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

Bell Canada and Bell Media announced new job cuts on February 28, 2025, marking the latest restructuring move by one of Canada’s largest telecom and media companies. According to the Toronto Star, Bell Media laid off 98 employees, mostly in Toronto and Montreal, with 44 of those roles being unionized. The spokesperson described the layoffs as part of Bell’s “transformation to a digital media and content leader.”

Just weeks earlier, Bell Canada confirmed to CBC News that it was offering severance packages to 1,200 unionized employees through an “enhanced voluntary separation program” tied to reduced workloads and organizational changes.

Unifor has condemned Bell’s broader workforce reductions, calling them a “damaging stunt” that will “potentially cost another 1,200 workers their jobs,” citing years of continuous job cuts across the company.

Regardless of when Bell layoffs occur — whether through restructuring at Bell Canada, Bell Media, or other BCE divisions — the rights of non-unionized Canadian employees remain consistent under employment law. This guide explains what Bell employees need to know about severance, wrongful dismissal, and next steps.

Who Bell May Lay Off in Canada

Based on recent reductions at Bell Canada and Bell Media, layoffs have affected a broad range of teams and roles:

• Service and corporate departments (Bell Media)
• Technical and operational roles, particularly those impacted by fibre network migration (Bell Canada)
• Unionized employees affected by voluntary separation programs
• Employees in Toronto and Montreal, where cuts have been concentrated

Bell has conducted multiple recent rounds of restructuring, including 4,800 job cuts in 2024 (Global News), additional layoffs in 2023, and numerous department-level reductions — a pattern repeatedly highlighted by Unifor.

Know Your Rights When Bell Lays You Off

If you are a non-unionized employee at Bell Canada, Bell Media, or any BCE-owned entity, then a layoff is legally treated as a termination without cause.

This 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.

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.