TDSB Layoffs 2026: News, Restructuring & Severance Pay in Ontario

As of May 2026, the Toronto District School Board (TDSB) is eliminating approximately 218 administrative roles and cutting dozens of vacant positions.

“After years of declining enrolment, the TDSB is taking steps to modernize and right-size the number of central administration staff to ensure resources are focused where they matter most — in schools and classrooms,” a TDSB spokesperson told CityNews Toronto.

The bombshell update comes just weeks after the board announced that it was slashing 289 teaching jobs for the 2026-2027 school year.

• SEE ALSO: TDSB Eliminating 40 Vice-Principal Roles, Part of 2026 Restructuring

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

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 the TDSB, severance pay in Ontario 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 the TDSB is a provincially regulated employer, specific rules under Ontario’s Employment Standards Act (ESA) apply alongside common law standards.

Defining Wrongful Dismissal in Ontario

A “wrongful dismissal” is a specific legal term. It occurs whenever an employer in Ontario 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 TDSB Staff

If you’ve been notified of job loss or offered a “voluntary departure” package at the TDSB:

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.

TDSB Layoffs: Frequently Asked Questions

Are layoffs at the TDSB permanent?

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

Can a manager at the TDSB negotiate a better deal?

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

Does the TDSB 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.