Salesforce Layoffs: What’s Happening, Who’s Affected & Severance Rights in Canada

Salesforce has reportedly cut hundreds of jobs in February 2026 as the tech giant continues to integrate artificial intelligence (AI) into its operations. (Business Insider)

According to LinkedIn posts, affected roles included marketing, product management, data analytics, as well as the company’s Agentforce AI product.

While the exact number of jobs cut at Salesforce remains unclear, it’s allegedly fewer than 1,000.

The layoffs comes amid an executive shake-up at the company. 6 new leaders have replaced 5 high-profile executives who’ve left since December.

This page explains:

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

Salesforce Layoffs: A Timeline of Recent Job Cuts

Salesforce has conducted several rounds of job cuts in recent years:

• Sept. 2025: Salesforce has eliminated approximately 4,000 customer support roles as the tech giant integrates more AI into its operations.
• Jan. 2025: Salesforce is reportedly slashing 1,000 jobs as the company ramps up its hiring of salespeople to sell its AI products.
• Jan. 2024: Salesforce terminates 700 employees, cuts benefits and travel expenses, though still aims to hire 1,000 additional staff.
• Jan. 2023: Salesforce announced that it will cut approximately 10 per cent of its workforce and close some offices.
• Nov. 2022: Salesforce confirmed that it has cut hundreds of jobs after seeing demand lighten in some countries and industries.
• Aug. 2020: Salesforce confirmed that it’s laying off approximately 1,000 employees, as it plans to strategically shift investments.

Who’s Affected by Salesforce Layoffs?

Roles affected by the latest round of job cuts at Salesforce included:

• Marketing
• Product management
• Data analytics
• The company’s Agentforce AI product

The exact number of Canadian employees affected remains unclear. Salesforce is a provincially regulated employer — meaning most non-unionized employees are governed provincial employment standards, not the Canada Labour Code.

Is a Salesforce Layoff Temporary or Permanent?

For non-unionized employees at Salesforce, 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 Salesforce 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 Salesforce Staff

In Canada, non-unionized employees, including those at Salesforce, 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, Salesforce 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 Salesforce Layoffs

A wrongful dismissal occurs when employers, including Salesforce, 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
• Salesforce labelled your termination a “temporary layoff” without contractual authority

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

Laid Off at Salesforce? Next Steps

If you’ve been laid off at Salesforce:

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

Salesforce Layoffs: Frequently Asked Questions

How much severance can Salesforce employees receive?

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

Are Salesforce layoffs permanent?

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

Does Salesforce have to include bonuses in severance?

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

Can Salesforce terminate employees on leave?

This can raise serious wrongful dismissal and human rights issues.

Can employment lawyers represent unionized Salesforce staff?

No. Unionized Salesforce employees must go through their union.

Lost Your Job at Salesforce? Get Help Now

If Salesforce 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.