GE Vernova Invests $70M in World’s First SMR Engineering Centre in Durham, Creating 300 Jobs

On June 23, 2025, the Ontario government announced a $70 million investment from GE Vernova Hitachi Nuclear Energy (GVH) to establish the world’s first engineering and service centre dedicated to the BWRX-300 Small Modular Reactor (SMR) near the Darlington New Nuclear Project site in Durham Region.

This landmark facility is expected to generate over 300 skilled jobs and train more than 2,000 workers annually.

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Project Overview

The new SMR Engineering & Service Centre in Ontario will support the development, deployment, and global export of BWRX-300 reactors.

• Facility Focus: Engineering, servicing, and training for BWRX-300 SMRs
• Location: Near Darlington New Nuclear Project site, Durham Region, Ontario
• Purpose: Support clean energy innovation, bolster Ontario’s nuclear expertise
• Estimated Timeline: In alignment with the Darlington SMR development phases

Economic Impact

The initiative will drive local economic growth and boost Canada’s nuclear workforce through job creation and high-level training programs.

• 300+ new skilled jobs in engineering, science, and trades
• 2,000+ trainees per year through specialized programs in nuclear operations
• Support for 80,000+ existing nuclear jobs across Ontario
• $38.5B GDP impact over 65 years from the broader Darlington SMR project
• $500M average annual injection into Ontario’s economy from SMR construction

Government and Company Statements

Review Your Employment Contract Before Signing

If you’ve been offered a job at GE Hitachi Nuclear Energy (or any other company associated with this project), congratulations – but don’t rush to sign your employment contract.

Most non-unionized employees in Ontario are required to sign an agreement before starting a new role. But these employment contracts often reduce your legal protections, especially when it comes to severance pay, job duties, or workplace changes.

Common Clauses to Watch for

• Limiting severance to just a few weeks’ pay
• Allowing your employer to make significant changes to your job without consent
• Probationary terms that affect your job security

You don’t have to sign right away. Your employer can’t force you to accept a contract immediately. If you’re unsure about any part of the agreement, contact Toronto employment lawyers at Samfiru Tumarkin LLP before signing.

We’ll review your contract and make sure your workplace rights are protected.

🟢 WATCH: Employment Lawyer Lior Samfiru explains 5 things you should know about employment contracts in Ontario, on the Employment Law Show.

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• Starting a new job? Here’s how an employment contract could limit your rights
• ’60 days or more’: Is it an enforceable termination clause?
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Understand Probation Periods

Most contracts include a probationary period – often 3 to 6 months – where your employer can termination you with little or no notice.

But here’s the catch: If it’s not clearly stated in your contract, it’s not enforceable.

In that case, you could be owed full severance pay, even if you’re let go during what your employer calls a “probation” period.

Think About Severance Before You Switch Jobs

Before leaving your current position for a new one, consider the severance implications.

Non-unionized employees can receive up to 24 months’ pay when let go without cause – but if you resign voluntarily, you’re likely not entitled to severance. However, if you’re being pushed out due to major unwanted changes to your job, that could be constructive dismissal – and you may still qualify for severance.

Never quit until you’ve spoken with an employment lawyer at Samfiru Tumarkin LLP.

ADDITIONAL RESOURCES
• How to calculate severance pay
• Should I negotiate my own severance package in Ontario?
• Employment Law Show: Things to never do before seeking legal counsel

Your Length of Service Matters!

Severance is heavily influenced by how long you’ve worked for a company.

• Example: If you leave a job you’ve held in the GTA for 12 years to join a new company, and you’re let go after only a few months, your severance may be minimal – unless your previous service is factored (see “Inducement” below).

But don’t assume that short service means low compensation. Many short-service employees are entitled to significant severance.

If you’re let go after a short time with a company, don’t sign anything before speaking with our team. You could be owed much more than your employer offers.

🕒 You have up to two years from the date of termination to pursue full severance – as long as you haven’t accepted the offer in writing.

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Recruited by the Company? You May Be Owed More

If you were actively recruited or persuaded to leave your previous job, the law in Ontario may consider that inducement.

If you’re let go shortly after hiring you, that inducement could mean enhanced severance pay, especially if your previous job was long-term and secure.

• Example: If your new employer offered you a position at their new manufacturing facility and convinced you to leave a stable job with your former employer, they may owe you more if you’re fired soon after joining.

Our team will review your severance offer to ensure inducement has been properly accounted for in your compensation.

Contact Us Before You Start Your New Job

A job offer can be exciting – but it’s also a major legal agreement.

Let Samfiru Tumarkin LLP review your employment contract before you sign. Our experienced legal professionals – including Toronto-based employment lawyers and those serving clients across Ontario – have helped tens of thousands of non-unionized employees across Canada, including in Alberta and BC.

We’ll explain what your contract really means, protect your rights, and help you make the right move before signing.

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.