George Brown College layoffs 2026: what to do if you are affected

Yes, George Brown Polytechnic has filed at least two Form 1 Notices of Termination of Employment with the Ontario Ministry of Labour - one dated March 4, 2026 (51 employees) and a second in mid-April 2026 (82 employees). These are government-mandated filings and are a matter of public record. However, the full scope of affected roles and any future rounds remain unconfirmed.

The amount varies considerably depending on whether you are unionized, your years of service, your role, and whether your employment contract contains enforceable termination clauses. Under the Ontario ESA, non-unionized employees in a mass termination of 50-199 employees are typically entitled to at least 8 weeks of group notice or pay in lieu, plus potentially statutory severance of 1 week per year of service (up to 26 weeks) if you have 5 or more years of service. Common law entitlements can be substantially higher. This is general information only and not legal advice - consult an employment lawyer or your union representative for guidance specific to your situation.

In many cases, yes - particularly for non-unionized employees. The college's initial offer is generally a starting point and you are typically not required to sign it by any deadline that is legally binding on you. Consulting an Ontario employment lawyer before signing is strongly recommended. Unionized employees should contact OPSEU Local 556 or Local 557 first, as collective agreement provisions likely govern the process and any negotiation should go through your union.

The Academic Collective Agreement contains layoff, seniority, and displacement provisions that may give you bumping rights. A February 2026 arbitration award (OPSEU Local 556 v George Brown College, 2026 CanLII 4591) clarified some procedural aspects of how layoff grievances under Article 27.08 are scoped. Contact OPSEU Local 556 directly at opseu556.org or 416-415-5000 ext. 2200 to understand how these provisions apply to your specific situation, as eligibility depends on factors like your classification and seniority.

As of mid-April 2026, the college has confirmed two rounds and has not publicly ruled out further cuts. President Fearon indicated in February 2026 that provincial government funding measures were not expected to resolve the underlying financial challenges. OPSEU Local 556 has raised concerns that management is now indicating a need for cuts across the board rather than cuts limited to specific closed programs. Future rounds are possible but not confirmed; monitor georgebrown.ca and opseu556.org for updates.

You can apply for Employment Insurance (EI) online at canada.ca/en/services/benefits/ei as soon as your employment ends - do not wait for your final paycheque or Record of Employment (ROE). You will need your ROE, which George Brown's payroll department is required to issue; ask HR when to expect it. Standard EI benefits typically equal approximately 55 percent of your average insurable earnings up to a weekly maximum, subject to a one-week waiting period. Eligibility depends on your insurable hours worked in the qualifying period.

Under the Ontario Employment Standards Act, when an employer terminates 50 or more employees in a four-week period, it triggers mass termination rules requiring group notice - at least 8 weeks for a group of 50-199 employees. The employer must also file a Form 1 with the Ontario Ministry of Labour and provide affected employees a copy along with an Employment Ontario Career Supports information sheet. Unionized employees may also have additional notice rights under their collective agreement. These are minimum statutory obligations; your actual entitlements may be greater.

If you believe your termination was for improper reasons or that the process was not followed correctly, you generally have two avenues: file a claim for termination and severance pay with the Ontario Ministry of Labour, or pursue a wrongful dismissal claim in court - but typically not both for the same termination. If you are unionized, your union may also file a grievance on your behalf. It is prudent to consult an employment lawyer promptly, as some deadlines are time-sensitive. This guidance is general in nature and does not constitute legal advice.