Marriott Layoffs in Canada: Severance Pay & Employee Rights

Marriott International confirmed corporate layoffs on October 28, 2026, affecting positions across its global operations. The company hasn’t disclosed how many employees will lose their jobs or whether Canadian positions are affected.

The cuts follow changes to Marriott’s customer engagement operations and an earlier restructuring in 2024 that eliminated more than 800 corporate positions.

Lost your job at Marriott? Whether you were affected by a company-wide restructuring or terminated individually, your severance package may be worth more than your first offer. Non-unionized employees in Ontario, Alberta and BC can receive up to 24 months’ compensation.

Latest Marriott Layoffs In Canada And Worldwide

Marriott confirmed on October 28, 2026, that it is cutting corporate jobs worldwide as part of changes to how it organizes its operations.

According to Skift, the restructuring affects corporate positions rather than employees working directly in hotels. Reports from affected employees point to departments including human resources, technology, customer relations and quality assurance.

Marriott says new positions are being posted and some affected employees may move into those roles.

The company has made several workforce changes in recent years:

• October 28, 2026: Marriott confirmed global corporate job cuts. The number of affected employees hasn’t been released.
• September 2026: Marriott confirmed organizational changes to its Customer Engagement Centers.
• November 2024: Marriott eliminated more than 800 corporate positions as part of an earlier restructuring.

For Canadian employees, the important question is whether their severance package reflects everything they’re owed.

How Much Severance Does Marriott Pay In Canada?

There is no single severance package that applies to every Marriott employee. What you’re owed depends on your age, length of service, position, compensation and employment contract.

Non-unionized Marriott employees in Ontario, Alberta and BC can receive up to 24 months’ compensation. That’s often substantially more than the minimum amounts set out in employment standards legislation.

Your full compensation matters. A Marriott severance package may need to include:

• Salary or regular wages during your notice period.
• Bonuses, commissions and incentive pay that form part of your compensation.
• Health, dental and other employment benefits.
• Stock awards or long-term incentives where they form part of your compensation.

You can get an initial estimate using our free Severance Pay Calculator.

What If Marriott Offers You Another Position?

Marriott says some employees affected by its restructuring may be offered other positions within the company.

You don’t necessarily have to accept a new role that significantly changes your job.

A substantial pay cut, demotion, major change in responsibilities or relocation may amount to constructive dismissal.

However, refusing a reasonable offer of comparable work can affect your severance rights.

Before accepting or rejecting a new position, get the terms in writing and have them reviewed. Don’t resign.

What If Marriott Terminates You Outside A Mass Layoff?

You don’t need to be part of a major restructuring to qualify for severance.

If Marriott eliminates your position, terminates you individually or makes significant changes to your employment, you may still be owed compensation.

That includes employees in corporate offices, management, sales, technology, customer support and hotel operations.

Even if Marriott says you were fired for cause, that doesn’t automatically mean you lose your severance rights. Poor performance or a single workplace mistake often isn’t enough to deny severance.

Your severance rights don’t disappear because your termination wasn’t announced publicly.

What Should You Do Before Signing A Marriott Severance Package?

If you’ve lost your job at Marriott, take these steps before accepting an offer:

1. Get everything in writing. Keep your termination letter, employment agreement, compensation details and proposed release.
2. Review your full compensation. Your severance may include bonuses, commissions, benefits and other regular payments.
3. Have your package checked. An employment lawyer can explain what you’re owed and whether there’s room to negotiate.

Having your severance reviewed doesn’t mean taking Marriott to court. We resolve the vast majority of severance disputes through negotiation.

Samfiru Tumarkin LLP represents non-unionized employees in Ontario, Alberta and British Columbia. Our employment lawyers review termination packages and help employees get the compensation they’re owed.

Before you sign, always check first.

Marriott Layoffs And Severance: Common Questions

Is Marriott Laying Off Employees In Canada?

Marriott confirmed global corporate layoffs in October 2026 but hasn’t disclosed how many Canadian employees are affected. The announced restructuring focuses on corporate roles, not hotel-level positions.

Can Marriott Employees Get 24 Months’ Severance?

Yes. Non-unionized employees in Ontario, Alberta and BC can receive up to 24 months’ compensation. The amount depends on their age, service, position and other circumstances.

Does Marriott Have To Pay Severance If My Position Is Eliminated?

Eliminating a position doesn’t remove an employer’s obligation to provide severance. Employees terminated during restructuring may be owed substantially more than the company’s first offer.

Do Marriott Hotel Employees Have Severance Rights?

Yes. Non-unionized hotel employees can have severance rights too. Your rights depend on who employs you, your employment contract and your circumstances. Many Marriott-branded hotels are operated by separate employers.

Can I Negotiate My Marriott Severance Package?

Yes. Your first offer isn’t necessarily everything you’re owed. Have your package reviewed before signing a release.

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.