According to CBC News reports, Bruyère Health confirmed 55 positions are going through a “redeployment process,” with 12 positions currently vacant. This means 43 frontline healthcare workers—nurses and PSWs who provide direct patient care—face job loss.
The cuts come as Ontario hospitals struggle with structural deficits and are tasked with balancing budgets within three years, despite healthcare costs rising at 6% annually.
Your Rights as a Laid-Off Employee
When Bruyère terminates your employment without cause, you’re entitled to reasonable notice or severance pay—typically far more than what’s initially offered.
What You're Actually Entitled To
Your severance depends on:
- Length of service at Bruyère
- Your age and position (PSW vs. RN/RPN)
- Availability of comparable healthcare jobs in Ottawa
Example: A PSW with 8 years at Bruyère might be entitled to 10-14 months of compensation, not just the 8-week statutory minimum. A nurse with 15 years could deserve 15-20 months.
Beyond ESA Minimums
The Employment Standards Act provides bare minimums (maximum 8 weeks for 8+ years). Common law entitlements are much higher—often 8-20 months for experienced healthcare workers.
For CUPE 4540 Members
If you’re unionized under CUPE 4540:
Your union should:
- Represent you through the redeployment process
- Explain seniority and bumping rights
- Negotiate on your behalf
- Provide information about recall procedures
However, consider independent legal advice:
- Your individual circumstances may warrant more than collective agreement provisions
- Non-union legal counsel can assess your specific entitlements
- You may have additional rights beyond what the union negotiates
Douglas Currier, CUPE 4540 president, has acknowledged these cuts will “directly impact our ability to deliver safe, timely care.” Your union is aware of the severity.
What Your Severance Should Include
Beyond base salary, ensure your package addresses:
Financial components:
- Continuation of shift differentials and premiums
- Pension contributions (HOOPP) during notice period
- Extended health and dental benefits
- Vacation pay and banked overtime
- Lieu time payouts
Professional considerations:
- Professional liability insurance coverage
- References for future healthcare positions
- Any education or professional development credits
Vacant Positions vs. Active Layoffs
Bruyère states 12 of the 55 positions are vacant. If you’re told your position is being eliminated but another vacant position exists that’s substantially similar, question whether this is truly a layoff or an internal reorganization that shouldn’t cost you your job.
The Redeployment Process
“Redeployment” often means:
- Offering you a different position
- Potentially at different pay, location, or hours
- You may have the right to refuse
Critical: If the redeployed position has significantly different duties, compensation, location, or status (full-time to part-time), you may be able to refuse it and claim constructive dismissal with full severance entitlements.
Don’t feel pressured to accept inadequate alternative positions.
Don't Sign Anything Immediately
Bruyère will present severance documents and releases. Take time to:
- Have an employment lawyer review the offer
- Understand what rights you’re waiving
- Calculate your true common law entitlement
- Assess whether a proposed redeployment is reasonable
Once you sign a release, you typically cannot pursue additional compensation.
What to Do Right Now
Immediate Steps
- Document everything – Save all emails, letters, and communications about the layoffs
- Get details in writing – Request written confirmation of your termination or redeployment offer
- Collect your employment records – Contract, pay stubs, benefits statements, performance reviews
- Contact your union – Attend meetings and get information about your rights
- Consult a lawyer – Get independent legal advice about your specific situation
Questions to Ask
- What is my exact termination date?
- What severance is being offered?
- Are there alternative positions available?
- What are my recall rights?
- How will this affect my HOOPP pension?
Healthcare Worker Exhaustion Context
According to CUPE’s recent survey, 67% of Bruyère staff already work through breaks due to understaffing. These cuts compound an already critical situation where frontline workers report exhaustion and being unable to complete workloads.
This context matters for your severance: The difficulty in maintaining current operations suggests finding comparable healthcare positions may be challenging, which can increase your severance entitlement.
Common Questions from Affected Workers
Will I lose my nursing license or PSW registration? No. Layoffs don’t impact your professional credentials with regulatory colleges.
Can I refuse a redeployed position? Yes, especially if it’s significantly different in pay, duties, location, or hours. Refusing may give you grounds for constructive dismissal claims.
What about my HOOPP pension? Ensure pension contributions continue during your notice period and verify your pensionable service calculation.
Can I get EI benefits? Yes, though severance pay creates a waiting period before Employment Insurance starts.
When to Contact an Employment Lawyer
Seek legal advice if:
- You’ve worked at Bruyère for 3+ years
- The severance offer seems inadequate
- You’re offered redeployment to a substantially different role
- You’re being pressured to sign documents quickly
- You want to understand your true entitlement
We provide free consultations and work on a contingency basis—you only pay if we secure additional compensation beyond the initial offer.
