As U.S. president-elect Donald Trump prepares to return to the White House, his threat to implement a 25 per cent tariff on all Canadian goods remains on the table.
Economic disruptions caused by tariffs often lead to layoffs. Unfortunately, many Canadians aren’t aware of their rights to severance pay when they’re fired or let go—putting them at risk of receiving less compensation than they’re owed.
READ MORE: The ‘big 5’ workplace rights most often overlooked by employees
Here are five things that non-unionized employees in Canada need to do in the event of a layoff.
1. Remain calm and professional
After learning that you’re being laid off, it can be extremely tempting to lash out at your employer. However, keeping your cool is crucial.
In Canada, severance for non-unionized workers can be as much as 24 months’ pay. Getting angry or doing something to hurt the company could affect the amount of compensation you’re legally entitled to.

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2. Confirm the specifics of your termination in writing
It’s not uncommon for Canadians to be told in person or over the phone that they’re being laid off.
If you’re informed of the decision verbally, ask your boss to provide you with the specifics of the termination in writing. This document should include the date of your dismissal and whether you were let go “without cause” or “for cause.”
READ MORE: What you’re getting wrong about terminations, according to an employment lawyer
Once you have the specifics of your termination in writing, contact an experienced employment lawyer at Samfiru Tumarkin LLP. We can assess your legal options and help you determine the best course of action.
3. Review your severance offer before signing it
Contrary to popular belief, non-unionized employees in Canada don’t have to accept a severance offer immediately.
If you receive a severance offer from your employer, don’t sign anything before speaking with my firm. The company can’t force you to accept it on the spot or a few days after it was provided to you.
READ MORE: 5 things employees should never do before talking to an employment lawyer
As long as you didn’t sign the offer and return it to your employer, you have two years from the date of your dismissal to pursue full severance pay.
4. Check your employment contract for a termination clause
Termination clauses can limit the amount of severance pay that individuals are owed when they’re fired or let go.
If the employment contract you signed does include this provision, don’t panic.
In many cases, these agreements aren’t enforceable—failing to hold up in a court of law for various reasons.
READ MORE: High-profile lawyer under spotlight after $157,000 court award exposes ‘legal time bomb’
5. Contact us
If you’ve been fired or let go for any reason, contact the experienced employment law team at Samfiru Tumarkin LLP.
Since 2007, my firm has helped countless Canadians resolve their workplace issues.
We can review your situation, enforce your rights and ensure that you receive the compensation you’re legally entitled to.
READ MORE: 5 ways the Pocket Employment Lawyer can unlock your workplace rights
Our goal is to deliver the results that matter to you. We’ve structured our fees to be as transparent, fair and accessible as possible.
Lost your job? Boss pressuring you to accept a severance offer immediately?
Contact the firm or call 1-855-821-5900 for a consultation with an employment or disability lawyer. We’ll get you the advice you need and the compensation you deserve.
Lior Samfiru is an employment lawyer and co-founding partner at Samfiru Tumarkin LLP, Canada’s most positively reviewed law firm specializing in employment law and long-term disability claims. He provides legal insight on Canada’s only Employment Law Show on TV and radio.