Rewind Layoffs in Canada: Employee Rights, Severance Pay, and What You Need to Know

On March 22, 2023, Ottawa-based Rewind Software announced a major round of layoffs — a decision first shared in a company blog post that same day.

Days later, additional reporting from BetaKit and the Ottawa Business Journal confirmed that 37 employees, or about 27% of the workforce, were let go as the company responded to slowing growth and broader economic turbulence.

This guide explains what happened, who Rewind laid off, and — most importantly — the severance pay and legal rights of non-unionized Rewind employees in Canada.

Why Rewind Laid Off Staff

According to Rewind’s official announcement, the layoffs were driven by:

• A need to “realign” the company amid shifting macroeconomic conditions
• A renewed focus on long-term sustainability
• Refocusing resources after significant investment in R&D

External reporting provides more context:

• Rewind’s growth slowed in parallel with Shopify’s slowdown, impacting revenue expectations
• The company’s hiring and expansion plans were scaled back significantly
• Most of the affected roles were in research, development, and product

The Ottawa Business Journal further noted that Rewind’s headcount had risen dramatically during the pandemic but that slowing e-commerce growth meant projections from 2021 were no longer sustainable.

Who Rewind May Lay Off in Canada

While Rewind is headquartered in Ottawa, its layoffs affected remote and distributed teams as well.

Based on reporting, impacted departments included:

• R&D and product development teams
• Technical roles tied to Rewind’s multi-platform backup technology
• Corporate roles supporting expansion and recruitment

Because Rewind services platforms like Shopify, Jira, GitHub, QuickBooks, Confluence, BigCommerce, and Trello, restructuring in key product areas can have broad effects.

What These Layoffs Mean Under Canadian Law

For non-unionized Rewind employees in Canada, a layoff is legally considered a termination without cause — even if the company frames it as restructuring.

That means you are owed:

• Full severance pay
• Notice or pay in lieu
• All components of compensation required under common law

Many employees are owed significantly more than the minimum standards Rewind may initially offer.

You may qualify for up to 24 months of severance, depending on:

• Your age
• Your job title and responsibilities
• Length of service
• Availability of comparable roles in the job market

How Much Severance Should Rewind Employees Get?

Your severance package must include all forms of compensation, not just salary, including:

• Benefits
• Bonus and incentive pay
• Equity or RSUs (if applicable)
• Vacation pay
• Any other earned compensation

Companies often present packages that cover only the provincial or federal minimums, which are almost always far lower than full common-law entitlements.

Before signing anything, get a legal review of your severance.

Potential Problems With Rewind’s Severance Packages

Some employees report issues commonly seen in Canadian tech layoffs, including:

• Missing or incomplete severance calculations
• Short deadlines designed to pressure quick signing
• “Standard packages” that ignore your individual circumstances
• Lack of clarity about bonuses, benefits, or equity
• Mislabelled “temporary layoffs”

Any of these may indicate a wrongful dismissal.

Wrongful Dismissal and Rewind Layoffs

A wrongful dismissal in Canada occurs when Rewind fails to provide the full severance owed.

You may have a claim if:

• Your severance offer looks too low
• Your contract’s termination clause is unenforceable
• You are asked to sign quickly
• Your benefits or bonuses are excluded
• You were on maternity, parental, disability, or medical leave

Even if you were told your termination was due to restructuring, your rights remain the same.

What to Do If Rewind Has Laid You Off

1. Do NOT sign your severance offer before legal review.
2. Gather your documents (contracts, bonus plans, policies, benefits details).
3. Use the Severance Pay Calculator to get a quick estimate.
4. Keep records of your role, duties, and performance.
5. Speak with an employment lawyer as soon as possible.

Employees have two years to pursue a claim — but signing deadlines are often arbitrary.

Frequently Asked Questions About Rewind Layoffs

How much severance can Rewind employees get?

Up to 24 months, depending on age, role, and service.

Are Rewind layoffs permanent?

Yes — these are permanent terminations under Canadian law, even when framed as restructuring.

Can Rewind offer ESA minimums only?

They may offer it, but you normally qualify for far more.

Can Rewind employees be laid off during leave?

Terminating someone on medical, disability, maternity, or parental leave can lead to additional damages.

Do short deadlines on packages matter?

No. These deadlines are typically designed to create pressure.

How Samfiru Tumarkin LLP Can Help With Rewind Layoffs

If you were affected by Rewind layoffs, or you suspect your severance is too low, speak with an employment lawyer before you sign anything.

Samfiru Tumarkin LLP has helped over 50,000 Canadians get the full compensation they’re owed, and holds more than 3,000 five-star reviews nationwide.

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.