What to know
- Bell has laid off nearly 700 employees—650 managers and 40 Bell Media staff—as part of a three-year strategic plan aimed at saving $1.5 billion and restructuring its operations.
- The company says the cuts, affecting under 2% of its workforce, are necessary to streamline management and accelerate its shift toward digital media, following several previous rounds of layoffs.
- Canadians reacted with frustration online, criticizing the holiday timing, questioning leadership, and expressing sympathy for affected workers.
- An HR expert warns that holiday-season layoffs can heighten financial stress, lower morale, and increase the risk of legal claims, advising companies to communicate clearly and offer strong support.
Nearly 700 Bell employees have been laid off as part of the telecommunications company’s three-year strategic growth plan.
In an email statement to Now Toronto on Friday, a Bell spokesperson says it made “the difficult but necessary” decision to cut jobs to fulfill its strategic plan.
Last month, the company held its 2025 BCE Investor Day to highlight its strategic priorities, capital markets strategy and financial outlook. One of the goals outlined was $1.5 billion in cost savings by 2028 through “company-wide transformation and continued focus on operational efficiencies.”
Ultimately, this plan led to the loss of 650 manager positions at Bell and 40 roles at Bell Media.
The company says the reduction in non-unionized management positions across the company was needed “to better align our team structure with our growth plan.”
“The reduction represents under 2% of Bell’s total workforce, affecting approximately 650 manager positions. We know this is difficult for those who are impacted and we are supporting each person affected,” the spokesperson said.
Meanwhile, the company says less than one per cent of its Bell Media team was laid off, predominantly in corporate departments, as part of its “ongoing transformation to a digital media and content leader.”
The spokesperson concluded by thanking all departing employees for their dedication and contributions.
The job losses continue a pattern of layoffs over the past couple of years. Back in February, Bell began offering voluntary separation packages and retirement incentives to unionized employees – a move to reduce its workforce by 1,200 jobs, according to Unifor.
In 2024, the company cut nine per cent of its workforce (about 4,800 jobs) as part of a move where dozens of radio stations and TV newscasts were axed.
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Online, Canadians are reacting to another layoff by the company.
“Thinking of all of those impacted at CTV and Bell Media, as someone who has been there. Happy to chat, if you need help processing this,” a former Bell employee shared on X.
“Like clockwork every year around the holidays, shameful,” another user said.
“It’s well past time for @Bell to bring in a new CEO. Its rates are uncompetitive, vision is directionless, if there is one, and it sold off its share of the one industry everyone is clamouring to get into – pro sports,” one X user stated.
“Happy holidays…,” another user sarcastically said, while another commented, “Bell, let’s talk,” quoting the company’s annual mental health campaign.
HR EXPERT ON THE IMPACT OF HOLIDAY LAYOFFS
With the holiday season upon us, it’s definitely not an ideal time of the year to lose a job. Not only is it difficult for the impacted employees, but it’s worrisome for the rest of the workforce as they question how stable their position is.
“Terminations (or layoffs) during the holiday season can be especially damaging to morale. People are focused on family, celebrations, and winding down, so losing a colleague can feel especially personal. It can create anxiety and uncertainty among the remaining team, lower engagement, and impact overall morale,” Olivia Cicchini, employment relations expert, Peninsula Canada, told Now Toronto in an email statement.
She also warns that since this time of year is particularly tight on finances for most people, the terminated employees may be more likely to start a legal claim.
Cicchini recommends that businesses try to avoid terminations during the holidays as it can “feel like leaving people in limbo during a sensitive time.”
“If a termination must occur during this time, employers should be clear, compassionate, and provide any support they can, whether that’s additional termination notice, references, or outplacement services,” she adds.
If layoffs are inevitable near the holidays, Cicchini says it’s important for employers to be open and honest about where the business stands.
“Employers should reassure staff, keep them involved in plans or projects, and take a moment to recognize the team’s hard work over the year. Even small gestures of communication and appreciation can go a long way in keeping morale high.”
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