KPU Layoffs March 2026: Next Steps Guide

The KPU layoffs March 2026 mark the third round of workforce reductions at Kwantlen Polytechnic University in under a year. Driven by a sharp decline in international student enrollment and a projected $88 million revenue shortfall by fiscal year 2027, the university confirmed in early March that BCGEU-represented staff, administrative employees, and faculty will all be affected.

BCGEU members whose positions have been identified will be contacted starting March 5; administrative and faculty staff will hear from HR by March 12. If you've received notice — or expect to — your first step is to confirm your situation in writing and contact your union representative before signing anything.

What's Behind the KPU Layoffs March 2026

KPU's international student enrollment has fallen by approximately 4,500 students over two years, with a further reduction of nearly 1,000 expected by FY27. The revenue impact is significant: the university projects international student revenue will be down $88 million from its FY24 budget by FY27. Domestic enrollment is not expected to offset that shortfall.

The university has already introduced a retirement incentive for faculty and BCGEU employees, reviewed all vacant positions before re-posting, and limited new hires — but has stated these measures alone are insufficient to meet the budget reset approved by the Board of Governors in January 2026.

This is not an isolated situation. Canada-wide, new international study permit holders dropped 52% between January and November 2025 compared to the same period in 2024. Post-secondary institutions across B.C. and Ontario have been dealing with similar pressures — Brock University faced comparable enrollment-driven cuts earlier in 2026. KPU's particular exposure to international tuition revenue has made the impact especially pronounced.

The Kwantlen Faculty Association (KFA) has publicly stated that faculty salary reductions have exceeded the amount approved in the budget, and raised concerns that the restructuring appears to be shifting the institution toward more precarious academic work while increasing administrative density.

KPU Union Layoff Rights: What Faculty and Staff Should Know

Your rights during the KPU layoffs March 2026 depend significantly on whether you are a KFA member, a BCGEU-represented employee, or a non-unionized administrative staff member. The following is general guidance only — your specific entitlements depend on your exact role, years of service, and the terms of your collective agreement.

KFA members (faculty)

Layoff and recall for regular KPU faculty are typically governed by the KFA–KPU collective agreement. This agreement generally includes provisions for notice of layoff, mitigation steps, a recall period during which laid-off faculty may have the right to return to positions that become available, and potential severance depending on circumstances. Article 7 of the KFA agreement is commonly referenced in connection with layoff provisions, but the specific protections and timelines that apply to you depend on your classification and years of service. Contact the KFA directly to review your situation.

BCGEU support staff

Layoff, bumping rights, and recall for BCGEU-represented staff at KPU are typically governed by the BCGEU–KPU support staff collective agreement. Depending on your seniority and classification, you may have the right to bump into other positions rather than being laid off outright, and you may be entitled to a recall period during which you have priority for re-hire. These provisions vary — review your collective agreement and contact your BCGEU representative before accepting any package.

Non-unionized administrative staff

If you are not covered by a collective agreement, B.C.'s Employment Standards Act (ESA) sets minimum standards for notice or pay in lieu of notice. The ESA minimums are a floor, not a ceiling — your employment contract may provide greater protections. Consult a qualified B.C. employment lawyer if you are unsure about your entitlements.

Immediate Steps to Take This Week

Regardless of your union status, these practical steps apply to most affected KPU employees:

• Confirm your layoff details in writing. Ask HR to provide your last working day, any change in hours, and your benefits end date in writing.
• Contact your union immediately. KFA and BCGEU members should reach out to their representative before reviewing or signing any paperwork.
• Review your collective agreement. Don't rely on memory or assumptions — look up the specific layoff and recall sections that apply to your classification.
• Track outstanding pay. Note any unused vacation, overtime, or banked time and compare it against your final pay statement when it arrives.
• Apply for EI as soon as your last day is confirmed. You don't need to wait for your Record of Employment — KPU typically submits these electronically to Service Canada. Apply at canada.ca/ei.
• Keep all communication. Save emails, letters, and notices related to your layoff for your records.

Practical Job Search Guidance for KPU Employees

Your experience in post-secondary education administration, student services, academic coordination, or support roles transfers to a wider range of employers than you might expect. B.C.'s public sector, school districts, non-profits, private career colleges, and workforce development organizations are active hiring markets for people with institutional backgrounds.

• Reframe your resume to remove internal KPU terminology and describe outcomes in plain language
• Target roles in student services, program coordination, adult education, and workforce development
• WorkBC centres offer funded employment supports — career counselling, resume assistance, and job search tools — at no cost to B.C. residents
• BCGEU members may have access to union-specific career transition supports — check with your local
• Federal public service postings at jobs.gc.ca are worth reviewing, particularly roles in IRCC, ESDC, and post-secondary policy departments
• Professional networks matter in education administration — reach out to former colleagues and sector contacts now
• Yotru's resume builder can help you translate institutional experience into language that resonates with external employers and applicant tracking systems

Mental Health and Wellbeing

Being laid off from a role you've built over time is disorienting, regardless of the circumstances behind it. It's worth giving yourself space to process that.

• KPU has indicated it will provide counselling support for affected employees — ask HR how to access it before your last day
• Employee Assistance Program (EAP) benefits may continue briefly after your employment ends — confirm your end date and ask how long access remains
• Your union can also be a source of peer support and practical guidance during this period
• Avoid major financial decisions in the first week if possible — focus on gathering information first
• If you need immediate support, the BC Mental Health Crisis Line is available at 310-6789 (no area code needed in B.C.)

Build a Resume That Reflects Your KPU Experience

One of the less obvious challenges of this transition is translating work done inside a university into language that makes sense to employers outside post-secondary. Internal titles, program names, and institutional processes often don't map directly onto external job postings.

Yotru's resume builder is designed to help with exactly that — reframing your experience using language aligned with how external employers and ATS systems search for candidates. You can build multiple resume versions for different target roles and focus on outcomes rather than duties.

• Translates institutional roles into transferable, searchable job titles
• Formats achievements to be ATS-compatible
• Supports multiple resume versions for different job types
• Provides structure when employment gaps are unavoidable to explain