On February 4, 2026, Bell Media confirmed that about 60 positions were affected by layoffs as part of its shift toward digital media and ongoing restructuring (The Canadian Press).
Unifor — one of Canada’s largest unions — reported that the layoffs impacted 20 of its members and included 11 journalists, along with traffic co-ordinators, schedulers, and promotional co-ordinators (Unifor; CityNews; The Globe and Mail).
Bell Media stated that no newsgathering or reporting roles were impacted and said the affected roles were predominantly in corporate departments. The company described the layoffs as a continuation of changes that began last November, following earlier job cuts by BCE Inc. (The Canadian Press via Yahoo Finance; Hamilton Spectator).
This distinction matters because unionized employees’ rights are governed by collective agreements and union processes, while non-union employees’ entitlements are governed by provincial employment standards legislation and common law.
Important: Monkhouse Law Employment Lawyers represents non-union employees only. If you are unionized, your rights are determined by your collective agreement and union representation, and you should contact your union. This article is intended for Bell Media employees who are not covered by a union.
For Canadian employees — particularly those in corporate, administrative, operational, digital support, and other non-union positions — this development raises important questions about termination notice, severance, and legal rights. It is essential to understand what you may be entitled to before signing any severance offer or release.
What Bell Media Announced
- Bell Media said about 60 positions were impacted by layoffs as it transforms its digital media business (The Canadian Press).
- Bell Media stated that no newsgathering or reporting roles were impacted (Yahoo Finance).
- Unifor stated the layoffs impacted 20 of its members and included 11 journalists across Toronto, North Bay, Halifax, and Calgary, and also affected traffic co-ordinators, schedulers, and promotional co-ordinators (Unifor; The Globe and Mail).
- Bell Media said the impacted roles were predominantly in corporate departments and were a continuation of changes that began last November (The Hamilton Spectator).
- Reporting noted that BCE Inc. previously moved to eliminate about 650 manager positions at Bell, along with around 40 jobs at Bell Media, in November 2025 (Yahoo Finance; The Globe and Mail).
Union vs. Non-Union Roles
Multiple reports show that the layoffs included both unionized and non-union positions:
- Unionized roles: Unifor reported that the layoffs affected 20 union members, including 11 journalists, as well as traffic co-ordinators, schedulers, and promotional co-ordinators (Unifor; CityNews; The Globe and Mail).
- Likely non-union roles: Bell Media stated that the impacted roles were predominantly in corporate departments, which are often non-union — meaning those employees may have common-law severance entitlements (Yahoo Finance).
Who May Be Affected in Canada?
Based on what is known publicly and how similar restructurings typically unfold, affected Canadian positions may include:
Corporate and Administrative Roles
- Human resources and internal operations
- Finance, accounting, and business support
- Marketing, communications, and digital strategy
- Administrative and co-ordination roles
Technology and Digital Support Functions
- IT support and infrastructure roles
- Digital content operations
- Analytics, reporting, and program management
Unionized Newsroom and Broadcast Roles (in some locations)
- Some journalism and newsroom support roles may be represented by Unifor (Unifor).
Many of the corporate, digital, and support roles affected are likely non-union, meaning employees’ rights and entitlements are governed by provincial employment standards legislation and common law.
For a broader overview of layoff rights in Canada, see our guides on Layoffs in Ontario – Know Your Rights and Canada Layoffs – Essential Information You Need To Know.
Your Rights if You’re Laid Off or Terminated
Employers often provide only the minimum termination or severance pay required by provincial employment standards legislation (for example, Ontario’s Employment Standards Act). These minimums vary by province but are often far lower than what many non-union employees may be entitled to under common-law reasonable notice, which considers:
- Length of service
- Age
- Position held
- Availability of similar employment
Wondering what you may be owed? Use our Severance Pay Calculator to estimate your potential entitlement.
Potential Issues With Bell Media Severance Offers
- Insufficient notice — failing to provide adequate notice or pay in lieu required by law.
- Temporary layoff language used where there is no realistic recall planned.
- Incomplete packages — missing benefits continuation, bonus/commission treatment, or accrued vacation pay.
- Pressure to sign quickly — short deadlines that discourage employees from seeking legal advice.
Common Red Flags in Layoff Packages
- Short turnaround times or strict “sign-by” dates.
- Lump-sum offers without a clear breakdown of calculations.
- Missing details about benefits continuation or bonus/commission treatment.
- Language suggesting the layoff is temporary when the role appears eliminated.
If you see any of these signs, pause and get legal advice before signing anything.
Wrongful Dismissal and Bell Media Layoffs
In Canada, wrongful dismissal occurs when an employer ends employment without providing proper notice or compensation under common law and provincial employment standards laws. You may have a claim where there is insufficient notice/severance, misclassification, pressure to sign an unfair release, or discriminatory/retaliatory actions.
How Monkhouse Law Can Help
- Free 30-minute phone consultation to review your severance offer.
- Skilled negotiation to help you secure fair compensation, including benefits and variable pay.
- Representation in wrongful dismissal claims where terminations are mishandled.
Contact Us for a Free Consultation
If you’ve been laid off by Bell Media or offered severance in Canada, don’t sign anything before understanding your rights. Contact Monkhouse Law Employment Lawyers for a free 30-minute phone consultation to ensure your severance package reflects your full legal entitlement. Monkhouse Law Employment Lawyers represents non-union employees only.