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

Bell Canada and Bell Media are once again cutting jobs in Canada.

On November 20, 2025, the Globe and Mail reported that BCE (Bell Canada) is laying off 690 non-unionized staff, including 650 management positions at Bell Canada (about 2% of its workforce) and 40 roles at Bell Media, mostly in corporate departments. The company described these cuts as part of a three-year strategy to reduce debt and focus on growth areas.

These layoffs follow several major workforce reductions:

• On February 28, 2025, Bell Media cut 98 jobs in Toronto and Montreal (Toronto Star) after offering 1,200 unionized employees voluntary separation packages (CBC News).
• In 2024, Bell announced 4,800 job cuts as part of a broader restructuring of its telecom and media operations (Reuters).

Together, these moves reflect a clear pattern:

• Ongoing restructuring across Bell Canada, Bell Media, and other BCE divisions
• Repeated job cuts affecting both unionized and non-unionized workers
• Pressure on corporate, management, and operational roles across the country

No matter when a Bell layoff happens, non-unionized employees in Canada have strong legal rights. This guide explains what Bell workers need to know about severance pay, wrongful dismissal, and next steps if they are let go.

Who Bell May Lay Off in Canada

Recent Bell layoffs and buyout programs have touched a wide range of departments and locations.

Employees who may be affected include:

• Non-unionized management and corporate staff (head office and regional offices)
• Service, support, and corporate departments at Bell Media
• Technical and operational roles, including those impacted by network and technology changes at Bell Canada
• Employees in major hubs like Toronto and Montreal, where many cuts have been concentrated
• Unionized employees offered voluntary separation packages through buyout programs

Bell is a federally regulated employer, which means most employees are covered by the Canada Labour Code, not provincial employment standards. That can strengthen layoff and termination protections, especially for non-unionized workers.

Know Your Rights When Bell Lays You Off

This section applies to non-unionized Bell employees in Canada.

If Bell Canada, Bell Media, or another BCE division lays you off, that’s usually treated as a termination without cause under Canadian law — even if the company calls it “restructuring,” “reorganization,” or part of a “transformation plan.”

That means Bell must provide:

• Full severance pay
• Notice or pay in lieu
• All compensation required under common law, not just minimums under employment standards legislation

Your severance package must include:

• Salary
• Benefits
• Bonus and incentive pay
• RRSP/stock/equity-based compensation (if applicable)
• Vacation pay
• Any other earned compensation

Most non-unionized Bell employees are owed far more than the company’s initial offer.

Severance Packages for Bell Employees

In Canada, severance entitlements are determined by:

• Age
• Length of service
• Position, seniority, and level of responsibilit
• Availability of comparable jobs in the current market

Non-unionized Bell employees can receive up to 24 months of severance pay under common law.

Bell may offer packages that:

• Cover only ESA minimums
• Omit bonuses or other compensation
• Provide a lump sum without explanation
• Impose short deadlines
• Underestimate your full legal entitlement

Always have your package reviewed by an employment lawyer before signing.

Potential Issues With Bell Layoff Notices

Employees frequently report problems such as:

• Incorrect or incomplete severance calculations
• Insufficient notice
• “Restructuring” language used to minimize compensation
• Vague or missing details on benefits continuation
• Short signing deadlines
• Missing breakdowns of total compensation

Any of these issues could indicate an offer that is below your legal entitlement.

Common Red Flags in Bell Severance Offers

Be cautious if the package:

• Offers only a few weeks or months of pay
• Excludes benefits continuation
• Ignores bonus or incentive entitlements
• Offers no explanation of how severance was calculated
• Labels a termination as a “temporary layoff”
• Comes with a 24–48-hour deadline

These are warning signs that you should seek legal advice.

Wrongful Dismissal and Bell Layoffs

A wrongful dismissal in Canada occurs when Bell does not provide the full severance required under common law.

You may have a claim if:

• You were offered less than your full severance entitlement
• Your termination clause is unenforceable
• You faced pressure to sign quickly
• You were terminated during maternity, parental, disability, or sick leave
• Bonuses or benefits were excluded
• Your layoff was labeled “temporary” without a contractual right

Even during large-scale restructuring, Bell must comply with employment law.

What to Do After a Bell Layoff

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 in Bell severance offers are often artificial.

Frequently Asked Questions About Bell Layoffs

How much severance can Bell employees get?

Up to 24 months, depending on key factors such as age, years of service, and seniority.

Are Bell layoffs permanent?

Yes. A layoff for a non-unionized employee is a termination, not a suspension.

Does Bell have to include bonuses in severance?

Often yes. Bonus and incentive compensation is frequently owed during the severance period.

What if Bell terminates me while I’m on leave?

This can trigger claims for wrongful dismissal and human rights damages.

Should I get legal advice before signing?

Absolutely. Bell often offers less than full legal entitlement.

I’m a unionized Bell employee. Can Samfiru Tumarkin LLP represent me?

If you are unionized, employment lawyers can’t represent you. Only your union can file a grievance or pursue compensation on your behalf.

How Samfiru Tumarkin LLP Can Help With Bell Layoffs

If Bell Canada or Bell Media layss you off — or offered you a buyout or severance package — speak with an employment lawyer before you sign anything.

Samfiru Tumarkin LLP has helped over 50,000 Canadians secure 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.