On February 5, 2026, USJE representatives attended a virtual meeting with the RCMP to receive an update on the Comprehensive Expenditure Review and the implications of the next Federal Budget. The meeting was hosted by Senior Deputy Commissioner, Bryan Larkin, with support from Acting Assistant Commissioner Human Resource Management, Matt Peggs, and several members of the National Human Resources and Labour Relations management teams. All bargaining agents were invited to attend the meeting.
During this meeting, SDC Larkin identified that the RCMP have been working towards mitigating the impact of the Comprehensive Expenditure Review on employees by looking at their internal structures, horizontal integration and finding efficiencies while considering the sustainability of the organization. It is noted that the RCMP were to find up to 2% of operational savings as part of the Comprehensive Expenditure Review.
SDC Larkin cited that the RCMP had taken earlier measures (such as slowing the process for hiring by requiring additional approvals, managing attrition and vacancies) in this process to help avoid the negative impact on employees. Despite the measures taken, it was announced that Workforce Adjustment will be required to meet the operational savings targeted for the RCMP under the Comprehensive Expenditure Review.
It was shared that the scope of the cuts will be limited to the National Capital Region (NCR) and will not impact “front line services”. It was identified that the NCR has 6795 employees of which between 250 to 300 employees will be receiving affected notices prior to March 1, 2026.
The RCMP anticipated that 50% of the reductions are to be achieved through Workforce Adjustment. The other 50% will be achieved by attrition/deployment/retirement (30%) and through the deletion of vacant positions (20%).
Of the Workforce Adjustment reductions, 80% will be attributed to Public Service Employees, 15% to Civilian Members, and a small percentage to Regular Members (who will be transitioned to new roles in the organization).
To be clear, the unions were not provided any details on the specific positions that will be impacted by these reductions, but it was identified that no single area or program was a target. It was made known that there will be a combination of Guaranteed Reasonable Job Offers made, SERLO (Selection of Employees for Retention and Layoff) processes run and positions eliminated. The unions were offered that the numbers shared today were a “ballpark figure” and that they could still be subject to change. Again, a list of affected employees is expected to be received by the union near the end of February 2026.
SDC Larkin advised that the RCMP is looking to establish a National Workforce Adjustment Committee in the next 2 weeks. USJE plans to utilize this committee to ensure transparency throughout the Workforce Adjustment process and to ensure that our members obtain the answers and support they need during these challenging times.
It remains a high priority for USJE to keep our members informed on the impact of the Comprehensive Expenditure Review and providing the support our members need when navigating the Workforce Adjustment process.
If you receive an affected notice, it is crucial to understand that no final decision has been made about your job, you remain employed in your current position and your pay, benefits, and status do not change. Under the formal processes governing Workforce Adjustment, there will be some options for employees to consider about a potential transition based upon the fulfillment of specific criteria.
While we recognize that this article may cause more questions than provide answers, USJE wanted to ensure that we brought what information we could at the earliest possible time. You can refer to the PSAC’s Workforce Adjustment guide which provides essential information about your rights under WFA.
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