Rogers Layoffs 2026: News, Restructuring & Severance Rights

As of April 2026, Rogers Communications is offering voluntary buyouts to half of its 25,000-person workforce. The Globe and Mail reports that the telecom giant’s program doesn’t apply to the following:

• Maple Leaf Sports and Entertainment staff
• Rogers Sports and Media workers (i.e. on-air talent, Sportsnet employees, etc.)
• Toronto Blue Jays staff
• Unionized employees

If you’re a non-unionized worker or manager at Rogers Communications, which is a federally regulated employer, understanding these developments is the first step in ensuring your legal rights are protected during this period of restructuring.

Rogers Layoffs: A Timeline of Recent Job Cuts

• Feb. 2026: Rogers has laid off a portion of its in-house IT support team in several provinces, including Ontario.
• July 2025: Rogers ends its contract with Foundever, an external customer service provider, affecting approximately 900 jobs.

Why is Rogers Restructuring?

Rogers, Bell Canada, and Telus continue to significantly restructure in recent years due to:

• A decline in cell phone plan pricing
• Stalled population growth
• Substantial long-term debt

Your Rights as a Non-Unionized Employee

Whether your departure is labelled a “layoff,” “restructuring,” or a “voluntary package,” your legal rights are governed by Canadian common law.

How Severance Pay Works

For non-unionized staff and managers at Rogers, severance pay isn’t determined by a single internal policy.

Instead, it’s based on the unique circumstances of your situation:

• The 24-Month rule: Depending on your age, length of service, and the nature of your role, you may be entitled to up to 24 months of severance pay.
• Managerial complexity: For managers, severance must often account for bonuses, RSUs, and stock options.
• Federally regulated status: Because Rogers is a federally regulated employer, specific rules under the Canada Labour Code apply alongside common law standards.

Defining Wrongful Dismissal

A “wrongful dismissal” is a specific legal term. It occurs whenever an employer in Canada terminates a non-unionized worker without “just cause” but fails to provide the proper amount of severance pay.

This isn’t a reflection of the company’s intent, but rather a calculation of whether the package meets the high standards set by Canadian courts.

If an employment contract’s termination clause is unenforceable, or if a “temporary layoff” is implemented without a prior written agreement, an employee may have a claim for full severance.

Recommended Steps for Affected Rogers Staff

If you’ve been notified of job loss or offered a “voluntary departure” package at Rogers:

1. Don’t sign anything immediately: You’re legally entitled to a reasonable period to review any offer. Signing a release prematurely can waive your right to pursue full compensation.
2. Use the Severance Pay Calculator: Get an anonymous, instant estimate of your entitlements.
3. Check your compensation: Ensure your offer includes all variable pay, including bonuses and benefits.
4. Seek legal advice: An experienced employment lawyer can ensure that you receive fair compensation.

Rogers Layoffs: Frequently Asked Questions

Are layoffs at Rogers permanent?

For non-unionized employees, a layoff is typically treated as a permanent termination of employment requiring full severance.

Can a manager at Rogers negotiate a better deal?

Yes. Initial offers from large employers often focus on minimum standards rather than full common law entitlements.

Does Rogers have to include bonuses in severance?

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

Lost Your Job? Get Help Now

Samfiru Tumarkin LLP has helped over 60,000 Canadians secure the compensation they’re owed, and has earned more than 3,000 5-star reviews across the country.

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.