobs and exploring external opportunities.
By the second month, update your resume and begin applying for roles, starting with internal priority positions if available. As you approach the 120-day deadline, be ready to make an opting decision if required, while continuing a parallel job search until you are placed or fully transitioned.
Translating federal government experience into language that works for external employers is one of the biggest challenges CFIA employees face during workforce adjustment. The skills you developed are valuable, but the terminology you've used for years doesn't resonate outside government.
Yotru's resume builder helps you create targeted resumes that communicate your regulatory, scientific, and operational experience in terms private and provincial employers understand. The platform is designed to work with ATS systems and allows you to create multiple versions for different target roles.
How Yotru helps during workforce adjustment:
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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.
The Agriculture Union confirmed that 1,371 CFIA positions will be eliminated. This represents more than 20% of the agency's workforce, which stood at 6,380 employees as of March 2025. Not everyone who receives a workforce adjustment notice will necessarily be laid off, as some may be redeployed, retire, or participate in voluntary departure programs.
This article is written for Canadian Food Inspection Agency employees affected by January 2026 workforce adjustment notices. It provides practical guidance for understanding employment transition options, managing timelines, and planning your next career move during this transition.
Yotru content prioritizes accuracy, neutrality, and evidence-based guidance. All factual claims are verified against union statements, reputable reporting, and authoritative government sources. Articles are updated as new information becomes available.
This article draws on publicly available reporting about CFIA's January 2026 workforce reduction, Agriculture Union and PSAC statements, federal government workforce adjustment policy documentation, and Yotru's applied research on job search strategy and career transition for public sector professionals.
This article is for informational purposes only and does not constitute legal, financial, or career advice. CFIA employees should consult their union representatives, compensation advisors, and pension center for guidance specific to their situation. Employment transition options and entitlements vary based on classification, years of service, collective agreement provisions, and individual circumstances.
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