Mississauga Keeps Hybrid Work Model for City Employees

Mayor Carolyn Parrish has confirmed that the City of Mississauga will not require municipal employees to return to the office full-time.

• Staff will continue with a hybrid schedule
• They can work three days in-office and two days remote per week

Her announcement came shortly after the Ontario government mandated full-time in-office work starting January 5, 2026. The City of Brampton followed suit a day later, with Mayor Patrick Brown arguing that the decision is “long overdue.” Toronto continues with its hybird policy that sees workers in office three days a week.

Meanwhile, major employers like Rogers, TD, BMO, RBC, and Scotiabank are implementing similar return-to-office (RTO) policies for their staff.

In a post on X, Parrish said the city is sticking with the hybrid concept.

Mississauga will continue the current hybrid work weeks with optional 3 days in office and 2 remote. 80% of 8378 staff attend in person 5 days/week by choice, 20% hybrid. We constantly monitor to ensure excellent service for residents and positive engagement with our employees.

— Mayor Carolyn Parrish (@carolynhparrish) August 15, 2025

According to Parrish:

• 80% of Mississauga’s 8,378 staff already choose to come in five days a week
• The remaining 20% use the hybrid option
• The city continually monitors operations to ensure high-quality service for residents and strong employee engagement

Bottom line: Mississauga isn’t following Brampton’s lead — and isn’t forcing city workers back full-time.

Can the City of Mississauga Force You Back to the Office?

No — if you’re a non-unionized City of Mississauga employee who has been working remotely long term or was hired to work remotely, the municipality can’t automatically force you back to the office without risking a constructive dismissal claim.

That means if in-office work wasn’t part of your original role or has since been replaced by a longstanding remote arrangement — for example, the past five years — requiring a full return to the office could legally allow you to resign and pursue full Ontario severance pay — up to 24 months’ compensation.

Additional reasons why you can’t be forced back include:

• You need accommodation for a disability or medical issue, with support from a doctor
• You’re refusing the return based on a protected right — like caregiving responsibilities or a health and safety concern in the workplace

WATCH: RTO Mandates in Ontario

What to Do If the City of Mississauga Tells You to Return

• ✅ Do not quit. Leaving your job could cost you the severance you’re legally entitled to.
• ✅ Find your employment contract. Ontario employment agreements contain details like work location and severance packages
• ✅ Get legal advice. Before you push back or accept a change, talk to an employment lawyer at Samfiru Tumarkin LLP

Speak to an Employment Lawyer About Your Return-to-Office Rights

Returning to the office isn’t automatic — even for government workers. If you’re a non-unionized City of Mississauga employee and you’ve been told to return full-time, but you’ve been working remotely long-term or were hired to do so, you may not have to go back.

📞 Contact Samfiru Tumarkin LLP today: 1-855-821-5900 or request a consultation online. We’re the most positively reviewed employment law firm in Canada and have helped thousands of Ontarians navigate return-to-office demands and secure fair compensation when their rights were violated.

• 👥 Over 50,000 clients helped across Canada
• 💰 Secured millions in severance and settlements
• ⚖️ No win, no fee — you don’t pay unless we win (Conditions apply. Not all cases qualify.)
• ⭐ 3,000 5-star Google reviews across Canada (4.7 average)
• 🏆 Recognized as one of Canada’s Best Law Firms by The Globe and Mail

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and SHOULD NOT be read as suggesting any improper conduct on the part of any specific employer, or a relationship between Samfiru Tumarkin LLP and a specific employer.