Thread regarding Imperial Oil Limited layoffs

@OP what do people expect to get out of a class action lawsuit? Don’t let emotions cloud your better judgement. It is what it is. Relocation mobility aside the only thing that will effect your severance from the normal amount is a handful of special considerations such as time until full pension or benefits, beyond this would be completely based on very special circumstances which will be very rare.

@e9

Why Class-Action Risk Exists
A class action could be possible if:
• The company uses a uniform severance formula that employees claim is below common-law entitlements.
• The layoffs are framed as “restructuring / relocation” but some employees are effectively terminated if they can’t relocate.
• If Imperial asks employees to sign release forms (waiving future claims) in exchange for modest severance, a class-action firm might challenge that as coercive or insufficient.

@e9
Reported layoffs & office closures that affected Calgary (oil & gas and related big employers). .
• Sept 29, 2025 — Imperial Oil — ~1,020 jobs (≈20% of ~5,100 staff) to be cut by end-2027; most Calgary head-office roles to be relocated. 

•   May 6, 2025 — Cenovus Energy — job reductions confirmed (number not publicly disclosed by company; government notification implies at least 50 roles at one site).  
•   (Post-merger planning from 2020, reiterated in later reporting) — Cenovus/Husky (combined) — up to ~2,150 positions estimated to be removed when workforces were consolidated (20–25% of combined workforce).  
•   Jan 30, 2024 — Enbridge — ~650 jobs announced (about 5% of workforce) as part of cost cuts.  
•   Mar 6, 2024 — TC Energy — confirmed a round of layoffs primarily affecting Calgary and Houston (company did not disclose exact number).  
•   June 1, 2023 — Suncor Energy — ~1,500 jobs to be cut (company-wide cost-saving plan spread across organization).  
•   June 12, 2024 — Stifel Financial — closed Calgary office (Calgary presence ended; several bankers/analysts let go).  
•   Jan 18, 2023 — Benevity (Calgary tech) — 137 employees laid off (~14% of workforce

Everyone hating on @b8 I think is missing their point. The estimates we were given were based solely on base salary. We have been told that we will get continuation of benefits, and common law states we should get the pension match for the duration of the severance.
What our estimates definitely don't include are consideration of having to move and likelihood of finding equivalent employment at similar pay. With the number of O&G companies in Calgary the above will be a difficult argument so it is worthwhile keeping track of job postings to provide a list to the lawyer

@ck you should check your reference. Total comp is considered for common law severance. We are NOT talking about statutory minimum, which is maxed at 8 weeks. Stop spreading misinformation Mr. Management.

The numbers provided here for severance are unrealistic. Severance packages are around 30% LESS than the numbers in the post above.
Severance is calculated only considering BASE salary, it does NOT consider RRSP matching, bonus or pension plan (that is not part of the calculation)

@be strong analysis, likely underestimated. But 500 people won’t move. They need 400 tops. Also they are counting on many people resigning on their own. Asset writedown is likely way more given the weak office real estate market in Calgary.

So they under estimated the severance pays while estimating restructuring costs.
IOL assumed restructuring is expected to incur a one-time before-tax charge of approximately CAD $330 million in the third quarter of 2025

Only severance estimate
Average salary: $170,000
• Average tenure: 10 years
• Number of employees: 900
• Base severance: 1.5–2 years of salary (~Alberta common law)

1. Total Severance for 900 Employees
   • Low: 900 × $260,000 ≈ $234 million
   • Avg: 900 × $297,500 ≈ $267.75 million
   • High: 900 × $357,000 ≈ $321.3 million

2️⃣ Relocation & Transition Costs
• 1,000 eligible, 50% accept → 500 employees
• Relocation package (house sale/purchase, moving, temporary housing, double pay, offshore transition)
• Total: $50M – $75M
3️⃣ Office Closure & Asset Write-Downs
• HQ closure, IT, furniture, leasehold improvements
• Total: $30M – $50M

4️⃣ Consulting & Advisory Fees
• HR, legal, tax, restructuring planning
• Total: $10M – $20M

5️⃣ Other One-Time Costs
• IT migration, training, communications, other transition expenses
• Total: $20M – $40M

6️⃣ Total Estimated Restructuring Cost
• Low Estimate: $237M + $50M + $30M + $10M + $20M = $347M
• High Estimate: $321M + $75M + $50M + $20M + $40M = $506M
There will be other costs too, tangible and intangible, like duplicate employee count during the transition period, lost productivity, poor-quality work from offshore employees, and potential litigation charges. Most likely, they messed up the calculations — an absolute lie to shareholders and the public

@b8 no, are you IOL HR or mgmt or something? Stop spreading misinformation. Common law court take into consideration salary and other benefits.

Keep in mind that severance do Not include defined pension plan, bonus or any other additional benefit. It is calculated only based on years of service and base salary

@a4 just for my understanding where was this information obtained from?

Thanks for sharing this.

Has anyone learned any new info on taking this on as a collective? I suspect a class action lawsuit will take a big retainer.

The Management Committee just keeps digging a hole for themselves thinking that this interim period is going to work out given we all need to work until the last payroll date until the migrations / efficiencies are captured up until 2027. These low ball offers / not compensating for benefits + forfeited RSUs is just adding fuel to the fire.

Would be really great to get a firm to start something up asap and open up a survey and provide advice if it’s in our best interest to avoid filling out the survey.

Hate to be waiting/relying on others for such a big ask but I’m really not in a position to put up a retainer 😔

See you in court!

Which legal firm is best to use? Anyone knows or is it better to use someone from other province?

⭐️ Friends, here’s a comprehensive severance guide for Alberta energy professionals at Imperial Oil
(top performers, defined benefit pension, 6% RRSP match, considering office closures, offshoring, and constructive dismissal potential)

⸻

⚖️ Estimated Severance by Salary & Tenure

💰 Salary $100K–$125K
• 5 yrs → $80K–$120K
• 10 yrs → $120K–$180K
• 15 yrs → $180K–$240K
• 20 yrs → $220K–$300K

💰 Salary $125K–$150K
• 5 yrs → $100K–$140K
• 10 yrs → $150K–$220K
• 15 yrs → $220K–$300K
• 20 yrs → $270K–$350K

💰 Salary $150K–$200K
• 5 yrs → $120K–$180K
• 10 yrs → $200K–$300K
• 15 yrs → $270K–$400K
• 20 yrs → $350K–$500K

💰 Salary $200K–$250K
• 5 yrs → $150K–$220K
• 10 yrs → $300K–$450K
• 15 yrs → $400K–$550K
• 20 yrs → $450K–$650K+

💰 Salary $250K+
• 5 yrs → $180K–$250K
• 10 yrs → $400K–$550K
• 15 yrs → $500K–$700K
• 20 yrs → $600K+

⸻

⚠️ Notes:
• Includes base pay, prorated bonuses, defined benefit pension accrual, RRSP match, and benefits continuation (6–12 months)
• Assumes constructive dismissal potential due to role elimination, relocation, or offshoring
• Actual severance depends on role, seniority, performance, local job market, and negotiation leverage
• Designed for Alberta energy sector employees at Imperial Oil, reflecting current layoffs, profitability, and oil price outlook

⸻

✨ Tip: Use this as a baseline for discussions with HR or employment lawyers. Even short-tenure employees affected by relocation or offshoring may qualify for higher severance than standard tenure-based estimates.

@OP Thank you for posting this info.

Most important factors that will pay role

1. Job provides defined pension plan benefits, In market, hardly any employer offers this and this also demonstrates underlying understanding of long term career relationship btw employee and employer.
2. Oil prices are low, energy outlook indicates downward trends, industry wide layoffs
3. Record high profits , and job offshoring.
4. Comprehensive benefits