Windsor Assembly Plant Layoffs: Stellantis Announces 3 More Weeks of Downtime

Stellantis announced on October 2, 2026 that its Windsor Assembly Plant in Ontario would pause production for three additional weeks this fall, according to AM800.

Not in a union and told your work is being cut? Whether you work for Stellantis or a business that supplies or services the plant, Samfiru Tumarkin LLP can review your layoff notice, employment contract or severance offer and explain your options.

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

On This Page:

• 1. Layoffs At A Glance
• 2. Why Production Is Pausing
• 3. Suppliers And Related Businesses
• 4. Non-Unionized Employee Rights
• 5. What To Do Next

Windsor Assembly Plant Layoffs At A Glance

Why Is Stellantis Pausing Production In Windsor?

Stellantis said it is adjusting production in response to consumer demand and the impact of tariffs. The Windsor plant builds Chrysler Pacifica minivans and Dodge Charger vehicles.

CBC reported that employees were scheduled to return on October 5 after two weeks off, before the newly announced shutdowns later in the month.

At the time of the announcement, Stellantis and Unifor remained at an impasse in contract negotiations over the future of the company’s Brampton plant.

What About Windsor-Area Suppliers And Related Businesses?

AM800 reported that feeder plants were also down during the preceding two-week shutdown. Its report did not identify a new supplier-by-supplier layoff total for the October and November production pauses.

If your employer has told you there is no work because Windsor Assembly is down, have your own employment situation reviewed. The plant’s production schedule does not, by itself, determine whether your employer can temporarily lay you off.

Our employment lawyers can help non-unionized employees at parts manufacturers, logistics firms and other connected businesses understand what a layoff, reduced schedule or termination means for them.

Bring us the notice from your employer and your employment contract. You do not need to figure out the legal issues before contacting our team.

What Should Non-Unionized Employees Know?

A Temporary Layoff May Still Affect Your Rights

Calling a layoff “temporary” does not automatically mean you have to accept it. Whether your employer can place you on temporary layoff can depend on your contract and established employment arrangements.

An unauthorized layoff may amount to constructive dismissal, meaning you could have a claim for compensation. Significant cuts to your pay or hours can also warrant a review.

For repeated shutdowns, keep a record of earlier layoffs as well as the latest notice. Previous weeks may count toward the applicable legal limits. Our Ontario temporary layoff guide explains the broader rules.

A Severance Offer May Not Be Your Full Amount

If your employment ends, minimum employment standards payments may not reflect everything you are owed. Non-unionized employees can potentially receive severance reaching 24 months’ pay, depending on their circumstances.

Factors can include your age, years of service, position and the availability of comparable work. Your employment contract can also affect what you’re owed.

Our free Severance Pay Calculator offers a starting estimate. Our lawyers can review the actual package and explain whether you could be owed more.

What Should You Do If Your Job Is Affected?

Start with the information about your own job, rather than assuming the plant announcement tells you everything you need to know.

• Ask for the details in writing. Confirm the proposed layoff dates, expected recall date and what will happen to your pay and benefits.
• Save your documents. Keep your employment contract, notices from earlier shutdowns, pay records and any severance offer.
• Speak with our team before making a major decision. Have your situation reviewed before resigning, refusing a recall or signing a release.

You do not need to wait for another shutdown to ask about your rights. Samfiru Tumarkin LLP can review what you have been told, explain your options and discuss whether there are grounds to pursue compensation.

Having a notice or offer reviewed does not commit you to a lawsuit. The first step is understanding your situation and deciding what to do next.

We help non-unionized employees in Ontario, Alberta and British Columbia, including employees whose work is affected by changes at Stellantis or its suppliers.

Before you sign, always check first.

Disclaimer: This page provides general information, not legal advice about an individual situation. Reporting on layoffs does not establish that Stellantis has breached an employee’s rights.