AHS Agreement Implementation Update

AHS Collective Agreement Implementation Update

Bargaining updates

The Alberta Health Services Collective Agreement 2024-2028 is in effect as of November 25, 2025, and covers the period of April 1, 2024, to March 31, 2028.

This article was updated on:

  • December 12 - added deadline for former employees to request retro payments.
  • December 16 - added opting into benefit plan and long service pay.
  • January 13 - added payment issue date for retro pay for former employees
  • January 16 - added information on continuous glucose monitors coverage
  • February 20 - comprehensive update of implementation progress

Collective Agreement Proofing

This is nearing completion. Once completed, the Collective Agreement will be printed and available for members.

Retroactive Pay

Members received their retroactive pay on the December 24, 2025 payroll deposit. 

Retroactive Pay for Former Employees

Former Employees must contact the employer to receive any retroactive payment for increases. The employer will not contact them. The employer has confirmed that they will issue payment for former employees on April 15, 2026.

Former Employees* whose employment terminated between April 1, 2024 to November 24, 2025, may submit a written request for the retroactive payment of any increases they would have received but for the termination of employment. Requests must be received by February 23, 2026; 90 days from ratification. The preferred method for submitting such requests is via email to HRSSGeneral@albertahealthservices.ca. All written requests for retroactive increases should include the following information:

  • Employee Legal First and Last Name
  • Employee e-People ID Number
  • Termination Date
  • Email address
  • Phone number in case of a follow up call

Employees who prefer to send in such requests for retroactive increases via letter may do so by mailing a letter to: 

Pay Systems 
Attention: HSAA Retroactive Termination Request
Alberta Health Services
Southport Tower, 9th Floor
10301 Southport Lane SW
Calgary, AB T2W 1S7

*Former AHS Employees who have transferred to a Provincial Health Agency (for example to Recovery Alberta or Primary Care Alberta) are not required to request payment of retroactive increases as long as they remain employed with the new Provincial Health Agency as of the date of ratification. Regardless of which Employer you worked for: Primary Care Alberta, Acute Care Alberta, Recovery Alberta, Alberta Health Services, the process to request retro pay for terminated employees is the same, see above.

All pay advices and T4’s for former Employees will be mailed to the last address the employer has recorded on file. Please note if your mailing address or banking information has changed, it is your responsibility to update this by calling: 1-877-511-4455. Bank account and mailing address changes will not be accepted via email or letter; verification of identity is a required condition to process such changes.

HR Contact Centre Hours:
Hours of Operation: Monday to Friday (excluding statutory holidays), 6:00 a.m. to 5:00 p.m.

Retroactive Pay While On WCB/LTD/STD:

How Retroactive Wages Affect WCB Benefits

WCB does not provide a top-up or adjust your benefits if you receive retroactive pay. Your WCB benefits are based on your actual earnings on the date of your accident and are not adjusted based on a new agreement. WCB will not change your benefit rate, and your employer does not need to report retroactive pay to WCB for recalculating benefits.

If WCB is paying you directly, there will be no additional top-up. Your benefits remain based on your earnings at the time of the accident, and no retroactive adjustments are made.

However, if your employer is continuing to top up your earnings while you are on WCB leave, your pay may be adjusted so it matches your regular rate based on the new agreement. In this case, any top-up or retroactive increase comes directly from your employer based on the top up amounts, not WCB.

While on Short-Term Disability/Long-Term Disability:

For employees who were on STD or LTD before November 25th (date of ratification), there would be no retroactive payments as employees wages are based on what they earned on their date of disability. The employer does not report employees wage increases to the insurance company as there would be negative pay implications for the employee.

Long Service Pay

Long Service Pay has been implemented and is for employees who have 20 years' continuous service with the employer, which includes their previous entities and if transferred into AHS. This also includes members who have been affected by the most recent transfers into the new PHA’s and PHC’s.  

After the payroll transfer date, if an employee applies and is successful in a position that is considered a separate employer, they would no longer be eligible for the Long Service Pay as this is considered a new position with a separate employer.  

EHS Part-Time and Casual Vacation Percentage Increases

This has been completed.  Part time EHS has their increased percentages in their banks in late January and Casual EHS employees received their lump sum at the same time in January. 

Benefit Enhancements/New Benefits

Improved coverage for Continuous Glucose Monitoring (CGM) began January 1, 2026. Blue Cross confirmed the CGM coverage is active in the system. Employees who paid directly after January 1, 2026 can resubmit to Blue Cross for reimbursement. They have also confirmed that direct pay has also been implemented at the pharmacies and there is no need to pre-pay and submit moving forward. 

All other benefit improvements, including expanded massage therapy and dental coverage, begin March 1, 2026.

Preceptor Pay

Coding has been implemented and in effect for most areas.  The employer is working out the process for Diagnostic Imaging and Emergency Communications Officers (EHS).  This is nearing completion and once the process is completed, they will advise and implement.

The employer is developing an FAQ for employees and managers. This should be completed shortly.

Member Questions Regarding Preceptor Pay

  • How will I know if I am a Preceptor? 

    A Preceptor shall mean an Employee who is assigned to supervise, educate, and evaluate students.  Your Employer will assign an Employee to be a Preceptor. More complex areas have developed a provincial wide process/guideline regarding Preceptor Pay. Ex: Pharmacy

  • If I am assigned to precept more than one student at a time, will I receive more than $2.00 per hour?

    If there is more than one student and you have been assigned to be the Preceptor, you will still only receive $2.00 per hour and not $2.00 per student.

  • Do I still have to work and help train the student if I am not assigned as the Preceptor?

    Yes, you may still be working with that student and helping train, but the Preceptor will be the one evaluating and signing off and submitting paperwork.

  • Will my manager assign more than one person at a time to be a Preceptor for a student?

    There will only be one person assigned to precept the student at a time, and this will be per shift usually. A Preceptor will only be paid for the hours they are precepting the student. If you or the student is not at work, you will not receive the Preceptor Pay, i.e. sick. The manager may assign another person to precept during the time of absence.

Professional Fees Reimbursement

Members are eligible for $504 in professional fee reimbursement under the Collective Agreement.

The employer has developed a process and coding is complete. This has now been set up in the ePeople system and the employer is testing it internally and will be ready before the end of February. 

The Employer is waiting for this to be completed before releasing any further pay as there was an issue where items/fees were being approved and paid that should not have been. 

The Employer has also created a document for management and employees regarding the process and guidelines for payment and we should receive this shortly.

We have received confirmation that if your fees were due after November 25, 2025 (date of ratification), you will be reimbursed as long as the criteria has been met.

Removal of Benefit Waiting Period

This confirmed by the employer that is effective March 1, 2026 and implemented.

Improved Interpretation of Personal Leave Days

Effective April 1, 2026, Article 33.04 (Personal Leave) will be applied to allow Modified Workday Employees (working in excess of 7.75 hours and up to 12 hours) to be coded as personal leave for the entire shift. 

EHS Automatic Progression

This is complete.  The employer was able to identify all affected employees and implemented the Automatic Progression on the February 4, 2026 pay advise with retroactive pay back to November 25, 2025 date of ratification.

As previously stated, if members believe they were not included in the automatic progression and should have been, or there is a discrepancy, please reach out to your Labour Relations Officer immediately to discuss. 

Workload Appeal Process

Guiding Principles and Process documents are complete and agreed to by both the Employer and HSAA. 

HSAA is developing the process and internal system with how workload appeals will be implemented and process follow through.

A focus group was established and there was an initial meeting on February 3, 2026 to review the process and gather data.  The focus group will be meeting again prior to the implementation to test the finalized process and provide final feedback.

Implementation is estimated by the end of March 2026.

Review of Classifications Total Compensation (Market Adjustment)

HSAA is working on developing a process on how to engage members and gathering objective data.  Once there is more information, HSAA will provide communication to members.

Classification Review for OT/PT/SLP/AUD/KIN/ES

HSAA is working on developing a process and in discussions with Employer on timelines for meeting.  We will be looking at engaging the relative disciplines to gather all relative information and members perspectives.

Radiopharmacist/Pharmacist Review

HSAA and Employer are canvassing dates to meet to review the discrepancy in the pay grids.  Estimated to meet in March 2026. 

Rural Capacity Investment Fund Committee

The first joint meeting with the employer representatives is tentatively scheduled for March 2026.  An RCIF webpage and dedicated email address will be established by the Committee facilitator following the first meeting.

HSAA Committee: 

Central Zone

  • Sara dela Cruz – Mental Health Therapist - Wetaskiwin Provincial Building (RA)
  • Alana Reinbold – Therapy Assistant - Provost Provincial Building (ALA)

North Zone

  • Brittany Fandrick – Dental Hygienist - Westlock Community Health Services (PCA) (Appointed by the Bargaining Committee)
  • Treena Ward – Social Worker - La Crete Health Centre (RA)
  • Kinnar Patel – Pharmacy Technician - Fort McMurray Northern Lights Regional Health Centre (AHS)
  • Robynn Dunbar – Respiratory Therapist - Grande Prairie Regional Hospital (AHS)

South Zone

  • Adam Gordon – Pharmacist - Lethbridge Chinook Regional Hospital (CCA)
  • Dennis Kawaguchi – BMET - Medicine Hat Regional Hospital (HSS) (Previous RCIFC member)

Staff and Board support as needed.

EHS LOU #11 Committee (Shift Picks)

The Committee has been established. It includes:

  • Kelly Sherwood – Edmonton Metro
  • Meagan Smith – Edmonton Metro
  • Daniel Allen – IFT North
  • Paul Klaassen – IFT North
  • Chris Maier – Calgary Metro
  • Jeremy Caspell – Calgary Metro
  • Jody Machtans – Labour Relations Officer/Lead Negotiator

A Survey went out to all eligible employees in Edmonton Metro, Calgary Metro and IFT North on January 26 with a deadline to complete for February 8, 2026. 

The results of the survey are being compile and the committee will meet on February 18, 2026 to review the survey.

Engagement meetings will be held on February 23 in Calgary (in person and virtual) and February 25 (in person and virtual) to give members the overview of the survey and also listen to any concerns they may have prior to starting meetings with the employer.

The Employer will look at starting to schedule meetings virtually in March 2026. No dates have been set.