All Estée Lauder staff in Hudson’s Bay locations reportedly cut amid HBC collapse

What’s happening at Estée Lauder?

Estée Lauder Companies has reportedly terminated all staff working within Hudson’s Bay Company (HBC) retail locations across Canada. This follows HBC’s filing for creditor protection under Canada’s Companies’ Creditors Arrangement Act (CCAA) and its plans to liquidate all remaining stores.

Samfiru Tumarkin LLP has been contacted by numerous Estée Lauder employees impacted by these terminations, many seeking clarity about how much severance they are owed. Roles affected include beauty advisors, brand representatives, and managers. Early indications suggest that some of the severance packages offered may be inadequate.

If you were paid by Estée Lauder to work inside a Hudson’s Bay store, you are likely owed full severance from Estée Lauder – not HBC. Your pay stubs, T4 slips, and employment contract can confirm who your legal employer is.

Official statements and context

While Estée Lauder has not released an official statement, numerous reports from affected staff indicate terminations occurred earlier this week.

HBC, Canada’s oldest department store chain, could permanently close:

• 80 Hudson’s Bay department stores
• 3 Saks Fifth Avenue stores
• 13 Saks Off Fifth locations

These closures have forced partner brands like Estée Lauder to cease operations in these locations.

📺 WATCH: Everything You Need to Know About Mass Terminations

Lost Your Job? Get Help Now

📞 Contact Samfiru Tumarkin LLP: 1-855-821-5900 or request a consultation online.

Our experienced employment lawyers in Ontario, Alberta, and British Columbia (BC) have helped tens of thousands of non-unionized individuals resolve their workplace issues, including wrongful dismissals.

If you’ve lost your job at Estee Lauder for any reason, don’t panic. We can review your situation, assess your legal options, and help you secure the compensation you’re legally entitled to.

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.