Mozilla Foundation Layoffs: 30% of staff cut, major divisions axed

What’s going on at Mozilla?

The Mozilla Foundation, the parent company of Firefox developer, Mozilla, has slashed approximately 30 per cent of its workforce as part of a restructuring.

“The Mozilla Foundation is reorganizing teams to increase agility and impact as we accelerate our work to ensure a more open and equitable technical future for us all,” the organization said in a statement to TechCrunch.

“That unfortunately means ending some of the work we have historically pursued and eliminating associated roles to bring more focus going forward.”

Executive Director Nabiha Syed added that the foundation’s major divisions—advocacy and global programs—are “no longer a part of our structure.”

It remains unclear if any Canadian employees working for Mozilla Foundation or at Mozilla are affected by the latest workforce reduction.

SEE ALSO
• Firefox maker Mozilla cutting 60 jobs, changing product strategy
• Dropbox slashing 20% of staff amid ‘softening demand’
• Meta Layoffs: Reality Labs, Instagram, and WhatsApp teams affected

Your rights

In Canada, non-unionized Mozilla employees are entitled to full severance pay when they lose their jobs due to downsizing, corporate restructuring, or the closure of the business.

This applies to individuals working full-time, part-time, or hourly in Ontario, Alberta, and British Columbia. In some cases, this can also apply to independent contractors.

Severance is the compensation provided to non-unionized workers in Canada by their employer when they are terminated without cause.

It can be as much as 24 months’ pay—depending on a variety of factors.

WATCH: Employment lawyer Lior Samfiru explains why you are still owed severance if you have been downsized on an episode of the Employment Law Show.

Severance offers and deadlines

Before accepting a severance offer, double-check the amount using our firm’s free Severance Pay Calculator. It has helped millions of Canadians determine their entitlements.

In addition to your salary, make sure to factor in any other elements of your compensation (i.e. bonuses, commission, etc.).

If your employer’s offer falls short of what our Severance Pay Calculator says you are owed, it’s very likely that you have been wrongfully dismissed and should contact an experienced employment lawyer at Samfiru Tumarkin LLP.

Non-unionized employees in Canada have up to two years from the date of their dismissal to pursue proper severance pay. 

An employer’s deadline to sign back a severance offer isn’t legally enforceable or binding.

LEARN MORE
• Severance pay for provincially regulated employees
• Rights to severance for tech sector staff
• Severance entitlements in a recession
• Garden leave in Canada: Employee rights

Major layoffs continue

The Mozilla Foundation’s decision to scale back its staffing levels comes amid a flurry of job cuts in 2024.

Big names, including Volkswagen, Inflexion Games, Visa, Boeing, Nokia, Deloitte, Loblaw, Ricoh, ApplyBoard, Qualcomm, Atlantic Music Group, and IBM, have also pulled out the axe as they continue to navigate challenging economic conditions.

SEE ALSO
• Amazon Layoffs: Nearly 14,000 managers could be axed to cut costs
• CareerBuilder + Monster lays off 15% of staff: Report
• Where are layoffs happening in Canada?

Lost your job? Talk to an employment lawyer

If you have been fired or let go for any reason, contact the experienced employment law team at Samfiru Tumarkin LLP.

Our lawyers in Ontario, Alberta, and B.C. have successfully represented tens of thousands of non-unionized individuals.

In addition to severance package negotiations, we can assist you on a broad range of employment matters, including:

If you are a non-unionized employee who needs help with a workplace 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, or a relationship between Samfiru Tumarkin LLP and a specific employer.