Walmart Canada operates over 400 stores and employs more than 100,000 people nationwide. In Brampton, Walmart’s operations include large-format stores and regional distribution centers, making it one of the city’s major retail employers. While the company frequently hires, it also undergoes regular operational reviews and staffing adjustments — including job eliminations, store closures, and performance-based terminations.

Whether you’re in store management, logistics, merchandising, or frontline retail, job loss can be stressful, especially if you're unsure what the severance offer in front of you actually means under Ontario law.

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Your Action Plan After Termination from Walmart

Here’s a revised approach to understanding your legal position:

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Step 1: Pause — Don’t Rush to Sign

Take a breath. Even if you’ve been told there’s a deadline to accept your severance offer, know that you do not have to sign immediately. Many deadlines are flexible, and legal review is essential.

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Step 2: Assess the Type of Termination

Were you let go without cause? Was your store shut down? Were you offered a buyout? Each scenario has different legal implications , and not all severance offers reflect your full entitlements under Ontario’s common law.

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Step 3: Consider Your Work History

Make a note of the following:

• Your total length of service
• Your position and responsibilities
• Your age
• Your ability to find similar work

These factors determine how much severance you may be owed under common law — which often significantly exceeds the Employment Standards Act (ESA) minimums.

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Step 4: Get a Legal Opinion

Retail employers often offer packages based on ESA minimums — but many employees are actually entitled to 6, 12, or even 24 months of compensation under common law. Speaking with a lawyer can help you discover whether you’re being short-changed.

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Step 5: Protect Yourself

Keep written records of all communication with Walmart (termination letters, emails, severance offers), and avoid discussing your case with co-workers or managers post-termination. Everything you say could potentially affect your legal position.

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I’m an hourly associate. Can I still get severance?

Yes. Under Ontario law, even part-time and hourly workers are eligible for severance, especially if they’ve worked for a long time. Courts recognize the value of consistent service, regardless of title or classification.

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What if I was terminated for performance issues?

If there was no serious misconduct, you are likely still entitled to severance. Many employers claim "performance issues" to reduce severance obligations, but without progressive discipline or clear warnings, you may have grounds for a wrongful dismissal claim.

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I worked at a Brampton distribution center. Are the rules the same?

Yes. Warehouse, logistics, and fulfillment staff have the same legal protections as store staff. You are still entitled to ESA minimums and potentially more under common law.

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I was hired as a seasonal or temporary employee. Do I have rights?

Possibly. If your job extended beyond the original timeline or became ongoing, courts may view you as a permanent employee — which can trigger severance entitlements.

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Does my severance increase if I’ve worked for 10+ years?

Yes. Longer service almost always results in a larger severance entitlement. For example, a 50-year-old employee with 12 years of service in a full-time role could be owed 12–18 months' compensation.

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I was offered a lump sum payment. Is that a good sign?

Not necessarily. Lump sums may appear generous, but they could still fall short of your legal entitlements. You also need to understand how these affect taxes, benefits, and pension contributions before accepting.

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At Randy Ai Brampton Employment Lawyers, we specialize in helping retail and warehouse employees understand their rights during difficult transitions. We’ve advised employees from Walmart and other major retailers across Ontario. Whether you worked at a Brampton Supercentre or a regional distribution hub, our team can review your situation, explain your options, and help you secure the severance you deserve.

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