Lowe’s Canada has been a key player in the home improvement retail sector, operating under several banners, including Lowe’s, RONA, and Réno-Dépôt. In Ontario, Lowe’s maintains multiple retail locations, including in Brampton, where it competes directly with other large-format home improvement retailers.

Recent years have seen significant restructuring in Lowe’s Canadian operations. Store conversions, closures, and acquisitions (including Lowe’s sale of its Canadian operations in 2023) have impacted employees at all levels. In many cases, employees were offered severance packages that may not fully reflect their legal entitlements under Ontario law.

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What You Should Do If You’ve Been Let Go

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1. Don’t Sign the Severance Offer Immediately

Severance offers from large employers are typically accompanied by a request to sign a legal release. That release, once signed, prevents you from pursuing additional compensation — even if the offer falls far short of what you’re owed. Always seek legal advice first.

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2. Know the Difference Between ESA and Common Law Severance

Under Ontario’s Employment Standards Act (ESA), you may be entitled to:

• Up to 8 weeks of termination pay, and
• Up to 26 weeks of severance pay (if employed 5+ years and Lowe’s payroll exceeds $2.5 million, which it does)

But these ESA minimums are often just a fraction of what courts would award under common law. Depending on your role, length of service, age, and other factors, you may be entitled to up to 24 months’ pay.

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3. Understand Your Work History and Role

Your job title is only part of the story. Courts look at what your job actually entailed, how long you’ve worked there, whether you were in a management or specialist role, and how easy it would be for you to find similar work.

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4. Speak With an Employment Lawyer

Even if you feel the severance offer is fair, it’s worth having a legal professional review it. Many Lowe’s employees — including part-time and long-serving staff ,  discover they’re entitled to significantly more than they were initially offered.

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Frequently Asked Questions

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I worked part-time or on an hourly basis. Am I still entitled to severance?

Yes. Severance rights in Ontario are based on the nature and length of your employment — not whether you worked full-time or part-time. Many part-time employees are entitled to weeks or months of severance compensation.

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What if I was let go after my store was closed or converted?

Closure or restructuring does not eliminate your severance rights. Whether you were laid off due to downsizing, acquisition, or store conversion, you are still entitled to severance under Ontario law.

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My manager told me it was a “standard” package. Should I trust that?

No. “Standard” severance packages are often designed to meet ESA minimums, not your full legal entitlement. In many cases, the difference can be worth tens of thousands of dollars — or more.

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Does it matter that I was a long-service employee?

Yes. If you’ve worked at Lowe’s for several years — especially if you’re older or in a specialized role — your severance entitlements are likely much higher under common law.

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What if Lowe’s classified me as a “contractor” or “seasonal” worker?

Even workers classified as temporary or independent contractors may still qualify for severance if the relationship resembled regular employment. If Lowe’s had control over your schedule, duties, and pay, you may be misclassified — and owed compensation.

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I received a termination letter with a short deadline to accept. Can I ask for more time?

Yes. These deadlines are often used to pressure employees into fast decisions, but they’re not legally binding. Most employers will grant an extension if you request time to seek legal advice.

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At Randy Ai Brampton Employment Lawyers, we specialize in helping employees understand their rights during challenging transitions. Our experienced employment law team has extensive expertise handling termination and severance issues, particularly with large retail employers like Lowe’s Canada. We ensure your rights are fully protected and aim to maximize your severance package, providing a smooth transition to your next opportunity.

Please do not hesitate to contact our experienced Brampton employment lawyers for a free legal consultation. Randy Ai Brampton Employment Lawyers can be reached at 365-536-2474 or by filling out the contact form.