Brock University Layoffs February 2026: What Affected Staff Should Know

Brock University has begun issuing layoff notices to administrative staff as part of a restructuring process tied to ongoing budget pressures. Based on public reporting and union statements, the changes are expected to affect approximately 40 to 50 positions, though the university has not released a detailed breakdown of affected roles or departments.

The university has cited significant fiscal challenges and a review of administrative services as the basis for the restructuring, while noting that staff adjustments are proceeding through established collective agreement processes. These developments reflect broader financial pressures facing Ontario’s post-secondary sector, including constrained funding and reduced international student enrollment.

What This Means for Affected Staff

If you have received a layoff notice or expect one, your first priority is to understand the timeline. Brock has indicated that any staffing changes will follow established collective agreement processes, including consultation and reassignment where possible. Review your collective agreement carefully and document all communications with HR.

For staff outside the bargaining unit, many of the same considerations apply, though protections and entitlements may differ. Confirm your notice period, review any severance terms in your employment contract, and request written documentation of your separation terms.

Practical Steps for Your Job Search

University administrative experience translates well across sectors, but you may need to reframe how you describe your work. Hiring managers outside higher education may not recognize academic titles or department structures. Focus on transferable skills: project coordination, stakeholder communication, budget management, records administration, and systems proficiency.

Start with these steps:

• Update your resume now. Don't wait until your last day. Tailor it to roles outside academia by removing jargon and emphasizing outcomes.
• Activate your network. Former colleagues, vendors, and community contacts can surface opportunities that never get posted publicly.
• Target adjacent sectors. Healthcare, municipal government, school boards, and nonprofit organizations often value the administrative rigor that university staff bring.
• Check internal postings. Some staff may be eligible for reassignment within the university. Monitor Brock's job board and confirm eligibility with HR.

Mental Health and Wellbeing

Layoffs often create stress, uncertainty, and loss of routine. These effects are common and usually temporary during job transitions.

Maintaining structure helps. Keep regular hours, set practical job-search targets, and stay connected with colleagues or peers. Avoid treating the search as a full-time grind.

If stress or low motivation begins to affect sleep, focus, or daily functioning, short-term coaching or counselling can be useful.

Documenting Experience for External Job Searches

For some affected employees, translating institutional experience into employer-recognized skills can be challenging, especially outside academic or public-sector environments.

If you choose to use tools like Yotru, the platform provides a structured way to document experience, identify transferable skills, and format resumes for standard hiring systems. It is designed to support clarity and consistency, not to guarantee outcomes.

Users can decide independently whether such tools fit their job search approach.

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