Rogers Layoffs 2026: What’s Happening, Who’s Affected & Severance Rights

Rogers Communications has laid off a portion of its in-house IT support team in several provinces to start 2026 — mostly affecting Ontario staff. (The Globe and Mail)

Spokesperson Zac Carreiro said the telecom giant is expanding its work with a third-party vendor.

“[The vendor plans] to hire the majority of our [affected] staff and there will be no impact to how our employees are supported, including our on-site IT support.”

Impacted staff told Samfiru Tumarkin LLP that upwards of 100 internal IT roles had been eliminated.

This page explains:

• What’s happening with Rogers layoffs
• Who’s most affected
• Whether a Rogers layoff is permanent
• How much severance Rogers employees in Canada may be owed
• What to do before signing a severance offer

Rogers Layoffs: A Timeline of Recent Job Cuts

The internal IT workforce reduction comes just months after Rogers ended its contract with Foundever in July 2025, an external customer-service provider. The decision affected approximately 900 jobs across Canada.

Rogers cited “changing customer habits” as the company expands its use of AI-powered chat support and other self-serve tools.

Who’s Affected by the Latest Round of Layoffs?

The IT layoffs have affected individuals in a variety of technical roles, including:

• Software developers
• Audiovisual conferencing support staff
• Management

Rogers is a federally regulated employer — meaning most non-unionized employees are governed by the Canada Labour Code, not provincial employment standards.

Is a Rogers Layoff Temporary or Permanent?

For non-unionized employees at Rogers, a layoff is almost always treated as a termination without cause, even if the following language is used:

• “Restructuring”
• “Reorganization”
• “Transformation”
• “Temporary layoff”

Unless your employment contract explicitly allows for Rogers to temporarily lay you off, the company can’t place you on indefinite layoff without terminating your employment — meaning they must provide full severance pay.

Severance Pay for Rogers Staff

In Canada, non-unionized employees, including those at Rogers, are often owed far more severance pay than what’s outlined in their initial offer.

Severance is based on common law entitlements, not just minimum standards. Factors include:

• Age
• Length of service
• Position and seniority
• Availability of comparable jobs

In many cases, Rogers employees in Canada can be owed up to 24 months of compensation.

Severance may include:

• Base salary
• Continued benefits
• Bonus and incentive compensation
• Stock, equity, or RRSP contributions (where applicable)
• Vacation pay
• Other earned compensation

First offers often:

• Cover only minimum entitlements
• Exclude bonuses or incentives
• Impose short signing deadlines
• Undervalue long-service or senior employees

Severance Offers: Common Problems

Canadian employees affected by layoffs frequently report issues such as:

• Severance offers far below legal entitlements
• Missing or unclear compensation breakdowns
• Benefits cut off too early
• Bonuses excluded without justification
• “Temporary layoff” language used improperly
• Pressure to sign within 24–48 hours

Wrongful Dismissal and Rogers Layoffs

A wrongful dismissal occurs when major employers, including Rogers, fail to provide full severance required under common law.

You may have a claim if:

• Your severance offer is too low
• A termination clause isn’t enforceable
• You were pressured to accept your severance offer on the spot
• Bonuses or benefits were excluded from your severance package
• You were terminated while on medical, parental, or disability leave
• Rogers labelled your termination a “temporary layoff” without contractual authority

Large-scale layoffs at Rogers don’t reduce their legal obligations in Canada.

Laid Off at Rogers? Next Steps

If you’ve been laid off at Rogers:

1. Don’t sign your severance offer immediately
2. Gather your employment contract, bonus plans, and benefits information
3. Use the Severance Pay Calculator to double-check your entitlements
4. Keep records of your role, compensation, and length of service
5. Speak with an employment lawyer before agreeing to anything

Rogers Layoffs: Frequently Asked Questions

How much severance can Rogers employees receive?

Up to 24 months — depending on age, service, and position.

Are Rogers layoffs permanent?

For non-unionized employees, yes. A layoff is typically a termination.

Does Rogers have to include bonuses in severance?

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

Can Rogers terminate employees on leave?

This can raise serious wrongful dismissal and human rights issues.

Can employment lawyers represent unionized Rogers staff?

No. Unionized employees at Rogers must go through their union.

Lost Your Job at Rogers? Get Help Now

If Rogers has laid you off, or offered a severance/buyout package, don’t do anything before seeking legal advice.

Samfiru Tumarkin LLP, one of Canada’s most reviewed employment law firms, has helped more than 50,000 Canadians secure the compensation they’re legally entitled to.

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.