Capital Power looking to reduce Canadian corporate workforce by 25%

What’s going on at Capital Power?

Capital Power is looking to reduce its corporate workforce in Canada by at least 25 per cent, or approximately 130 positions.

“On October 24, 2024, [we] announced the rollout of the voluntary departure program,” the Edmonton-based power generation company said in its Q3 2024 earnings release.

“[The program] is part of a strategic organizational review to optimize the organization to scale and grow efficiently, inclusive of decentralizing corporate functions, reducing headcount in certain areas and expanding in key growth areas.”

Capital Power added that staff interested in participating must let the company know by Nov. 7.

SEE ALSO
• Capital Power, Ontario gov’t start work on York battery energy storage system
• Rogers offering voluntary severance packages to staff following Shaw merger
• Telus offering severance, retirement packages to customer support workers

Should I accept a voluntary severance package?

The short answer is no. Non-unionized employees in Canada shouldn’t accept a voluntary severance package before speaking with an experienced employment lawyer at Samfiru Tumarkin LLP.

In some cases, individuals could be owed far more compensation if they are fired by the company, or let go involuntarily.

ADDITIONAL RESOURCES
• Should Albertans negotiate their own severance packages?
• Negotiating severance in B.C.: What employees need to know
• Should I negotiate my own severance package in Ontario?

Your rights

In Canada, non-unionized employees at Capital Power are entitled to 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 British Columbia. In some cases, this can also apply to independent contractors.

Key Severance Facts:

• Severance can be as much as 24 months’ pay—depending on age, length of service, position at the company, and other factors.
• In addition to salary, severance may cover bonuses, commissions, and other compensation.
• You have up to two years from the date of your termination to pursue full severance pay—regardless of any employer-imposed deadlines, which aren’t legally enforceable.

WATCH: Employment lawyer Lior Samfiru explains severance rights if you’ve been downsized on an episode of the Employment Law Show.

Before you sign a severance package

Use our firm’s free Severance Pay Calculator to confirm that the offer you received from your employer is fair.

This interactive tool has helped millions of Canadians determine their severance entitlements.

In the event that your employer’s offer falls short of what our calculator says you’re owed, it’s very likely you’ve been wrongfully dismissed and should contact an experienced employment lawyer at Samfiru Tumarkin LLP.

If you’ve already accepted a severance offer, don’t panic. Connect with a member of our team as soon as possible.

LEARN MORE
• Severance pay for provincially regulated employees
• Are severance packages different during mass layoffs?
• Severance entitlements in a recession

Major layoffs continue

Capital Power’s plan to reduce its corporate workforce in Canada comes amid a flurry of job cuts in 2024.

Big names, including Audi, Nissan, Align Technology, Mozilla Foundation, Dropbox, Tucows, Meta, Visa, Nokia, Deloitte, ApplyBoard, Qualcomm, and IBM, have pulled out the axe as they navigate challenging economic conditions.

SEE ALSO
• Amazon Layoffs: Nearly 14,000 managers could be axed to cut costs
• CareerBuilder + Monster lays off 15% of staff: Report
• Where are layoffs happening in Canada?

Lost your job? Contact us

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

Our lawyers in Alberta, B.C., and Ontario 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’re 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.