#canada

Have they happened? Planned for Q4? Any news?

https://www.google.com/amp/s/boereport.com/2025/10/24/global-energy-layoffs-deepen-in-2025-as-crude-prices-weaken-ma-deals-surge/amp/

The article didn't have cons numbers but we have them now "ConocoPhillips to lay off Canada employees in November, company memo shows
Layoffs part of plan to cut global workforce by 25%"

Just announced...November 5.

Have those been affected by the planned reductions been notified yet or given clues? Here at Imperial and EM Canada? Asking for a friend...

How is severance calculated? Any news on Canada lay off's?

Anyone on here have intel on the goto/Canada site?

Another big layoff coming to cvs
Side mostly in Dearborn and canada. This time will include managers and supervisors spe ially. Be prepared.

As we continue to see high-performing Canadians increasingly targeted by their American managers for political reasons, a concerning disparity is also emerging in termination practices, with a disproportionate number of minorities being affected.

Poor MEG. I feel bad for their people. They will surely be taken over by CVE now. $8.6B really?? $17.6B to get out of FCCL. Phillips paying them $1.9B for their share of the refineries. The only thing this company is consistent at is overpaying, getting ripped off and then laying off. No wonder their stock is always in the toilet. Employees should get out now!!!! Go across the street. Go anywhere. What a dumpster fire.

Appears that there is a smaller reorg in CIG Canada. No specific details at this time.

We are in massive non-compliance by getting engineering services from non-registered engineers from not only out of province, but out of the country.

Report this while you can.

This is a legitimate question. I think I know the answer, but I want to see if there’s anything I’m unaware of before making the obvious conclusion.

Layoffs in Europe I get. We probably won’t own any assets there for much longer anyways, and I’ll be surprised if the continent hasn’t regulated every bit of heavy industry out of business by 2030.

Singapore I get. It’s been a money pit. High cost energy plus the cost of importing all feeds and exporting all products does not make for good performance in a commodity sector.

I feel for all of my colleagues in these locations. It’s not your fault this is happening, but I can understand why the company would do this.

But why Canada?

A quick discussion with ChatGPT shows me Imperial made between $4.5-7.3 billion yearly since 2022. Yes, refining margins were pretty good over that period, but I don’t see anything in the top line numbers to suggest our Canadian business is in dire straits. So why are we laying off 20% of the company?

I don’t know what functions sit in Calgary. Tax? Engineering? The inescapable conclusion is we hit a critical mass of people at KLTC and BTC that we thought could do their jobs and decided to rip the bandaid off.

Assuming that’s true, why wouldn’t I expect the EXACT SAME thing to happen to the US in a couple years? Aside, of course, from our CEO telling us the US is off limits (lmao).

Here are some examples of how courts have ruled on severance (reasonable notice) for long-service professionals, especially in Alberta’s oil & gas industry. Use these as reference points when estimating your own range.
• O’Reilly v. Imperial Oil (2000) – 20-year professional employee, management-level role, awarded over 20 months due to long service and limited comparable opportunities.
• Leduc v. Canadian Natural Resources (2016) – 16-year senior technical employee, age 57, awarded 22 months, court noted downturn in oil & gas job market.
• Lukacs v. Shell Canada (1998) – 23-year senior engineer, awarded 20 months, long service in specialized technical position.
• Stevenson v. Suncor Energy (2017) – 18 years of service, management role, mid-50s, settled for around 20 months pay.
• Bishop v. Galleon Energy (2013) – 11 years of service, VP-level, awarded 18 months notice based on seniority and leadership responsibility.
• Shaw v. Acurex Corp. (2003) – 14 years of service, professional-level employee, age 48, awarded 18 months reasonable notice.
• Elliott v. Imperial Oil (1996) – 23-year supervisory employee, awarded 22 months; Imperial Oil case confirming upper-end notice for long-service roles.
• McKinley v. BC Tel (2001, Supreme Court) – key ruling establishing that employees dismissed without cause are entitled to reasonable notice under common law.
• Recent Alberta energy-sector settlements (2022–2024) – professionals with 10–20 years’ service commonly receive 18–24 months pay depending on seniority, age, and job market.
• Typical trend: Alberta professionals with long tenure (10–20 years) and senior roles receive between 18 and 24 months’ pay, sometimes higher if relocation or constructive dismissal applies.

Summary:
Energy-sector professionals with long continuous service, strong performance, and senior roles consistently fall in the 18–24 month common-law range, often translating to $400K–$550K+ total when benefits, pension contributions, and bonuses are included.

Google gemini helped me realize that if you are considering a constructive dismissal claim you likely want to consider working under protest within 10-15 days from the announcement. See below for more details. But if you don’t want to forfeit you right to a constructive dismissal claim, you must notify the company that “you considers the unilateral relocation a fundamental breach of the employment contract amounting to constructive dismissal and that the employee reserves the right to initiate legal action for wrongful dismissal damages”. But don’t take my word (I’m not a lawyer), hire a lawyer and look into it yourself if are seriously considering this route. Make sure you make it to section 3.2 below.

Gemini Output:
3.1 The Doctrine of Condonation and the Critical Timeline
The doctrine of condonation remains the primary procedural hazard for the employee. To qualify for termination pay related to constructive dismissal, the employee must resign "soon after a change in employment conditions". Failure to act promptly is interpreted as acceptance of the new conditions, thereby forfeiting the claim. 
As detailed in Section I.2, the Alberta Court of Appeal's ruling in Kosteckyj v. Paramount Resources requires the employee to act within a window of approximately ten to fifteen days to register an objection and make a determination regarding resignation. Missing this window is likely to be fatal to the claim. 
3.2 Executing the Formal Objection: The "Work Under Protest" Strategy
Given the strict window for objection, employees often face a dilemma: quit prematurely and risk having no income, or stay and risk condonation. The strategy of "working under protest" offers a mechanism to preserve legal rights while minimizing the duty to mitigate damages (by remaining employed). 
Legal Requirements for "Working Under Protest"
For this strategy to be legally effective in Canada, the protest must be documented rigorously. The employee must unequivocally notify the employer in writing that they do not consent to the change and that their continued presence in the workplace, even under the new conditions, is done specifically to mitigate potential losses and does not constitute acceptance or condonation of the breach. 
Documentation should be explicit and formal, detailing that the employee considers the unilateral relocation a fundamental breach of the employment contract amounting to constructive dismissal and that the employee reserves the right to initiate legal action for wrongful dismissal damages. It is advisable to reissue this formal protest, potentially with every subsequent pay statement, to maintain a continuous, undeniable record of non-acceptance.

I can confirm two more people left Lima and one more left Calgary this week. Two more also left Toledo although I can’t confirm whether it was voluntary or involuntary.

In Canada want to allow companies like Imperial Oil to port jobs to BTC and KLTC, then Canada needs to provide social safety net that will help us maintain our lifestyle.

So, basically, I am saying Canada needs to tax companies that are porting jobs outside the country and use those dollars for a better social safety net.

If you calculate the tax rate, it will be so high that no company will be willing to port jobs overseas anymore.

Readers to this website, asking your help to spread this message. We need to pass a Canadian law that ported jobs will have to be taxed by the hour.

Houston, Permian and gulf coast plants are being overrun by Indian expats. Does Canada have this same problem or are Canadian laws preventing it?

It’s so infuriating to read in the news how the Provincial government tries to tie the layoffs to the feds, focusing solely on the pipeline or some perceived “red tape.” I’m with IRP, and there was no shortage of projects (less so now, no one knows what to do). For approvals, we asked AER or provincial bodies.

Those corporations don’t care about ease of regulations - they only understand regulatory consequences and cost impacts. Right now, it’s very cheap for them to get rid of all of us with no reason given. I almost can’t blame IOL (or more so Exxon) for what they did. It aligns very well with the nonsensical decisions they were making. BTC, DTI, how is this allowed in Canada

Friends, Imperial Oil is offshoring thousands of Calgary jobs while taking advantage of Alberta’s resources, tax breaks, and our province’s livelihood. We can’t let this go unchallenged. Here’s what you can do today:

1.  Write to your MLA and MP demanding they stop public benefits to companies that offshore Canadian jobs.
2.  Write to local and national newspapers (Calgary Herald, Globe & Mail, CBC, etc.) to expose how Imperial is abandoning Alberta workers.
3.  Write to the Alberta Energy Regulator and other agencies asking them to review Imperial’s operations and hold them accountable for both job losses and environmental impacts.

1. Template-
   Dear [MLA/MP Name],

I am writing as a concerned Albertan. Imperial Oil has announced mass layoffs in Calgary while offshoring all these jobs to India. This is a betrayal of our province and its people, especially after Imperial benefited from Alberta’s resources, tax breaks, and royalty concessions.

What’s worse — Imperial is not scaling down operations. The company plans to increase oil sands output while offshoring even more Canadian jobs abroad.

I urge you to:

1. Publicly demand that Imperial disclose the number of jobs being offshored.
2. Push for clawbacks on any tax or royalty benefits if jobs are moved overseas.
3. Support legislation requiring companies receiving public benefits to keep jobs in Canada.

Albertans deserve leaders who will defend local jobs and hold corporations accountable. Please let me know what actions you will take.

Sincerely,
[Your Full Name]
[Your City, Alberta]

2-
To the Editor,

Imperial Oil is offshoring thousands of Calgary jobs while continuing to profit from Alberta’s oil sands and enjoy generous tax and royalty concessions. This decision guts our community, threatens livelihoods, and sends Canadian prosperity abroad while leaving behind environmental and social costs.

Importantly, Imperial is not reducing operations — in fact, the company plans to pump even more barrels while cutting Alberta jobs and shipping the work overseas.

We should not reward corporations that abandon Alberta workers. Imperial must be held accountable — through public scrutiny, political action, and regulatory oversight. Our leaders must make it clear: if you benefit from Alberta’s resources, you must also invest in Alberta’s people.

Sincerely,
[Your Full Name]
[Your City]

3-
To Whom It May Concern,

I am requesting that the Alberta Energy Regulator and related oversight bodies review Imperial Oil’s recent decision to offshore large portions of its Calgary workforce. These job cuts raise serious concerns about the company’s ability to maintain adequate local oversight, environmental monitoring, and compliance at its oil sands operations.

Given Imperial’s history of environmental violations and the importance of Alberta jobs tied to resource development, we need transparency on how these workforce changes affect safety, compliance, and community obligations.

I urge you to require Imperial to disclose the scale of offshoring and to assess its impact on operational accountability in Alberta.

Sincerely,
[Your Full Name]
[Your City]

Newfoundland boy invites you all 5PM eastern

Is announcing an Upstream move to Edmonton a way to get people to quit ?
The Oilers are offering $15 Million to McDavid and he still wants to leave Deadmonton .

Very connected senior employee halfway around the world told me today Imperial was to be sold. Stopped by here to see total panic so am thinking it must be real.

What a great prank. First it was 6 AM before markets open for a big announcement, then it was in the morning when business opened, then it was afternoon so that managers get a heads up first. Now it’s end of day when markets have closed. Some are saying it’s Friday. This sounds like those rapture predictions - it’s today, no, tommorow, no, next week for sure!!! L-M-A-O is all I have to say

Stop fear mongering, nothing is happening today nor tomorrow nor any other day. Just check your senior leaders calendars there is nothing suspicious there. And kearl asset manager is on days off, don’t you think he would be working if there were layoffs. Calm tf down.

Generally speaking, most O&G companies are a mess. Changes to work from home; limited to no longer available, chaotic environments, and inconsistent leadership. I've worked at a few, and each one felt like its own kind of circus.

That said, what makes CNRL stand out (negatively) compared to peers like Cenovus or Suncor?

If you started at CNRL’s Calgary corporate office, what do you wish you’d known beforehand? Would you genuinely advise others to steer clear?

Some 2,000 workers will be laid off when GM cuts a shift at its Oshawa plant in January.

https://www.cbc.ca/news/canada/toronto/impending-gm-oshawa-cuts-unemployment-1.7640394

What is about to happen is part of a global strategy to reduced headcount and move our Canadian jobs to Houston and the BTC. ExxonMobil still wants our oil and has plans to increase production and develop Aspen plus other assets. If they want our oil, the jobs should be here. We may not be able to do much, but we can make it harder. Write to Smith, Carney, even Brian Jean and APEGA. It may not stop them, but it could make them think twice or slow them down, which is worth a try.

Some dufus started this rumor after seeing IOL LT at EMHC but honestly there is NO credible source that anything will be happening tomorrow. Its going to be a normal day at work FFS.

Will there be more layoffs in the US and Canada before the end of the year?

Hi guys, have you seen any ACs NetSuite firings in US and Canada?? I've not seen, I feel, our ACS dept will be next in firings.

Let me know your thoughts, I'm losing sleep over this. I'm a functional consultant with NetSuite ACS.

Scotiabank has sought federal government approval to layoff up to 2495 employees this year. Look for yourself. It is on the government website

https://search.open.canada.ca/qpnotes/record/esdc-edsc%2CLabour_JUN2025_008

The Bank of Nova Scotia has sought federal government approval to layoff up to 2495 employees this year. Look for yourself. It is on the government website

https://search.open.canada.ca/qpnotes/record/esdc-edsc%2CLabour_JUN2025_008

High tech companies including Cisco are outsourcing non-technical and technical jobs to India, Canada and Europe. Why SBG hires program managers in Canada while there are hundreds of talented program managers in US and are unemployed?

Oracle is undertaking significant layoffs, impacting hundreds of employees across its Bay Area (Redwood City, Pleasanton, Santa Clara) and Seattle offices, with effects expected to take place in October 2025. These cuts, focused primarily on cloud-related positions, are part of a broader restructuring to reduce costs and improve efficiency as the company invests heavily in artificial intelligence

Details of the Layoffs

Bay Area: A total of 188 employees are being laid off in Redwood City (143) and Pleasanton (45), with an additional 101 employees cut in Santa Clara. 

Seattle: 161 employees are being laid off from the company's Seattle operations.
Global Impact: The cuts are also affecting employees in India and Canada.
Timing: The layoffs are set to take effect in mid-October 2025.
Affected Roles: The cuts primarily affect positions within Oracle's Cloud Infrastructure (OCI) unit, including software developers, managers, technical support analysts, project managers, and roles in media services and sovereign cloud efforts

I heard the rumor that we have put a freeze on any more Canadian expat moves? Is this true? Guyana will be f’d

What has happened to Enbridge? We used to be top ten but now we are 191? This should be a wake up call for evryone! https://www.forbes.com/lists/canada-best-employers/

They let everyone go, especially acquired like hMF, keeping sales teams but no one to patch or support the products. EMEA will now become India only (eventually), US is just Canada.

Justifying the cost being saved by getting unskilled people in India (replacing the existing) to submit canned responses, knowing customers won't be able to immediately migrate to alternative or seek damages on SLA.

Probably going to fail miserably with this all talk with his own talkshow CEO. Talking about AI, creating a snowy mascot to hop on stage but not actually giving his employees the tools.

With all the diversity promoted, where is your Indian AI mascot?

At least we all got some AI experience as we were filling in those lead to nowhere Career Week forms, another true example to this company being all for show, fake new procedures and hard on it's hard working employees for nothing.

"Better together" never made sense, not when you are forced to commute 2 hours to an empty office, only to conference with 3 other regions who need to do the same.

Good luck to the few left to train their replacements.