Chapman’s Expanding Ontario Operations, Building New Markdale Facility

What’s Happening?

Canadian ice cream giant Chapman’s announced a $200-million investment in Ontario — expanding its operations and building a new facility in Markdale.

“This expansion comes at a critical time for Chapman’s. The competition from multinationals has only increased in recent years and this project will help us to establish a stronger competitive ground,” CEO Ashley Chapman said in a joint news release.

The project is expected to create approximately 200 new jobs and bring Chapman’s headcount in the province north of 1,000 workers.

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Premier Ford Snacks During Media Event

In addition to supporting Chapman’s expansion with $27 million from the Invest Ontario Fund, Premier Doug Ford enjoyed one of the company’s “Yukon” ice cream products while taking questions from reporters on Sept. 19.

WATCH – Premier Ford cracks open a box of ice cream bars, and begins eating one while taking questions from reporters. “I eat these things every night” he says. Ford was announcing a provincial investment of $27M to Chapman’s for the ice cream brand to expand its operations. pic.twitter.com/YVh5VEXJfZ

— Richard Southern (@RichardCityNews) September 19, 2025

If you’re thinking about working at Chapman’s new facility in Markdale, here are few things that non-unionized employees need to keep in mind.

Don’t Sign an Employment Contract Immediately

Like many non-unionized employees in the province, Chapman’s might ask you to accept an employment contract before starting a new role.

However, you don’t have to sign anything right away. These agreements often reduce your legal protections — especially when it comes to severance pay, job duties, or workplace changes.

Concerning Contract Clauses

When reviewing an employment contract, look for any provisions that:

• Limit severance to just a few weeks’ pay
• Allow your employer to make significant changes to your job without your consent
• An Ontario probation period that affect your job security

If you’re unsure about any part of the agreement, contact the experienced employment lawyers at Samfiru Turmarkin LLP. We’ll review your contract and confirm that your workplace rights are protected.

📺 WATCH: Key Facts About Employment Contracts

How Switching Jobs Affects Severance

The amount of severance pay you’re owed is heavily influenced by how long you’ve worked for a company.

Non-unionized employees in Ontario can receive up to 24 months’ pay — sometimes more — when they’re fired or let go without cause.

LEARN MORE
• How to Calculate Severance Pay in Ontario
• Severance for Short-Service Staff: Significant Payouts Possible
• Should I negotiate my own severance package in Ontario?

However, if you resign voluntarily to work for another employer, you’re likely NOT entitled to any compensation.

Your best course of action before switching jobs is to seek legal advice. Our firm can make sure you’re fully aware of the factors at play before making your decision.

Lost Your Job After Being Recruited?

If you left a stable, long-term job in Ontario because another employer in the province actively recruited — or “induced” — you to join them, you could be entitled to enhanced severance pay. This is especially true if you were let go shortly after making the move.

• LEARN MORE: Everything Ontarians Need to Know About Inducement

An employment lawyer at Samfiru Tumarkin LLP can enforce your rights and ensure that you receive the compensation you deserve.

Get Help Now

Contact Samfiru Tumarkin LLP today: 1-855-821-5900 or request a consultation online.

Our employment lawyers in Toronto have helped thousands of non-unionized individuals navigate new jobs and secure proper severance following a termination.

• 👥 50,000+ Canadians successfully represented
• 💰 Secured millions in severance payouts
• ⚖️ Settled over 99% of cases out of court
• 📱 Free Termination Consultations — in many, but not all, cases
• ⭐ Earned 3,000+ 5-star Google reviews
• 🏆 Named one of Canada’s Best Law Firms

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.