Ericsson Layoffs in Canada (2025): Employees Let Go on October 31

On September 8, 2025, Swedish telecom giant Ericsson announced another round of job cuts in Canada — this time affecting approximately 100 technical employees, with final work days set for October 31, 2025. The layoffs are part of a global restructuring plan aimed at reducing costs and consolidating workforce operations (Globe and Mail).

This guide explains what non-unionized Ericsson employees in Canada need to know about severance pay, termination rights, and what to do next.

What’s Happening With Ericsson Layoffs in Canada?

According to detailed reporting:

• About 100 Canada-based technical employees have been told their roles are being eliminated.
• Impacted employees worked in national operations and technical support centres.
• Layoffs were communicated Monday morning, with severance offers and job transition support (Reuters).
• Ericsson says it is consolidating global teams and “leveraging common tools, processes and scale” while centralizing work into global hubs.
• Numerous employees have been in contact with Samfiru Tumarkin LLP.

Although the company states it remains committed to the Canadian market, it has not confirmed how much work will shift outside Canada.

Context: The Rogers → Ericsson Transition

These layoffs affect many employees who previously worked for Rogers Communications, maintaining cellular tower operations.

Key background:

• In April 2025, Rogers told nearly 400 technicians and managers they could either accept severance or transfer to Ericsson as contractors (Globe and Mail).
• A significant number transferred — many of whom are now impacted by the October layoff notice.

Unionization Efforts Connected to the Layoff

The Globe and Mail notes a significant detail:

• About half of the former Rogers employees have been attempting to unionize.
• At least one-third of the 100 employees laid off had signed union cards the week before layoffs.
• A certification application is pending before the Federal Labour Board.

This adds complexity, but this guide applies only to non-unionized employees, as unionized workers must be represented by their union.

Who Ericsson May Lay Off in Canada

Based on the reporting and Ericsson’s operations in Canada, roles affected may include:

• Technical operations staff
• Network management services employees
• Field operations technicians
• Cellular tower support specialists
• Engineering and telecom support roles
• Former Rogers technicians integrated into Ericsson’s workforce

Because Ericsson’s decisions are tied to global consolidation, additional roles in Canada may be affected through ongoing restructuring.

Know Your Rights When Ericsson Lays You Off

For non-unionized Canadian employees, a layoff is legally considered a termination without cause, even if the company frames it as restructuring or global consolidation.

This means Ericsson must provide:

• Full severance pay
• Notice or pay in lieu of notice
• All owed compensation under common law

An employer can’t avoid severance obligations by citing cost-cutting, restructuring, or global workforce consolidation.

Severance Packages for Ericsson Employees

Your severance amount depends on

• Age
• Length of service
• Position and level of responsibility
• Availability of similar jobs in your field

Non-unionized Ericsson employees can receive up to 24 months of severance pay.

The company may present a “standard package” that:

• Covers only ESA minimums
• Excludes RSUs or bonus entitlements
• Sets a short signing deadline
• Provides a lump sum with limited explanation
• Understates the true market value of your compensation

This is why you should always have your severance reviewed.

Potential Issues With Ericsson Layoff Notices

Some of the most common problems include:

• Incorrect or missing severance calculations
• Insufficient notice periods
• “Temporary layoff” language that doesn’t apply legally
• Unclear treatment of RSUs, bonuses, or benefits
• Pressure to sign quickly
• Missing compensation elements

Any one of these can indicate that your offer falls below your legal rights.

Common Red Flags in Ericsson Severance Offers

Be cautious if your termination package:

• Includes only a few weeks or months of pay
• Excludes benefits continuation
• Leaves RSUs or equity unaddressed
• Does not clearly outline bonus treatment
• Labels a permanent termination as a “restructuring”
• Comes with a 24–48-hour deadline
• Doesn’t explain the severance formula

These are all signs to speak with an employment lawyer immediately.

Wrongful Dismissal and Ericsson Layoffs

A wrongful dismissal occurs when Ericsson fails to provide the full severance pay owed under Canadian law.

You may have a claim if:

• Your severance is too low
• Your contract’s termination clause is unenforceable
• You face pressure to sign quickly
• You lose your job during maternity, parental, disability, or medical leave
• Your role was classified as a “temporary layoff” with no true recall
• You were denied components of pay such as RSUs, bonuses, or benefits

Even in large-scale layoffs, employers must assess each employee’s severance individually.

What to Do After Ericsson Lays You Off

1. Don’t sign your severance offer until a lawyer reviews it
2. Gather all documents, including contracts and pension summaries
3. Use the Severance Pay Calculator for a quick baseline
4. Keep written records of your duties and job expectations
5. Speak to an employment lawyer as soon as possible

Most employees have two years to pursue a claim, but deadlines for signing packages are often artificial.

Frequently Asked Questions About Ericsson Layoffs

How much severance can Ericsson employees receive?

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

Are these layoffs temporary?

No. A “layoff” in this context is a permanent termination under Canadian law.

Do former Rogers employees have different rights?

No. Severance is calculated based on your total service, including time with Rogers in many cases.

Does Ericsson need to include bonus or OT in severance?

Often yes — and disputes around variable or incentive pay are common.

Do unionizing efforts affect severance?

Only unionized employees must go through their union. This guide applies to non-unionized workers.

How Samfiru Tumarkin LLP Can Help With Ericsson Layoffs

If Ericsson has laid you off — or you transferred from Rogers and now face termination — speak with an employment lawyer before you sign anything.

Samfiru Tumarkin LLP has helped over 50,000 Canadians secure proper compensation from employers of all sizes, earning more than 3,000 five-star reviews across Canada.

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.