Marriott Layoffs: 480 employees lose job amid Ontario call centre closure

Marriott International has announced the closure of its call centre in St. Thomas, Ontario, resulting in the elimination of approximately 480 jobs. The announcement was delivered to employees via video conference on June 29.

Details on the layoffs

• Closure is scheduled for September 2020, and will impact 480 employees.
• Marriott has confirmed that some of these employees will have the option to transition to remote work.
• Affected employees will be offered severance packages, continued benefits, and support in finding new employment.

Official statements and context

Marriott pointed to the economic impact of COVID-19 as a contributing factor in its decision to close the call centre. The company emphasized that it will provide assistance to employees during this transition period, including career support and severance compensation.

Jeff Yurek, the Member of Provincial Parliament (MPP) for Elgin-Middlesex-London, expressed his disappointment over the news in a statement:

Today’s news that the Marriott International call centre in St. Thomas will be closing in September is very unfortunate for the community. I have spoken with the Ministers of Labour and Heritage, Tourism, Culture and Sport Industries requesting that all possible supports 1/2 pic.twitter.com/uCkutmEPEG

— Jeff Yurek (@JeffYurekMPP) June 29, 2020

Marriott is one of many companies in the hospitality industry facing challenges due to the ongoing effects of the COVID-19 pandemic. As travel restrictions and reduced demand continue to impact the sector, more layoffs and closures are becoming common as businesses restructure to adapt to the new economic reality.

Termination agreements for Marriott staff

In Canada, non-unionized employees at Marriott are owed full severance pay when they lose their jobs due to downsizing, corporate restructuring, or the closure of the business.

This applies to individuals working full-time, part-time, or hourly in Ontario, Alberta, and B.C. In some cases, this can also apply to independent contractors.

Severance is the compensation provided to non-unionized workers in Canada by their employer when they are terminated without cause.

It can be as much as 24 months’ pay — depending on a variety of factors.

WATCH: Employment lawyer Lior Samfiru explains why you are still owed severance if you have been downsized on an episode of the Employment Law Show.

Severance offers and deadlines

Before accepting a severance offer, double-check the amount using our firm’s free Severance Pay Calculator. It has helped millions of Canadians determine their entitlements.

In addition to your salary, make sure to factor in any other elements of your compensation (i.e. bonuses, commission, etc.).

If your employer’s offer falls short of what our Severance Pay Calculator says you are owed, it’s very likely that you have been wrongfully dismissed and should contact an experienced employment lawyer at Samfiru Tumarkin LLP.

Non-unionized employees in Canada have up to two years from the date of their dismissal to pursue proper severance pay. 

An employer’s deadline to sign back a severance offer is not legally enforceable or binding.

LEARN MORE
• Where are layoffs happening in Canada?
• Severance pay for provincially regulated employees
• Rights to severance during mass layoffs
• Severance entitlements in a recession

Lost your job? Talk to an employment lawyer

If you have been fired or let go for any reason, contact the experienced employment law team at Samfiru Tumarkin LLP.

Our lawyers in Ontario, Alberta, and B.C. have successfully represented tens of thousands of non-unionized individuals.

In addition to severance package negotiations, we can assist you on a broad range of employment matters, including:

If you are a non-unionized employee who needs help with a workplace issue, contact us or call 1-855-821-5900 to get the advice you need and the compensation you deserve.

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.