On July 8, 2026, Rogers Communications announced that Rogers Sports & Media would eliminate approximately 230 positions and close six radio stations across Canada (CBC News, Unifor).
Some of the employees affected by the July layoffs are unionized, while others may be non-unionized. This distinction is important because unionized and non-unionized employees generally have different processes for addressing layoffs, severance, and termination disputes.
If you are a non-unionized Rogers employee who has been terminated or offered a voluntary departure package, consider having the agreement reviewed before signing a release. The initial package may not account for all compensation or legal rights available to you.
Recent Rogers Layoffs and Workforce Reductions
The July 2026 announcement follows several other workforce changes involving Rogers employees.
July 2026: Television, Radio and Corporate Job Cuts
On July 8, 2026, Rogers Sports & Media announced approximately 230 job cuts across its operations. According to Unifor, the layoffs include approximately 80 television and radio positions, along with corporate roles in sales, marketing, and other areas.
As part of the restructuring, Rogers also announced the closure of six radio stations and offered voluntary departure packages before confirming the final number of layoffs.
April 2026: Voluntary departure offers
In April 2026, Rogers reportedly offered voluntary departure packages to approximately 10,000 employees across multiple areas of the company.
According to reports from HR Reporter, the Toronto Star, and CBC News, the offers were made to a significant portion of Rogers’ workforce.
Although the packages were described as voluntary, accepting an offer may have important legal and financial consequences. Employees may be asked to resign and sign a release giving up the right to pursue further compensation or claims.
February 2026: Internal IT support layoffs
On February 17, 2026, The Globe and Mail reported that Rogers had laid off part of its in-house IT support team across several provinces, with some of the affected work being redirected to a third-party provider.
Employees affected by outsourcing or restructuring may still have termination and severance rights. Describing the change as an operational reorganization does not necessarily determine what an employee is owed.
November 2024: Rogers Sports & Media layoffs
In November 2024, Rogers Sports & Media announced layoffs affecting employees in its audio division across multiple markets.
According to CBC News, Rogers cited declining advertising revenue and market uncertainty. At that time, the company indicated that no stations would close and that programming would continue. The July 2026 announcement now includes the closure of six stations.
Are Rogers Employees Affected by the Layoffs Unionized?
Some are, but not all affected employees are necessarily represented by a union.
Unifor represents many employees working in Canadian journalism, television, radio, and broadcasting. The union stated that the July 2026 cuts could affect upwards of 80 of its members.
However, the announcement also identified job losses involving corporate, sales, marketing, and other positions. Some employees in these roles may be non-unionized.
Unionized employees should generally contact their union representative about their rights under the applicable collective agreement. Matters involving layoffs, seniority, recall rights, severance, and dismissal are normally addressed through the union’s grievance and arbitration process.
Non-unionized employees may have different rights and legal options. Monkhouse Law primarily represents non-unionized employees.
What Is a Rogers Voluntary Departure Package?
A voluntary departure package, sometimes called a voluntary buyout, provides compensation or other benefits to an employee who agrees to leave their employment.
A package may include:
- A lump-sum payment or salary continuation
- Continued health and dental benefits
- Pension or retirement-related options
- Bonus, commission, or incentive compensation
- Career transition or outplacement assistance
- A requirement to sign a full and final release
An offer being described as voluntary does not necessarily mean that it reflects the employee’s potential legal entitlement.
Before accepting, employees should understand what the package includes, what may be missing, and what rights they will give up by signing the agreement.
Should You Accept a Rogers Voluntary Buyout?
Whether accepting a voluntary departure package is appropriate depends on the employee’s individual circumstances.
Relevant considerations may include:
- Age and length of service
- Position and level of responsibility
- Salary and total compensation
- Benefits and pension rights
- Bonuses, commissions, equity, or other incentive compensation
- Availability of comparable employment
- The wording of the employment contract
- The terms of the proposed release
Employees should also consider whether accepting the offer could affect pension eligibility, retirement plans, benefits, bonuses, commissions, stock-based compensation, or other entitlements.
A package may appear substantial while still excluding valuable parts of the employee’s compensation.
What Happens if You Sign a Release?
Rogers employees receiving a termination or voluntary departure package may be asked to sign a full and final release.
A release generally confirms that the employee accepts the package in settlement of claims arising from their employment or termination. Depending on its wording, signing it may prevent the employee from later seeking:
- Additional termination or severance compensation
- Unpaid bonuses or commissions
- Continued benefits
- Pension-related compensation
- Human rights remedies
- Wrongful dismissal damages
- Other compensation connected to the employment relationship
Once a valid release has been signed, reopening or renegotiating the package can be difficult. Employees should understand the entire agreement before accepting it.
What Severance May a Non-Unionized Rogers Employee Be Owed?
A non-unionized employee’s potential entitlement cannot be determined from salary or years of service alone.
Depending on the laws that apply and the wording of the employment contract, relevant factors may include:
- Length of service
- Age
- Position and responsibilities
- Level of seniority or specialization
- Availability of comparable employment
- Salary, benefits, bonuses, commissions, and other compensation
- The enforceability of the termination provisions in the employment contract
An employer may initially offer only the minimum compensation it believes is required by employment standards legislation. That amount may not always reflect the employee’s full entitlement under their contract or the common law.
Wondering what you may be owed? Use our Severance Pay Calculator for a preliminary estimate based on factors such as your age, length of service, and position.
Does the Canada Labour Code Apply to Rogers Employees?
Telecommunications and broadcasting are generally federally regulated industries. Many Rogers employees may therefore be covered by the employment standards in Part III of the Canada Labour Code rather than provincial employment standards legislation.
The Canada Labour Code contains minimum requirements concerning termination notice, severance pay, group terminations, and other employment standards.
Certain non-unionized employees may also have access to the Code’s unjust dismissal complaint process. However, eligibility is subject to specific requirements and exclusions. In particular, an unjust dismissal complaint may not be available where a termination results from a genuine lack of work or the discontinuance of a job function.
The rights available to an individual Rogers employee will depend on factors including their role, workplace, union status, employment agreement, and the reason their employment ended.
Learn more about the rights of Canada Labour Code employees.
Common Concerns in Rogers Severance and Buyout Packages
Issues to watch for may include:
- A short deadline to accept the offer
- A broad legal release
- No clear explanation of how the payment was calculated
- Benefits ending earlier than expected
- Bonuses, commissions, or incentive payments being excluded
- Unclear pension or retirement consequences
- Missing compensation for equity or stock-based awards
- A potentially unenforceable termination clause
- Language suggesting that the first offer is final or cannot be negotiated
Employees should review the complete package, not only the number of weeks or months of salary being offered.
What Should You Do After Being Laid Off by Rogers?
If you are unionized, contact your union representative promptly and ask about any deadlines under your collective agreement.
If you are not unionized:
- Keep a complete copy of the termination or voluntary departure package.
- Do not sign the release before understanding its effect.
- Review your employment contract, compensation records, benefit information, pension documents, and bonus or commission plans.
- Write down the date you received the offer and its acceptance deadline.
- Obtain advice about the package and the laws that apply to your employment.
Frequently Asked Questions About Rogers Layoffs
Are all Rogers employees unionized?
No. Some Rogers employees, particularly those in certain broadcasting and media positions, are represented by a union. Other corporate, technical, sales, marketing, management, and administrative employees may be non-unionized.
Can Monkhouse Law help a unionized Rogers employee?
Unionized employees should generally contact their union representative because disputes governed by a collective agreement are normally addressed through the grievance and arbitration process. Monkhouse Law primarily represents non-unionized employees.
Should I sign my Rogers severance package?
Understand the full value and legal effect of the package before signing it. Signing a release may prevent you from seeking additional compensation or pursuing other employment-related claims.
Can a Rogers severance or voluntary departure package be negotiated?
It may be possible to negotiate a termination or voluntary departure package. Whether negotiation is appropriate depends on the employee’s contract, compensation, position, length of service, and the terms of the offer.
Does calling the package voluntary change my rights?
Not necessarily. A voluntary departure package still requires careful review, particularly if the employee must resign and sign a release in exchange for the offered compensation.
Could I be owed more than Rogers’ first offer?
Possibly. The first offer may not account for every entitlement or form of compensation available to the employee. The answer depends on the employment contract, applicable law, compensation structure, position, length of service, and circumstances in which the employment ended.
How Monkhouse Law Can Help
Monkhouse Law Employment Lawyers represents non-unionized employees in Ontario and across Canada in matters involving termination, severance, voluntary departure packages, and wrongful dismissal.
We can assist by:
- Reviewing a Rogers termination or voluntary departure package
- Explaining whether the Canada Labour Code or another law may apply
- Reviewing the termination provisions in an employment contract
- Assessing potential termination and severance entitlements
- Identifying missing benefits, bonuses, commissions, pension rights, or other compensation
- Negotiating with the employer where appropriate
- Advising on available complaints or legal claims
Contact Monkhouse Law for a Free Consultation
If you are a non-unionized Rogers employee who has been laid off, terminated, or offered a voluntary departure package, consider having the documents reviewed before signing a release.
Contact Monkhouse Law Employment Lawyers for a free 30-minute phone consultation to learn more about your rights and options.