Woodbine Entertainment Layoffs: Employee Rights, Severance Pay & What to Know

On November 19, 2025, Woodbine Entertainment confirmed that it reorganized its workforce and laid off 20 employees as part of a broader operational realignment. The organization cited economic and industry headwinds affecting horse racing in Ontario and North America (Horse Racing Nation).

Additional details surfaced on November 21, 2025, including:

• The number of employees affected
• Termination of long-serving staff, including a hospitality manager with more than a decade of service (Canadian Thoroughbred)
• The number of races and purse levels remain relatively stable year-over-year
• Woodbine is experiencing reduced wagering activity and continued industry-wide pressures, triggering restructuring and job eliminations across select departments.

If you work for Woodbine and are part of a layoff, your rights under Canadian employment law remain consistent and enforceable, regardless of how the company labels the restructuring.

This guide explains your severance entitlements, wrongful dismissal considerations, and next steps.

Who Woodbine May Lay Off in Ontario

Woodbine did not publicly release a full list of affected departments. Impacted roles may include:

• Hospitality, guest services and event operations
• Corporate administration tied to racing and wagering operations
• Departments supporting Thoroughbred and Standardbred racing
• Roles connected to business strategy, planning and long-term operations
• Customer-facing staff at Woodbine Racetrack and Woodbine Mohawk Park
• Senior staff responsible for race-day operations or facility management

Because Woodbine operates both Thoroughbred (Toronto) and Standardbred (Milton) racing, restructuring in one business area can influence staffing across the organization.

Know Your Rights When Woodbine Entertainment Lays You Off

For non-unionized workers, a layoff, job elimination, or restructuring at Woodbine Entertainment is typically considered a termination without cause.

This means the company must provide:

• Full severance pay under common law, not just minimums under employment standards legislation
• Notice or pay in lieu of notice
• All components of compensation, which may include:
  • Salary
  • Benefits
  • Bonuses or incentive pay
  • Pension/RRSP contributions
  • Vacation pay
  • Any other earned compensation

Severance Packages for Woodbine Entertainment Employees

Your severance entitlement is calculated based on:

• Length of service
• Age
• Role, position, and level of responsibility
• Availability of comparable jobs in your field

Under Canadian common law, non-unionized employees can receive up to 24 months of severance pay.

Employers often present “standard packages” that:

• Include only ESA minimums
• Omit bonus or incentive pay
• Provide insufficient notice
• Include unclear calculation
• Create pressure through short signing deadlines

Do not assume the initial offer reflects your full legal entitlement.

Potential Issues With Woodbine Entertainment Layoff Notices

Common issues that arise in large restructuring events include:

• Incorrect severance calculations
• Insufficient notice periods
• Misuse of “temporary layoff” language without contractual authority
• Missing or unclear treatment of benefits, bonuses, or pensions
• Short, pressured deadlines to sign
• Ambiguous breakdowns of how the severance was determined

Any of these may indicate your package is below your full entitlement.

Common Red Flags in Woodbine Entertainment Severance Offers

Be cautious if your offer:

• Provides only a few weeks or months of pay despite long service
• Fails to continue benefits for a reasonable period
• Leaves bonuses or incentive pay out of the calculation
• Is labelled as “restructuring” but ends your employment permanently
• Gives a 24–72-hour deadline
• Provides no explanation of how severance was calculated

Wrongful Dismissal and Woodbine Entertainment Layoffs

A wrongful dismissal occurs when an employer fails to provide the full severance required by law.

You may have a claim if:

• Your severance is much lower than what courts typically award
• Your employment contract’s termination clause is unenforceable
• Your employer pressures you into signing quickly
• Your employer terminates you during maternity, parental, disability, or medical leave
• Your termination is called a “temporary layoff” with no realistic recall
• Bonuses, benefits, or other compensation are excluded from the package

Even during mass layoffs, every employee’s entitlement must be calculated individually.

What to Do After Woodbine Entertainment Lays You Off

If you received a layoff or severance package:

1. Do not sign anything immediately. You may waive your rights.
2. Gather documents:
   • Employment agreements
   • Compensation plans
   • Pension/RRSP contribution records
   • Pay stubs and T4s
3. Use the Severance Pay Calculator to get a quick estimate of what you may be owed under Canadian law.
4. Document your role, responsibilities, and work history.
5. Speak with an employment lawyer before signing any offer.

Frequently Asked Questions About Woodbine Entertainment Layoffs

How much severance can Woodbine Entertainment employees receive?

Up to 24 months, depending on age, tenure, seniority and job market conditions.

Are these layoffs temporary?

Despite the term “reorganization,” most layoffs at Woodbine are treated as permanent terminations unless a written contract clearly allows temporary layoff — which is rare.

Does Woodbine need to include bonuses or other compensation?

Yes. Courts often require employers to include all regular compensation during the notice period, including bonus pay and commission, unless Woodbine relies on a valid contractual limitation.

Should I get legal advice?

Yes. Most employees discover they are owed significantly more than initially offered.

How Samfiru Tumarkin LLP Can Help With Woodbine Entertainment Layoffs

If Woodbine Entertainment has laid you off — or if you are concerned about your rights during the company’s ongoing transition — speak with an employment lawyer in Ontario before signing anything.

Samfiru Tumarkin LLP has helped over 50,000 Canadians secure the compensation they’re owed and has earned more than 3,000 five-star reviews nationwide.

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.