Administrative discharge of RCMP members for medical reasons

The RCMP is committed to protecting the health, safety and well-being of its employees. We strive to:

We recognize that at times employees may be required to take extended leave, for health reasons beyond their control. When this happens, our priority is to return employees to being contributing, productive and healthy members of the RCMP.

The RCMP has programs and services in place to assist employees and we are continuously working to strengthen the support we can offer employees on medical leave. We work with them to review options and find solutions to help accommodate a healthy and safe return to work in the foreseeable future.

It's in no one's interest to have members on protracted medical leave. We owe it to our fellow officers who rely on each other for support and backup, to manage our workforce responsibly. That is why we cannot, in good conscience, pay a full salary indefinitely to an employee whose health prevents them from performing duties within the RCMP.


If a member is suffering from a medical condition that affects their ability to perform their duties, the RCMP, through its Health Services Officers, can impose duty limitations and restrictions on the member. These limitations and restrictions are designed to ensure that the safety of co-workers, the public and the member themselves is not compromised.

While a member is off duty sick, RCMP divisional Disability Management Advisors -- in an effort to coordinate the member's safe and timely return to work -- communicate, consult and support the:

Before the RCMP considers an administrative discharge of a member, it must first be satisfied that there are no reasonable accommodation options, short of undue hardship, available for the member to continue employment with the RCMP.

Factors that determine what positions an injured/ill member may have available to them include their:

For police officers, if no suitable regular member positions are identified, the possibility of a conversion to a civilian member or public service employee position may be explored.

Only when a member has a condition that permanently impedes them from performing their duties, and they cannot be accommodated without causing undue hardship, would an administrative discharge be commenced.

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