TDSB Layoffs 2026: What’s Happening & Severance Rights in Ontario

The Toronto District School Board (TDSB) plans to cut approximately 40 vice-principal positions for the upcoming academic year.

Spokesperson Ryan Bird told CBC News in an email that 28 positions will be lost due to the end of one-time pandemic funding, while 12 positions will be cut due to declining enrolment.

“In some cases, combined vice principal teaching positions may still be required. It’s important to note that the vast majority — if not all — of these changes will be attained through attrition,” the email reads.

The bombshell announcement comes months after Premier Doug Ford put the TDSB under provincial supervision in June.

This page explains:

• What’s happening with TDSB layoffs
• Whether a TDSB layoff is permanent
• How much severance non-unionized TDSB employees may be owed
• What to do before signing a severance offer

Is a TDSB Layoff Temporary or Permanent?

For non-unionized TDSB employees, a layoff is almost always treated as a termination without cause, even if the following language is used:

• “Restructuring”
• “Reorganization”
• “Transformation”
• “Temporary layoff”

Unless your employment contract explicitly allows for the TDSB to temporarily lay you off, the company can’t place you on indefinite layoff without terminating your employment — meaning they must provide full severance pay.

Severance Pay for TDSB Staff

Non-unionized employees, including those at the TDSB, are often owed far more severance pay than what’s outlined in their initial offer.

Severance is based on common law entitlements, not just minimum standards. Factors include:

• Age
• Length of service
• Position and seniority
• Availability of comparable jobs

It’s not uncommon for TDSB employees to be owed up to 24 months of compensation.

Severance may include:

• Base salary
• Continued benefits
• Bonus and incentive compensation
• Stock, equity, or RRSP contributions (where applicable)
• Vacation pay
• Other earned compensation

First offers often:

• Cover only minimum entitlements
• Exclude bonuses or incentives
• Impose short signing deadlines
• Undervalue long-service or senior employees

Severance Offers: Common Problems

Canadian employees affected by layoffs frequently report issues such as:

• Severance offers far below legal entitlements
• Missing or unclear compensation breakdowns
• Benefits cut off too early
• Bonuses excluded without justification
• “Temporary layoff” language used improperly
• Pressure to sign within 24–48 hours

Wrongful Dismissal and TDSB Layoffs

A wrongful dismissal occurs when major employers, including the TDSB, fail to provide full severance required under common law.

You may have a claim if:

• Your severance offer is too low
• A termination clause isn’t enforceable
• You were pressured to accept your severance offer on the spot
• Bonuses or benefits were excluded from your severance package
• You were terminated while on medical, parental, or disability leave
• The TDSB labelled your termination a “temporary layoff” without contractual authority

Large-scale layoffs at TDSB don’t reduce their legal obligations.

Laid Off at TDSB? Next Steps

If you’ve been laid off at TDSB:

1. Don’t sign your severance offer immediately
2. Gather your employment contract, bonus plans, and benefits information
3. Use the Severance Pay Calculator to double-check your entitlements
4. Keep records of your role, compensation, and length of service
5. Speak with an employment lawyer before agreeing to anything

TDSB Layoffs: Frequently Asked Questions

How much severance can TDSB employees receive?

Up to 24 months — depending on age, service, and position.

Are TDSB layoffs permanent?

For non-unionized employees, yes. A layoff is typically a termination.

Does the TDSB have to include bonuses in severance?

Often yes — especially if bonuses were a regular part of compensation.

Can the TDSB terminate employees on leave?

This can raise serious wrongful dismissal and human rights issues.

Can employment lawyers represent unionized TDSB staff?

No. Unionized TDSB employees must go through their union.

Lost Your Job? Get Help Now

If the TDSB has laid you off, or offered a severance/buyout package, don’t do anything before seeking legal advice.

Samfiru Tumarkin LLP, one of Canada’s most reviewed employment law firms, has helped more than 50,000 Canadians secure the compensation they’re legally entitled to.

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.