Bell Canada Layoffs: What’s Happening, Who’s Affected, and Your Severance Rights

Bell Canada has confirmed another round of layoffs in early 2026, this time affecting Bell Media employees as part of the company’s ongoing shift toward digital media.

On February 4, 2026, Bell Media said that it laid off approximately 60 employees, according to reporting by The Canadian Press. Bell said no newsgathering or reporting roles were impacted, describing the cuts as a continuation of workforce changes that began last year.

Unifor said in a news release that:

• 20 of its members were affected by the layoffs
• The cuts included 11 journalists
• Locations include Toronto, North Bay, Halifax, and Calgary
• Traffic co-ordinators, schedulers, and promotional co-ordinators were also impacted

Unifor argued the job cuts “strike at the heart of Canadian Journalism” and that expanding journalist tax credits to include broadcasters could have prevented some of the losses..

These layoffs are not an isolated event. They follow multiple rounds of Bell Canada job cuts over the past two years and reflect a clear pattern of ongoing workforce reductions.

This page explains:

• What’s happening with Bell Canada layoffs
• Who is most affected
• Whether a Bell layoff is permanent
• How much severance Bell employees may be owed
• What to do before signing any severance offer

Bell Layoffs: A Timeline of Recent Job Cuts

Bell has carried out repeated layoffs across its telecom and media businesses:

• February 2026:
  Bell media laid off 60 employees, including 11 journalists, across Toronto, North Bay, and Calgary
• November 2025:
  ~690 jobs eliminated, including 650 management roles at Bell Canada and 40 corporate roles at Bell Media
• February 2025:
  Bell Media cut 98 jobs in Toronto and Montreal after offering voluntary separation packages to 1,200 unionized employees [CP24]
• 2024:
  Bell announced 4,800 job cuts nationwide as part of a major restructuring of its telecom and media operations

These layoffs have affected employees across corporate, technical, operational, and media roles, particularly in Toronto.

Who Is Affected by Bell Canada Layoffs?

Bell layoffs have impacted a wide range of employees, including:

• Non-unionized management and corporate staff
• Bell Media employees in corporate and newsroom management roles
• Technical and operational employees affected by network and technology changes
• Employees working in Bell’s major hubs, including Toronto and Montreal

Bell is a federally regulated employer, meaning most non-unionized employees are governed by the Canada Labour Code, not provincial employment standards.

Is a Bell Layoff Temporary or Permanent?

For non-unionized Bell employees, a layoff is almost always treated as a termination without cause, even if Bell uses language like:

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

Unless your employment contract explicitly allows temporary layoffs, Bell cannot place you on indefinite layoff without terminating your employment.

Severance Pay for Bell Employees

Non-unionized Bell employees are often owed far more severance than Bell’s initial severance offer under Canadian law, because severance pay is based on common law entitlements, not just minimum standards. Factors include:

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

In many cases, Bell employees can 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

Bell’s first offer often:

• Covers only minimum entitlements
• Excludes bonuses or incentives
• Imposes short signing deadlines
• Undervalues long-service or senior employees

Common Problems With Bell Severance Offers

Employees affected by Bell 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 Bell Layoffs

A wrongful dismissal occurs when Bell fails to provide full severance required under common law.

You may have a claim if:

• Your severance offer is too low
• Your termination clause is unenforceable
• You were pressured to sign quickly
• Bonuses or benefits were excluded
• You were terminated while on medical, parental, or disability leave
• Bell labeled your termination as a “temporary layoff” without contractual authority

Large-scale layoffs do not reduce Bell’s legal obligations.

What to Do After a Bell Layoff

If you’ve been laid off by Bell:

1. Do not sign your severance offer immediately
2. Gather your employment contract, bonus plans, and benefits information
3. Estimate your severance entitlement
4. Keep records of your role, compensation, and length of service
5. Speak with an employment lawyer before agreeing to anything

Frequently Asked Questions About Bell Canada Layoffs

How much severance can Bell employees receive?

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

Are Bell layoffs permanent?

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

Does Bell have to include bonuses in severance?

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

Can Bell terminate employees on leave?

This can raise serious wrongful dismissal and human rights issues.

Can employment lawyers represent unionized Bell employees?

No. Unionized employees must go through their union.

How Samfiru Tumarkin LLP Can Help With Bell Layoffs

If Bell Canada or Bell Media has laid you off — or offered you a severance or buyout package — get legal advice before you sign.

Samfiru Tumarkin LLP has helped 50,000+ Canadians recover the full compensation they were legally owed and is one of Canada’s most reviewed employment law firms.

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.