On October 28, 2025, Canada Post confirmed another round of management layoffs as part of its ongoing restructuring and cost-reduction plan. While the exact number of affected employees was not disclosed, reports from CTV News, HR Reporter, and The Toronto Star indicate that dozens of managers were let go amid a continuing labour dispute with the Canadian Union of Postal Workers. A spokesperson for Canada Post said the decision was made to “better align our management team with the future needs of the organization.”
According to Canadian Stamp News, these layoffs form part of a continuing effort to reduce operating costs and restructure management following several years of heavy losses.
These latest cuts come as the Crown corporation continues to face more than $3 billion in cumulative losses since 2018, driven by declining letter-mail volumes, increased parcel-delivery competition, and ongoing labour tensions.
Earlier in the year, on February 6, 2025, Global News reported that Canada Post had laid off nearly 50 management employees as part of a separate restructuring to address financial and operational challenges. Roughly half of those employees were based in Ottawa, with the rest located in Toronto and other regions across the country. At the time, the corporation said that service to Canadians would not be affected.
Just weeks before that, in January 2025, Canada Post eliminated 20 percent of its senior executive roles, including three senior leaders such as the Chief Financial Officer, in an attempt to streamline operations (HRD Canada).
The financial strain follows a turbulent period for the postal service. In November 2024, approximately 55,000 Canada Post employees launched a nationwide strike over job security and working conditions, further worsening the organization’s balance sheet (Ottawa CityNews).
Canada Post Restructuring: Detailed Summary (2024–2025)
Canada Post has undergone a multi-stage restructuring process over the past two years, driven by declining mail volumes, labour disruptions, and several consecutive years of financial losses. Key restructuring milestones include:
- January 2025: Canada Post eliminated 20% of its senior executive roles, including its Chief Financial Officer, in an effort to streamline upper management (HRD Canada).
- February 6, 2025: Nearly 50 management employees were laid off nationwide, with about half based in Ottawa and others across Toronto and additional regions. This restructuring was part of its broader attempt to reduce costs and improve operations (Global News).
- October 28, 2025: Canada Post announced another round of management layoffs as part of ongoing restructuring. News reports indicate that dozens of managers were let go amid labour tensions with the Canadian Union of Postal Workers (CTV News, HR Reporter, Toronto Star).
- Ongoing 2018–2025 financial losses: Canada Post has accumulated more than $3 billion in losses since 2018, driven by declining mail volumes, increasing parcel competition, and labour pressures (Canadian Stamp News).
- November 2024: Approximately 55,000 employees participated in a nationwide strike over job security and working conditions, further contributing to financial strain (Ottawa CityNews).
Why Is Canada Post Restructuring?
Canada Post’s restructuring efforts have been attributed to several long-standing financial and operational challenges. According to multiple news sources, key factors include:
- Declining letter-mail volumes as Canadians continue to shift to digital communication (CTV News).
- Increased parcel-delivery competition from private carriers such as Amazon and FedEx (Canadian Stamp News).
- Rising labour and operational costs over the past decade, placing additional pressure on revenue (CBC News).
- Ongoing labour disputes and strike activity, including the large November 2024 national strike (Ottawa CityNews).
- Multi-year financial losses totalling over $3 billion since 2018 (Canadian Stamp News).
These pressures have resulted in repeated restructuring initiatives targeting executive, management, and administrative roles.
How Restructuring Impacts Non-Unionized Managers
Unlike unionized employees, managers at Canada Post do not have collective agreement protections. News reports and employment law standards indicate that non-unionized managers often face:
- Sudden job loss during restructuring initiatives,
- No guaranteed or pre-negotiated severance terms,
- Severance packages that may be below legal entitlements,
- Limited recourse without legal representation,
- No access to grievance processes available to unionized staff.
Timeline of Canada Post Management Layoffs
- November 2024: Nationwide strike involving 55,000 workers (Ottawa CityNews).
- January 2025: Elimination of 20% of senior leadership roles (HRD Canada).
- February 2025: Layoff of nearly 50 management employees across Ottawa, Toronto, and regional offices (Global News).
- October 2025: Additional layoffs affecting dozens of managers nationwide (CTV News, HR Reporter, Toronto Star).
This timeline shows how the ongoing restructuring has unfolded and highlights its significant impact on non-unionized management employees across Canada.
Severance Packages for Canada Post Managers
Unlike unionized employees, who have collective agreements outlining their termination rights, non-unionized managers must navigate severance negotiations independently.
Given the complexities involved, it’s crucial for affected managers to understand their rights and ensure they receive the severance they are legally entitled to. Consulting with legal professionals experienced in employment law can provide guidance tailored to individual circumstances.
Under Canadian employment law, severance pay depends on several factors, including:
- Length of service – Employees with longer tenure are generally entitled to greater severance.
- Age – Older employees may receive higher severance due to challenges in re-employment.
- Position and responsibilities – Senior management roles often command more substantial severance packages.
- Availability of comparable employment – If it is difficult to secure a similar job in the current market, severance should be higher.
Employers often provide initial severance offers that are lower than what employees are legally entitled to. Consulting with an employment lawyer before signing any agreement is crucial to ensure fair compensation.
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 Canada Post may not always comply with employment laws. Common issues include:
- Insufficient notice periods – Some employees may not have received adequate notice as required by law.
- Improper termination classifications – Some layoffs may be labeled as ‘temporary,’ despite functioning as permanent terminations requiring full severance pay.
- Severance offers that don’t align with legal entitlements – Employers may initially offer severance packages that do not reflect full entitlements under the law.
Wrongful Dismissal and Canada Post Layoffs
If your termination was not handled properly, you may have grounds for a wrongful dismissal claim. This could include situations where:
- You were not given adequate notice or severance pay.
- You were pressured into accepting an unfair settlement.
- The layoff was discriminatory or retaliatory in nature.
Pursuing a wrongful dismissal claim can help you recover additional compensation beyond what was initially offered.
How Monkhouse Law Can Help
At Monkhouse Law, we specialize in employment law and have extensive experience assisting employees affected by layoffs. We provide:
- A free 30-minute phone consultation to assess your severance package.
- Negotiation services to help secure fair compensation.
- Representation in wrongful dismissal claims if your termination was not handled lawfully.
Contact Us for a Free Consultation
If you are a manager and were laid off from Canada Post, don’t sign anything without first understanding your rights. You may be entitled to more severance than initially offered.
Contact Monkhouse Law Employment Lawyers today for a free 30 minute phone consultation and let us help you secure the compensation you deserve.