Stellantis Layoffs: Latest Updates, Severance Pay and Employee Rights

On October 2, 2026, Stellantis announced three more weeks of downtime at its Windsor Assembly Plant in Ontario. Production is scheduled to pause during the weeks of October 19, October 26 and November 2.

The announcement adds to a series of Stellantis layoffs and production changes affecting Canadian workers, including ongoing uncertainty at the company’s Brampton Assembly Plant.

Received a Stellantis layoff notice, severance offer or buyout package? If you are a non-unionized employee, Samfiru Tumarkin LLP can review your situation, explain whether you could be owed more and help you decide what to do next.

Before you sign, always check first. Contact our employment law team before accepting an offer or agreeing to changes to your job.

On This Page:

• 1. Latest Layoff News
• 2. Layoff History
• 3. Severance Pay
• 4. Temporary Layoffs
• 5. Before You Sign
• 6. Common Questions
• 7. How We Can Help

Latest Stellantis Layoff News In Canada

Stellantis attributed the latest Windsor production adjustments to consumer demand and the impact of tariffs. CBC reported that more than 6,400 employees at the facility had already been laid off for two weeks before the October 2 announcement.

The Windsor announcement concerns scheduled downtime, not 6,400 confirmed permanent job losses. The reporting does not identify a separate number of non-unionized employees affected by the upcoming shutdowns.

For employees facing uncertainty, the important question is what has happened to your job. A production pause, a permanent job elimination and an offer to transfer to another location can raise different issues. Our team can review the notice or offer you received and explain your options.

Stellantis Layoffs And Production Changes: Recent History

How Much Severance Could A Stellantis Employee Receive?

A restructuring or production change does not, by itself, remove an employee’s severance rights. Non-unionized employees whose jobs are eliminated may be entitled to substantially more than minimum employment standards payments.

In some circumstances, full severance can reach 24 months’ pay. Your entitlement can depend on your age, years of service, position and the availability of comparable work. Your employment contract can also affect what you are owed.

The number of weeks in an offer is only part of the review. Depending on your compensation arrangements, bonuses, benefits and pension or retirement contributions may also need to be considered.

Our employment lawyers can assess the whole package—not just the amount shown on the first page—and explain whether there may be grounds to pursue more.

For a broader explanation, see our guide to severance pay in Ontario.

Told Your Stellantis Layoff Is Temporary?

Calling a layoff “temporary” does not settle whether you have to accept it. For a non-unionized employee, the answer can depend on the employment agreement, workplace history and circumstances of the layoff.

A temporary layoff that is not permitted can amount to constructive dismissal, meaning the employee may have a claim for compensation even though the company describes the interruption as temporary.

You do not need to wait until a promised return date to ask our team to review your situation. We can examine the layoff notice and your contract, explain your options and help you avoid steps that could affect your rights.

Before resigning, refusing a recall or agreeing to an extended period without work, have the situation reviewed. Our Ontario temporary layoff guide explains the broader rules.

Before You Sign A Stellantis Severance Offer

A severance offer may ask you to give up the right to pursue additional compensation. Before accepting, make sure you understand both the payment and the conditions attached to it.

• Keep the documents. Save your layoff or termination notice, employment contract, offer, and information about your pay, benefits and incentives.
• Look beyond the headline amount. Check when payments and benefits end, what happens if you find another job, and what rights the release asks you to give up.
• Have our team review the package. We can explain whether the offer reflects your circumstances and what options may be available.

Common Questions About Stellantis Layoffs

Can I Have An Offer Reviewed Before My Last Day?

Yes. You do not need to wait until your employment ends. Having the notice and package reviewed early can help you understand what is being offered before you agree to anything.

Should I Accept A Buyout, Transfer Or Relocation Offer?

Have the terms reviewed before accepting or rejecting the offer. Changes to your pay, location, responsibilities or length-of-service recognition can matter. A buyout may also require you to sign a release.

Our team can explain how the proposal may affect your rights and help you assess your options.

What If I Work For A Stellantis Supplier Or Related Business?

Non-unionized employees at parts suppliers, logistics companies and other businesses connected to Stellantis can also contact our employment lawyers if their own jobs are affected.

Your rights depend on your employment relationship and what your employer has done—not simply on the fact that a Stellantis plant has paused production.

How Samfiru Tumarkin LLP Can Help With A Stellantis Layoff

If your Stellantis job has ended, you have been placed on temporary layoff or you have received an offer to leave, start by having the situation reviewed.

Our employment lawyers can explain what the documents mean, assess whether you could be owed more and discuss the next steps. Where appropriate, we can negotiate with the employer on your behalf.

Having an offer reviewed does not commit you to a lawsuit or a lengthy legal battle. The first step is understanding your position. Depending on the circumstances, an improved package may be negotiated without a trial.

Samfiru Tumarkin LLP helps non-unionized employees in Ontario, Alberta and British Columbia.

Before you sign, always check first.

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.