West Fraser Layoffs 2025 | Mill Closure in 100 Mile House Impacts 165 Jobs

West Fraser Announces Permanent Mill Closures in Canada and the US

On November 6, 2025, West Fraser Timber confirmed it will permanently close its lumber mill in 100 Mile House, British Columbia, by the end of the year — a move that will eliminate approximately 165 jobs in the community and affect hundreds more indirectly (CBC News).

The Vancouver-based forestry giant said the decision stems from shrinking timber supply, soft lumber demand, and mounting US tariffs that have made operations unsustainable (West Fraser). The company is also closing its Augusta, Georgia mill, and coverting two perviously “indefinitely curtailed” US mills to permanent shutdowns (Samfiru Tumarkin LLP).

“Challenging softwood lumber demand, higher duties and additional tariffs have compounded this situation,” West Fraser said in its official statement.

Who Was Affected

The 100 Mile House mill, a cornerstone employer in BC’s South Cariboo, is home to roughly 165 employees. Local leaders say the fallout will ripple throughout the region:

• Mayor Maureen Pinkney estimates at least 500 indirect jobs could be affected, from restaurants and gas stations to local suppliers.
• The community of just under 2,000 residents is still recovering from earlier mill closures in 2019.
• West Fraser says it will try to relocate employees to other operations “where available.”

The company expects to record restructuring and impairment charges in Q4 2025 tied to the closures.

Why West Fraser Is Cutting Jobs

According to West Fraser, several converging pressures forced the decision:

• Dwindling timber supply — the mill can no longer access enough economically viable fibre.
• US tariffs and duties — increased trade barriers are squeezing profitability.
• Weak lumber markets — lower demand for softwood products across North America.
• Operational costs and climate impacts — the industry continues to reel from wildfires and the end of the pine-beetle harvest.

BC Forest Minister Ravi Parmar called the decision “heartbreaking” and blamed US trade policy for exacerbating challenges in the sector.

However, Conservative forestry critics argue that provincial policy and poor fibre-access planning also share blame. MLA Ward Stamer said “alarm bells were ringing long before the tariffs” (Trail Times).

Severance Rights for West Fraser Employees

If you work at West Fraser and have been laid off or offered a severance package, it’s important to know that you may be entitled to significantly more compensation than what the company initially offers.

Under Canadian law, non-unionized employees may be entitled to up to 24 months’ severance pay, depending on:

• Length of service
• Age and seniority
• Position and specialization
• Availability of similar work

Don’t Sign Anything Without Legal Advice

Before signing any termination documents:

1. Review your severance offer carefully — it may not reflect your full entitlement.
2. Keep all correspondence from HR and management.
3. Speak with an employment lawyer to understand your rights.

The employment lawyers at our firm, Samfiru Tumarkin LLP, can help determine whether your severance package is fair — and ensure you receive the full amount the law provides.

The Bigger Picture: BC’s Forestry Sector in Crisis

The closure of West Fraser’s 100 Mile House mill underscores a broader decline in BC’s forestry industry.

Harvest volumes have reportedly fallen from 60 million cubic metres in 2018 to just 35 million in 2023, amid reduced access to fibre and delayed provincial permitting.

While West Fraser says its restructuring will make it “better positioned to compete,” the loss of hundreds of forestry jobs represents another blow to rural communities across Canada.

Key Takeaway

The West Fraser layoffs highlight the growing strain on BC’s forestry workforce — but affected employees still have legal rights.

If you’ve been laid off or offered a severance package, don’t assume it’s final.

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.