On June 15, 2026, Bell Canada’s parent company, BCE Inc., announced another round of layoffs, cutting approximately 690 positions across Canada as part of its ongoing restructuring efforts (CBC News, The Globe and Mail, Toronto Star).
Bell says the reductions represent approximately 1% of its workforce. The company has stated that approximately 230 of the affected positions are unionized, meaning roughly 460 non-unionized employees may also be impacted (CBC News, The Globe and Mail).
Important: This information is intended for non-unionized employees who have been laid off or terminated and want to understand their rights before signing any documents. Monkhouse Law represents non-unionized employees only. If you are part of a union, contact your union representative.
Bell’s Ongoing Restructuring Efforts
Bell says the June 2026 layoffs are part of a multi-year transformation plan focused on operational efficiencies and long-term growth.
The company has publicly stated that its strategy includes:
- Migrating customers to a more resilient and easier-to-maintain fibre network
- Reducing operating costs and streamlining management structures
- Expanding AI-powered enterprise solutions and data centre investments
- Improving operational efficiencies across its business units
In October 2025, BCE announced a target of achieving $1.5 billion in total cost savings by 2028 through company-wide transformation initiatives (CBC News, The Globe and Mail).
BCE now expects to generate approximately $2 billion in annual revenue from its AI-powered enterprise solutions business by 2028 as it continues investing in data centres and artificial intelligence initiatives (CBC News).
The June 2026 reductions follow several significant workforce actions over the past two years:
In November 2025, BCE announced the elimination of nearly 700 positions, including approximately 650 non-unionized management roles and 40 corporate positions at Bell Media (The Globe and Mail, Toronto Star).
In February 2024, Bell announced the elimination of approximately 4,800 jobs and closed or sold dozens of media assets, including radio stations and television newscasts (AP News).
Severance Packages for Bell Canada Employees
If you’ve been laid off, you may be entitled to severance. Under Canadian employment law, severance pay depends on several factors, including:
- Length of service
- Age
- Position
- Availability of similar employment
Many non-unionized Bell employees are entitled to significantly more severance than the minimum amounts set out in employment standards legislation. Initial severance offers may not reflect an employee’s full legal entitlement.
Wondering what you’re owed? Use our Severance Pay Calculator to quickly estimate your entitlement based on your age, tenure, and role.
Potential Issues with Layoff Notices
Layoff notices from Bell may not always comply with employment laws. Common issues include:
- Insufficient notice periods
- Improper termination classifications (e.g., “temporary layoffs” that function as terminations)
- Employment contracts containing unenforceable termination clauses
- Pressure to sign severance offers quickly
- Severance offers that do not align with legal entitlements
Wrongful Dismissal and Bell Canada Layoffs
Many non-unionized employees are entitled to common law reasonable notice, which can be substantially greater than an employer’s initial severance offer.
If your termination was handled improperly or you were laid off without adequate notice or compensation, you may have grounds for a wrongful dismissal claim. Monkhouse Law has successfully represented employees in similar situations, helping them secure fair compensation beyond initial severance offers.
How Monkhouse Law Can Help
At Monkhouse Law, we focus exclusively on employment law and have extensive experience assisting employees affected by layoffs.
- Free 30-minute phone consultation to assess your situation
- Severance package reviews to determine whether your offer is fair
- Negotiation services to secure appropriate compensation
- Representation in wrongful dismissal claims
Contact Us for a Free Consultation
If you have been affected by Bell’s layoffs, understanding your legal rights is crucial. Before signing any severance package or termination agreement, consider obtaining legal advice.
Monkhouse Law can review your severance offer, explain your rights, and help you determine whether you may be entitled to additional compensation.
If you’ve been impacted by Bell Canada’s layoffs, don’t navigate this process alone. Schedule a free 30-minute phone consultation with Monkhouse Law today to better understand your rights and protect your entitlements.