Canada Goose employees received an email on March 25, instructing them not to come into the office the following day, leading to fears of layoffs. This fear was compounded by the fact that terminations in the past had been accompanied by mass email notifications. The decision to inform employees of their layoff through email was met with criticism and described as “inhumane” and “disheartening” by former employees. Canada Goose’s chief human resources officer acknowledged the difficulty of such decisions and emphasized the importance of treating employees with respect and dignity during this challenging time.
On March 26, Canada Goose CEO Dani Reiss announced layoffs affecting 17 percent of the company’s global corporate workforce. Employees were shocked to receive emails from Reiss outlining the restructuring plans as well as notices of termination from Canada Goose Human Resources. Some former employees expressed disappointment and shock at the unexpected layoffs, highlighting the lack of personal connection and empathy in the email notifications. Despite the company’s assertion that affected employees were given the opportunity to schedule virtual meetings with HR, some felt that the onus was unfairly placed on them to initiate further contact.
Labour and employment lawyer Lior Samfiru noted that email layoffs are becoming more common, especially with the rise of remote work. He cautioned that while email notifications of termination are not illegal, they can lead to communication issues and potentially expose employers to legal action. Traditionally, terminations were delivered in person, but the pandemic has led to a shift in how these processes are conducted. Andrew Monkhouse, a professor with expertise in legalities surrounding terminations, emphasized the importance of maintaining dignity and respect when informing an employee of their layoff, whether through in-person or remote communication.
The former Canada Goose employees who received their termination notices via email expressed disappointment with the company’s approach, believing that it was not aligned with the brand’s reputation for fairness and respect. The lack of personal interaction and empathy in the mass email notifications left some feeling dehumanized and undervalued after dedicating themselves to the company for years. While some employees appreciated the opportunity to schedule follow-up meetings with HR, others found the process traumatic and felt that more could have been done to support them during this difficult time.
Samfiru and Monkhouse both advised against using mass email notifications as the primary method of informing employees of their termination, citing the importance of maintaining dignity and open communication during these challenging situations. The prevalence of remote work and the need for cost-cutting measures have contributed to the rise in email layoffs, but both experts stress the importance of prioritizing human connection and empathy in these interactions. Ultimately, retaining a sense of compassion and respect in the termination process can help mitigate negative feelings and potential legal issues for both the employer and the employee.
