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

Rivian announced on June 16, 2026 that it’s eliminating hundreds of jobs, or less than 2% of its workforce, as part of a restructuring.

A spokesperson for the electric vehicle (EV) maker told CNBC that some teams in the service and customer segments are affected.

The bombshell announcement comes a week after the company officially launched deliveries of its new vehicle: the R2 SUV.

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

Rivian Layoffs: A Timeline of Recent Job Cuts

Rivian has conducted multiple rounds of job cuts in recent years:

• Oct. 2025: On the heels of job cuts in September, Rivian is planning to scale back its staffing levels by an additional 4%.
• Sept. 2025: Rivian has reportedly eliminated approximately 1.5% of its workforce as part of a restructuring.
• June 2024: The EV maker has initiated another round of layoffs, the third time within the past year due to a cooling demand for EVs.
• April 2024: Rivian has eliminated approximately 1% of its workforce as EV demand continues to cool.
• Feb. 2024: Rivian is laying off 10% of employees after posting a $2.7-billion loss amid low demand for its vehicles.
• July 2022: Rivian is reducing its workforce by 6% in response to high inflation and rising interest rates.

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 Rivian, 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 Rivian 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 Rivian Staff in Canada

If you’ve been notified of job loss or offered a “voluntary departure” package at Rivian 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.

Rivian Layoffs: Frequently Asked Questions

Are layoffs at Rivian permanent?

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

Can a manager at Rivian negotiate a better deal?

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

Does Rivian have to include bonuses in severance?

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

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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.