Google Layoffs 2026: News, Restructuring & Severance Pay in Canada

As of June 2026, Google is continuing to scale back the size of its Cloud division. According to news outlets, including Business Insider, affected teams include the tech giant’s Threat Intelligence Group and Mandiant, a cybersecurity company that was acquired in 2022.

“We regularly evaluate our internal structures to ensure we are best positioned to meet the evolving demands of our customers and the industry,” a Google spokesperson said in a statement.

If you’re a non-unionized worker or manager at Google in Canada, which is a provincially regulated employer, understanding these developments is the first step in ensuring your legal rights are protected during this period of restructuring.

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Google Layoffs: A Timeline of Recent Job Cuts

Google has eliminated thousands of jobs over the last few years — with many of the restructurings affecting Canadian staff.

After its “efficiency push” in 2025, the company kicked off 2026 by offering voluntary severance packages to workers in its Global Business Organization unit.

Your Rights as a Non-Unionized Employee

Whether your departure is labelled a “layoff,” “restructuring,” or a “voluntary package,” your legal rights are governed by Canadian common law.

How Severance Pay Works

For non-unionized staff and managers at Google, severance pay isn’t determined by a single internal policy.

Instead, it’s based on the unique circumstances of your situation:

• The 24-Month rule: Depending on your age, length of service, and the nature of your role, you may be entitled to up to 24 months of severance pay.
• Managerial complexity: For managers, severance must often account for bonuses, RSUs, and stock options.
• Provincially regulated status: Because Google is a provincially regulated employer, specific rules under a province’s employment legislation apply alongside common law standards.

Defining Wrongful Dismissal

A “wrongful dismissal” is a specific legal term. It occurs whenever an employer in Canada terminates a non-unionized worker without “just cause” but fails to provide the proper amount of severance pay.

This isn’t a reflection of the company’s intent, but rather a calculation of whether the package meets the high standards set by Canadian courts.

If an employment contract’s termination clause is unenforceable, or if a “temporary layoff” is implemented without a prior written agreement, an employee may have a claim for full severance.

Recommended Steps for Affected Google Canada Staff

If you’ve been notified of job loss or offered a “voluntary departure” package at Google in Canada:

1. Don’t sign anything immediately: You’re legally entitled to a reasonable period to review any offer. Signing a release prematurely can waive your right to pursue full compensation.
2. Use the Severance Pay Calculator: Get an anonymous, instant estimate of your entitlements.
3. Check your compensation: Ensure your offer includes all variable pay, including bonuses and benefits.
4. Seek legal advice: An experienced employment lawyer can ensure that you receive fair compensation.

Google Layoffs: Frequently Asked Questions

Are layoffs at Google permanent?

For non-unionized employees, a layoff is typically treated as a permanent termination of employment requiring full severance.

Can a manager at Google negotiate a better deal?

Yes. Initial offers from large employers often focus on minimum standards rather than full common law entitlements.

Does Google have to include bonuses in severance?

Often yes — especially if bonuses were a regular part of compensation.

Lost Your Job? Get Help Now

Samfiru Tumarkin LLP has helped over 60,000 Canadians secure the compensation they’re owed, and has earned more than 3,000 5-star reviews across the country.

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.