Enable Software Reportedly Restructuring Canadian Workforce

What’s Going on at Enable?

Software company Enable is reportedly undergoing a major restructuring impacting its Canadian operations. While the exact number of layoffs is not yet confirmed, the company employs over 100 workers in Canada, and many are expected to be affected.

The move has already prompted a number of Enable’s Canadian employees to reach out to Samfiru Tumarkin LLP for advice about their severance pay and employment rights. For non-unionized workers in Canada, a layoff or termination often comes with significant legal entitlements.

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Your Severance Rights as an Enable employee in Canada

If you’re let go from Enable — without cause, for cause, or as part of a broader restructuring — you may be owed up to 24 months’ pay as severance. This amount includes:

• Salary
• Bonuses or commissions
• RSUs, ESPPs, and stock awards
• Pension and benefits contributions
• Vacation pay and allowances

What to Do If Enable Cuts Affect You

Whether you’ve already been let go or suspect it’s coming soon, here’s what to do right now:

1. Do not sign anything without legal advice — severance packages in Canada are often inadequate.
2. Collect documents, including your employment contract, offer letters, termination notices, text messages, and internal emails.
3. Use our FREE Severance Pay Calculator to estimate what you’re actually owed.
4. Talk to Samfiru Tumarkin LLP employment lawyer who understands the tech sector.

Protect Your Career — Before It’s Too Late

At Samfiru Tumarkin LLP, we’ve helped over 50,000 Canadians — including Enable employees and staff at other major global companies operating in Canada — recover tens of millions of dollars since 2007.

Our nationally recognized employment lawyers across Canada successfully challenge unfair terminations and negotiate stronger severance packages — often over a short period of time.

📞 Call us today at 1-855-821-5900 or request a consultation online.

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.