Grammarly: Severance Packages

Grammarly, Inc. (Grammarly) is a San Francisco-based tech company that provides organizations with writing assistance solutions.

Founded in Ukraine back in 2009, Grammarly employs a total workforce of more than 1,000 people. Over 70 workers are located in Canada, according to LinkedIn.

Roles at the company include software engineers, product designers, sales representatives, marketing professionals, administrative staff, human resources employees, and customer service representatives.

In addition to its headquarters in San Francisco, California, Grammarly has offices in Vancouver, Seattle, New York City, Berlin, and Kyiv.

Recent layoff at Grammarly

• February 2024: Grammarly is eliminating approximately 230 jobs as part of a “business restructuring.”

Severance pay for Grammarly employees

In Canada, non-unionized employees at Grammarly can get up to 24 months of severance pay when they are fired or laid off from their job.

This includes individuals working full-time, part-time, and hourly in B.C., Alberta, and Ontario.

Severance is the compensation a non-unionized worker in Canada receives from their employer when they are fired without cause.

Even if you are fired for cause, it’s very likely that you are still entitled to full severance pay because employees often don’t meet the conditions necessary for this type of dismissal.

LEARN MORE
• Severance for provincially regulated employees
• Rights to severance for tech sector staff
• Severance packages in mass layoffs

Regardless of a company’s grasp on employment law, they are legally required to provide proper compensation following a termination.

This concept applies during challenging economic conditions, downsizing, the closure of a business, or major public health events such as the COVID-19 pandemic.

WATCH: Employment lawyer Lior Samfiru explains everything you need to know about severance pay on an episode of the Employment Law Show.

The employment lawyers at Samfiru Tumarkin LLP have represented tens of thousands of employees over the years in severance package negotiations.

• LEARN MORE: Severance pay by company

We have successfully secured much larger amounts for individuals employed across a variety of positions, from entry level jobs to executives.

How to properly calculate severance pay

Employers often incorrectly calculate severance pay. There is a belief that severance pay is one week’s pay, two weeks’ pay, or a week for every year of service an employee has with the company.

For non-unionized employees, the main factors of termination or severance pay include age, length of service, position, bonuses, benefits, and the ability to find new work.

To figure out how much compensation you may be entitled to, use our firm’s Pocket Employment Lawyer.

ADDITIONAL RESOURCES
• Understanding severance in B.C.
• Alberta severance packages
• Severance Pay in Ontario
• Layoffs in Canada

Don’t sign on the dotted line!

Do not accept any severance offer, termination papers, or exit agreement that Grammarly may provide you with.

Once you sign these documents, you eliminate your ability to negotiate your severance package.

Generally speaking, if an employee doesn’t receive the proper amount of severance pay when they lose their job, it’s possible that they have been wrongfully dismissed.

An employment lawyer at Samfiru Tumarkin LLP can review your situation and explain how much compensation you are legally entitled to.

Talk to an employment lawyer

The knowledgeable employment law team at Samfiru Tumarkin LLP has helped tens of thousands of non-unionized individuals across the country.

In addition to severance package negotiations, our lawyers have experience securing solutions for the following employment matters:

Our lawyers in B.C., Alberta, and Ontario stand ready to help you solve your workplace issues.

If you are a non-unionized employee who needs help with an employment 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.