On July 28, 2026, Visa announced plans to reduce its global workforce by approximately 7%, eliminating around 2,600 positions. The layoffs are expected to primarily affect Visa’s technology and product teams (Reuters).
Visa CEO Ryan McInerney reportedly told employees that the company was focusing on improving efficiency so that it could reinvest in opportunities with strong growth potential. He also indicated that Visa must continue changing how it operates to respond to developments in the payments industry (Reuters).
Artificial intelligence is expected to play a significant role in Visa’s changing operations. However, Visa did not describe AI as the sole reason for the layoffs. Instead, the cuts appear to be part of a broader effort to improve efficiency and redirect resources toward areas the company considers important for future growth (Reuters).
Visa has not publicly disclosed whether employees in Canada are affected or how many Canadian positions, if any, may be eliminated.
For employees working in Canada, the key issue is whether any severance package offered by Visa properly reflects their entitlements under Canadian employment law.
For employees working in Canada, the key issue is whether any severance package offered by Visa properly reflects their entitlements under Canadian employment law.
The termination entitlements of a non-unionized Visa employee may depend on the employment standards legislation in the province where they work, the wording of their employment contract and common law reasonable notice.
If you work for Visa in Canada and receive a severance offer or termination package, do not sign anything before understanding your legal rights.
Why This Matters for Canadian Employees
When multinational companies announce global layoffs, they may use standardized processes or severance packages across several countries. However, Canadian employment law differs significantly from U.S. employment law.
In the United States, employment is often described as “at-will,” meaning an employer can generally terminate employment at any time and for almost any lawful reason, subject to certain exceptions.
In Canada, non-unionized employees are generally entitled to notice of termination or pay in lieu of notice. Depending on the employee’s contract and circumstances, this entitlement may exceed the minimum amounts required under provincial employment standards legislation.
For employees in Ontario, termination entitlements may be governed not only by the Employment Standards Act, 2000, but also by common law reasonable notice principles developed by Canadian courts.
This means that a Canadian employee affected by the Visa layoffs could be entitled to more compensation than the amount initially offered.
Read more: At-Will Employment in Canada: Know Your Rights
Does Canadian Law Apply If You Work for an American Company?
Visa is headquartered in the San Francisco Bay Area, but the location of its corporate headquarters does not automatically determine the employment rights of people working for the company in Canada (Visa).
If an employee performs their work in Ontario, Ontario employment law will generally govern their minimum employment standards, subject to limited exceptions.
The Employment Standards Act, 2000 establishes minimum requirements relating to termination notice, termination pay and, where applicable, severance pay. An employer and employee cannot agree to waive or contract out of an employment standard if doing so provides the employee with less than the statutory minimum (Employment Standards Act, 2000, s. 5).
Ontario’s employment standards guide also explains the statutory rules governing termination notice and termination pay, including special rules that may apply when 50 or more employees are terminated at an establishment within a four-week period (Government of Ontario).
In addition to minimum statutory entitlements, employees may be entitled to common law reasonable notice unless a valid employment contract lawfully limits that entitlement.
The fact that Visa is headquartered in the United States does not eliminate the statutory or common law protections that may apply to an employee working in Ontario.
Your Rights if You Are Laid Off or Terminated
Under Canadian common law, reasonable notice is not determined using a fixed formula.
Courts may consider factors including:
- The employee’s length of service
- The employee’s age
- The nature and character of the position
- The availability of comparable employment
- The employee’s compensation and other relevant circumstances
These considerations are commonly known as the Bardal factors, based on the Ontario decision in Bardal v. The Globe & Mail Ltd. (CanLII).
Depending on these factors, an employee may be entitled to several months of compensation and, in some circumstances, substantially more.
This can be especially important for technology, product and financial-services employees whose compensation may include:
- Base salary
- Bonuses or other incentive compensation
- Commissions
- Restricted stock units
- Stock options or other equity awards
- Health, dental and disability benefits
- Pension or retirement contributions
- Accrued vacation pay
Employers may initially offer only the minimum termination or severance pay required under provincial employment standards legislation. These minimum amounts may be considerably lower than an employee’s potential common law entitlement.
Before signing a severance package, it is important to understand the full value of your potential claim.
Wondering what you may be owed? Use our Severance Pay Calculator to estimate your potential entitlement based on factors such as your age, length of service and position.
Potential Issues with Visa Layoff Notices
Canadian employees affected by Visa’s restructuring should watch for issues such as:
- Insufficient notice or termination pay: The package may not provide reasonable notice or compensation in lieu of notice under Canadian law.
- Standardized global severance packages: A U.S. or global package may not properly reflect Canadian statutory and common law entitlements.
- Incomplete treatment of compensation: The offer may not properly address bonuses, commissions, restricted stock units, stock options, deferred compensation or accrued vacation pay.
- Benefits ending too early: Health, dental, disability, life insurance or other benefits may be discontinued before the end of the required notice period.
- Pressure to sign quickly: A short acceptance deadline may discourage an employee from obtaining independent legal advice.
Common Red Flags in Visa Severance Packages
Potential warning signs include:
- A short turnaround time or “sign-by” date
- A lump-sum offer that does not explain how the amount was calculated
- Missing or unclear information about benefits continuation
- No explanation of how bonuses or incentive compensation will be treated
- Unclear treatment of restricted stock units, stock options or other equity awards
- A broad release preventing the employee from pursuing additional compensation
- Language suggesting the offer is final before the employee has obtained legal advice
If you notice any of these issues, consider speaking with an employment lawyer before signing the package.
Wrongful Dismissal and Visa Layoffs
In Ontario, wrongful dismissal generally occurs when an employer terminates a non-unionized employee without providing the notice or pay in lieu of notice required by the employee’s contract, the Employment Standards Act, 2000 or the common law.
A termination is not necessarily wrongful merely because the employer decided to eliminate the employee’s position. The legal issue is usually whether the employer provided adequate notice or compensation.
You may have a wrongful dismissal claim if your severance package does not properly account for factors such as:
- Your age
- Your length of service
- Your position and responsibilities
- Your salary and benefits
- Your bonus or incentive compensation
- Your equity compensation
- The availability of comparable employment
Pursuing a wrongful dismissal claim may help an employee recover compensation beyond the amount included in the employer’s initial offer.
How Monkhouse Law Can Help
Monkhouse Law Employment Lawyers represents non-unionized employees in severance negotiations, wrongful dismissal claims and other employment disputes.
We can help Visa employees by:
- Reviewing severance packages before anything is signed
- Assessing entitlements under provincial employment standards legislation, the employment contract and common law
- Reviewing the treatment of salary, benefits, bonuses, commissions and equity compensation
- Negotiating for an improved severance package where appropriate
- Representing employees in wrongful dismissal claims when a termination has been mishandled
Contact Us for a Free Consultation
If you have been laid off or offered a severance package by Visa in Canada, do not sign anything before understanding your rights.
Contact Monkhouse Law Employment Lawyers for a free 30-minute phone consultation.