Newell Brands Layoffs in Canada: Employee Rights, Severance Pay, and What You Need to Know

On December 1, 2025, Newell Brands — the parent company of Yankee Candle, Rubbermaid, Sharpie and Elmer’s — announced a major restructuring that will eliminate approximately 900 professional and clerical roles worldwide, representing about 10% of its workforce. US layoffs begin immediately, with international reductions continuing through 2026. The company will also close roughly 20 Yankee Candle stores in Canada and the US early next year.

Newell stated that the cuts are part of a broader efficiency plan designed to “enhance performance and streamline overhead,” with the restructuring expected to produce up to $130 million in annual cost savings but generate up to $90 million in severance and related charges through 2026.

Regardless of when layoffs occur, the rights of non-unionized Newell Brands employees in Canada remain consistent under Canadian employment law. This guide explains what Canadian workers need to know about severance, wrongful dismissal, and next steps after a layoff.

Who Newell Brands May Lay Off in Canada

Newell did not specify Canadian headcount reductions, but based on the December 1 announcement and the types of roles affected globally, the following groups may be impacted:

• Professional and clerical staff (Newell confirmed these categories make up the 10% reduction)
• Retail employees and managers at affected Yankee Candle locations, given the closure of ~20 stores across Canada and the US
• Corporate support roles, including HR, finance, administrative, and shared-service teams supporting Canadian operations
• Brand, marketing, and product support functions for Newell consumer brands sold in Canada
• Sales, merchandising, and customer support attached to Canadian retail partners
• Roles tied to North American restructuring, even if not explicitly labelled as Canadian

As with many American multinationals, restructuring decisions made at headquarters can lead to downstream impacts across Canadian corporate, field, and retail teams.

Know Your Rights When Newell Brands Lays You Off

For non-unionized workers, a layoff, job elimination, or restructuring at Newell Brands is typically considered a termination without cause.

This means the company must provide:

• Full severance pay under common law, not just minimums under employment standards legislation
• Notice or pay in lieu of notice
• All components of compensation, which may include:
  • Salary
  • Benefits
  • Bonuses or incentive pay
  • Pension/RRSP contributions
  • Vacation pay
  • Any other earned compensation

Severance Packages for Newell Brands Employees

Your severance entitlement is calculated based on:

• Length of service
• Age
• Role, position, and level of responsibility
• Availability of comparable jobs in your field

Under Canadian common law, non-unionized employees can receive up to 24 months of severance pay.

Employers often present “standard packages” that:

• Include only ESA minimums
• Omit bonus or incentive pay
• Provide insufficient notice
• Include unclear calculation
• Create pressure through short signing deadlines

Do not assume the initial offer reflects your full legal entitlement.

Potential Issues With Newell Brands Layoff Notices

Common issues that arise in large restructuring events include:

• Incorrect severance calculations
• Insufficient notice periods
• Misuse of “temporary layoff” language without contractual authority
• Missing or unclear treatment of benefits, bonuses, or pensions
• Short, pressured deadlines to sign
• Ambiguous breakdowns of how the severance was determined

Any of these may indicate your package is below your full entitlement.

Common Red Flags in Newell Brands Severance Offers

Be cautious if your offer:

• Provides only a few weeks or months of pay despite long service
• Fails to continue benefits for a reasonable period
• Leaves bonuses or incentive pay out of the calculation
• Is labelled as “restructuring” but ends your employment permanently
• Gives a 24–72-hour deadline
• Provides no explanation of how severance was calculated

Wrongful Dismissal and Newell Brands Layoffs

A wrongful dismissal occurs when an employer fails to provide the full severance required by law.

You may have a claim if:

• Your severance is much lower than what courts typically award
• Your employment contract’s termination clause is unenforceable
• Your employer pressures you into signing quickly
• Your employer terminates you during maternity, parental, disability, or medical leave
• Your termination is called a “temporary layoff” with no realistic recall
• Bonuses, benefits, or other compensation are excluded from the package

Even during mass layoffs, every employee’s entitlement must be calculated individually.

What to Do After Newell Brands Lays You Off

If you received a layoff or severance package:

1. Do not sign anything immediately. You may waive your rights.
2. Gather documents:
   • Employment agreements
   • Compensation plans
   • Pension/RRSP contribution records
   • Pay stubs and T4s
3. Use the Severance Pay Calculator to get a quick estimate of what you may be owed under Canadian law.
4. Document your role, responsibilities, and work history.
5. Speak with an employment lawyer before signing any offer.

Frequently Asked Questions AboutNewell Brands Layoffs

How much severance can Newell Brands employees receive?

Up to 24 months, depending on age, role, and length of service.

Are Newell Brands layoffs temporary or permanent?

For non-unionized employees, restructuring is generally treated as a permanent termination, requiring full severance.

Does Newell Brands have to include bonuses or benefits in severance?

Often yes — they are part of total compensation under common law.

What if I’m laid off while on parental or medical leave?

You may have both a wrongful dismissal and human rights claim.

Do I need a lawyer even if the package seems fair?

Yes. Many packages are significantly below common law entitlement.

How Samfiru Tumarkin LLP Can Help With Newell Brands Layoffs

If Newell Brands has laid you off — or if you are concerned about your rights during the company’s ongoing transition — speak with an employment lawyer before signing anything.

Samfiru Tumarkin LLP has helped over 50,000 Canadians secure the compensation they’re owed and has earned more than 3,000 five-star reviews nationwide.

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.