Employment Law

GFL Environmental Layoffs 2026: Employee Rights & Severance Pay Guide

gfl environmental, severance

Green For Life (GFL) Environmental announced that its moving its corporate headquarters from Vaughan to Miami — affecting “a dozen” jobs in Canada. (CityNews Toronto)

“The relocation of our executive headquarters broadens our eligibility for participation in US equity indices while preserving our eligibility for inclusion in Canadian equity indices,” CEO Patrick Dovigi said in a news release.

“We expect this approach to gaining broader index inclusion will increase GFL’s visibility with investors and ultimately drive a wider shareholder base.”

Ontario Premier Doug Ford isn’t worried about the relocation — claiming that the company is “still going to be employing thousands and thousands of people [in the province].” (Global News)

If you’re laid off or receive a severance offer, don’t sign anything until you understand your full rights under Canadian employment law.

Severance Pay for GFL Employees

If you’re a non-unionized employee at GFL, you may be entitled to up to 24 months’ pay as severance in Canada when you’re let go.

How Severance is Calculated

Several factors determine what you’re owed, including:

  • Age
  • Length of service
  • Position or seniority
  • Ability to find similar work (job market conditions)

What a Fair Package Should Include

A proper and fair severance package at GFL must cover:

  • Salary
  • Bonuses & commissions
  • Benefits & pension contributions
  • RSUs, stock options, incentive pay
  • Vacation pay & allowances
⚠️ Warning: GFL’s initial offer may only reflect minimum standards, not your full common law rights. Many employees are owed significantly more than what’s first put on the table.

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Not Always Called a Layoff

In some cases, GFL (and other large employers) avoid calling it a layoff by:

  • Cutting pay
  • Reducing responsibilities
  • Reassigning employees

These changes may qualify as constructive dismissal in Canada — which is legally treated the same as a termination and may entitle you to full severance pay.

📌 Don’t Sign Anything! Talk to an employment lawyer at Samfiru Tumarkin LLP first before accepting an offer — you may be entitled to months of additional pay.

Severance Success Stories — Our Track Record

We’ve negotiated significant results for employees at major corporations, including:

  • ✅ 24 months’ severance for a long-term professional after refusing unfair new terms post-acquisition. See our win →
  • ✅ 6 months’ severance for a short-term executive pressured to sign an unfair release after termination. See our win →
  • ✅ 4 months’ severance for an employee terminated after just eight months in a senior role. See our win →

Our clients are often surprised by how much they’re legally owed after being wrongfully dismissed — and legal fees are often covered by the employer.

FAQs on GFL Layoffs

👉 Do GFL Employees Get Severance Pay in Canada?
Yes. If you’re a non-unionized GFL employee in Canada, you may be entitled to up to 24 months’ pay as severance when you are let go. The amount depends on factors like age, position, length of service, and how easy it will be to find a similar job.
👉 Are GFL Layoffs Legal in Canada?
Yes — but the law requires that affected non-unionized employees receive proper severance pay. If GFL only offers the minimum under federal legislation, you could be owed significantly more compensation under common law.
👉 Can GFL Call it Something Other Than a Layoff?
Sometimes. Instead of a direct termination, GFL may reduce hours, cut pay, relocate staff, or change responsibilities. In Canada, those changes may amount to constructive dismissal, which is legally treated the same as being fired — and you may still be owed severance.
👉 How Long Do I Have to Claim Severance After a GFL Layoff?
You have up to 2 years from your termination date to pursue severance pay through legal action in Canada.
👉 Can I Be Laid Off by GFL While on Maternity or Disability Leave?
No. In Canada, it’s illegal and discriminatory for GFL (or any employer) to terminate your job while you’re on a protected leave.
👉 Do Contractors at GFL Qualify for Severance?
Yes — if you were misclassified as a contractor but worked like an employee, you may still be entitled to severance pay.

Lost Your Job? Get Help Now

If you’ve been impacted by GFL layoffs in Canada, don’t sign anything before seeking legal advice.

🛡️ We Know Severance
Our employment lawyers in Ontario, Alberta, and BC have helped tens of thousands of non-unionized individuals win fair severance. Many cases qualify for our no win, no fee contingency arrangement.

At Samfiru Tumarkin LLP, our track record speaks for itself:

  • 👥 50,000+ Canadians successfully represented
  • 💰 Secured millions in severance payouts
  • ⚖️ Settle over 99% of cases out of court
  • ⭐ 3,000+ 5-star Google reviews
  • 🏆 Named one of Canada’s Best Law Firms

📞 Call us at 1-855-821-5900 or request a consultation online.

⚠️ Unionized?
Only your union can represent you. By law, employment lawyers can’t represent unionized employees.

Laid Off at GFL? Get Full Severance

Speak to our knowledgeable employment law team before signing anything.

Book Your Consultation

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.

About the Author

Canadian employment lawyer Lior Samfiru, co-founding partner at Samfiru Tumarkin LLP

Lior Samfiru

National Co-Managing Partner

Lior Samfiru is a Founding Partner at Samfiru Tumarkin LLP and the Practice Leader of the firm’s Labour & Employment Law Group. Known for his advocacy and success representing both employees and employers, Lior exclusively serves clients in Ontario, where his extensive experience has made him one of Canada’s most sought-after employment lawyers.

More about Lior Samfiru

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