X Close


Sign up for go2HR's e-newsletters and receive job information and employer resources related to BC’s tourism and hospitality industry!

Print Print Print Print Print

Best Practices in Termination and Severance in Canada

290 organizations from all sectors and regions of Canada participated in a survey on termination and severance best practices conducted by Logan HR (a member of Verity Filion Inc.) in fall 2014. Results indicated a changing format for severance pay, with more prevalence to lump sum payments versus continuation of salary. 

The most typical amounts of severance per year of service depended on position level:

Executive Management Professional Other
1 month/year 1 month/year 3 weeks/year 2 weeks/year


What do top employers do differently?

  • Have a detailed project plan for downsizing;
  • Follow established process for individual terminations;
  • Have robust severance packages, including benefits continuation, non-compete and non-solicit clauses, and career transition support.

The top 3 reasons for providing career transition support:

  • It’s the right thing to do (67%)
  • Terminated employees will receive job search skills and acquire another job faster (59%)
  • Sends a positive message to remaining employees (48%)

This article may be republished for non-commercial purposes subject to the provisions of the Website Use Agreement. To republish this article, you must include the following notice along with the article: "Copyright © 2018 go2 Tourism HR Society. All Rights Reserved. Republished under license."