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According to a report by CTV News, nearly 130 elementary teachers at the Waterloo Region District School Board (WRDSB) and the Waterloo Catholic District School Board are facing an uncertain future. Ninety-seven teachers holding permanent positions have been declared surplus, with no contracts for the 2026–2027 school year. A further 30 permanent teachers at the Catholic board have been declared redundant.
Nearly 130 elementary teachers in Waterloo Region have just been told they may not have a job in September. If you are one of them — or if you have been laid off from any job in Ontario — this article tells you what your rights are, what you are owed, and what to do right now.
First — a layoff is not the end of your rights
Being laid off feels sudden and unfair. But in Ontario, a layoff does not erase what you are owed. The law protects you — and in many cases, employees are entitled to significantly more than they realise.
What you are entitled to
Under Ontario’s Employment Standards Act (ESA), most employees who are laid off are entitled to:
Termination pay (notice)
You are owed a minimum of one week of notice — or pay instead of notice — for each year you have worked, up to eight weeks. This is just the minimum. Courts often award much more.
Severance pay
If you have worked for five or more years and your employer has a payroll of at least $2.5 million, you are also entitled to severance pay on top of termination pay — up to 26 weeks.
Vacation pay
Any vacation time you earned but did not use must be paid out to you when your employment ends.
Recall rights (for teachers and some other employees)
The Waterloo Region school board has confirmed that impacted teachers have the right to be recalled into another position. Know your recall rights and track any deadlines — missing a recall notice can cost you your position.
Common law notice
Beyond the ESA minimum, courts in Ontario regularly award additional compensation based on your age, how long you worked there, your role, and how easy it is to find similar work. This is often the largest amount — and most employees never claim it.
Your next steps — in order
(1) Read everything they give you. Review your termination letter, any severance offer, and your employment contract carefully before signing or responding to anything.
(2) Do not sign anything yet. Once you sign a release, you almost certainly give up your right to claim more. Take time. You are usually entitled to a reasonable period to consider any offer.
(3) Apply for EI right away. Do not wait. Apply for Employment Insurance as soon as your layoff is confirmed. Delays in applying can mean delays in receiving payments.
(4) Write down everything. Keep a record of all conversations, emails, and notices from your employer. These details matter if you need to make a claim later.
(5) Speak with an employment lawyer. Many Ontario employment lawyers offer free first consultations. A lawyer can tell you quickly whether what you were offered is fair — and what you may actually be entitled to.
Mistakes to avoid
Signing too fast
Employers sometimes pressure you to sign quickly. You are not required to. Take the time you need.
Assuming the first offer is fair
The first offer is often the minimum. In many cases it can be negotiated upward — especially with legal help.
Waiting too long to act
Ontario has time limits on employment claims. Waiting too long can reduce or eliminate your ability to claim what you are owed.
Not applying for EI
Some people feel embarrassed or assume they do not qualify. If you were laid off, you very likely do. Apply immediately.
For teachers specifically
Teachers in Ontario are covered by both employment law and their collective agreement. Your union — ETFO or OECTA — should be your first call. They can explain your recall rights, seniority protections, and what the board is obligated to offer you.
However, your union represents the group — not you personally. If you feel your individual rights have been violated or the offer does not seem right, speaking with an employment lawyer separately is a smart move.
Remember: A layoff due to budget cuts or declining enrolment is still a termination in law. “We had no choice” does not mean you are owed less. Your years of service, your role, and your circumstances all matter when calculating what you deserve.
