Rogers reportedly offered voluntary departure and retirement packages to some employees in April 2026, but the company has not disclosed how many workers accepted or will leave. The offer followed a July 2023 program, making it the second reported program in the public record—not a round Rogers itself publicly numbered.
How many Rogers employees are affected?
Rogers has not publicly disclosed how many employees will be affected by the April 2026 offer. Reports describe the eligible population, not the number who accepted a package or ultimately departed.
Broadcast Dialogue described the offer as covering roughly half of an estimated 20,000 employees. The Canadian Press, in a CityNews report, relayed a Bloomberg estimate of about 10,000 eligible employees and separately cited approximately 25,000 employees in Rogers’ 2025 annual report. These figures have different sources and workforce descriptions; none is a company-confirmed count of departures. Broadcast Dialogue; CityNews
Which employees were reportedly eligible?
Global News reported that packages were offered in “most” teams, including internet, wireless and cable. Rogers said some teams in business units and corporate functions were eligible. Reported exclusions included union employees, on-air talent, Sportsnet employees, and workers at Maple Leaf Sports & Entertainment and the Toronto Blue Jays. Global News
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Eligibility may depend on an employee’s team and circumstances. Public reports do not establish any individual’s eligibility; employees need to consult their own official communications.
Why is this called the second reported program?
Rogers’ Q2 2023 financial statements say the company offered a voluntary departure program to a group of eligible employees in July 2023 as part of a “total business transformation initiative.” The April 2026 offer is therefore the second program in this chronology. The company’s 2026 statement did not call it a second round, and public sources do not show that the two programs had the same eligibility, terms or participating groups. Rogers Q2 2023 financial statements
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| Program period | Publicly reported context | What is established |
|---|---|---|
| July 2023 | Business transformation initiative | Rogers said it offered the program to a group of eligible employees; it expected $100 million to $125 million in related restructuring costs in Q3 2023, according to its financial statements. |
| April 2026 | Adjusting cost structure to reflect business realities | Reports described voluntary departure and retirement packages across some teams. Individual package terms and employee uptake were not publicly disclosed. |
What did Rogers say about the 2026 offer?
Rogers spokesperson Zac Carreiro said the company was “taking steps to adjust our cost structure to reflect the business realities of the current environment.” He said some teams chose to offer voluntary departure and retirement programs to give employees a choice about whether to stay or begin a new chapter. Global News
Global News also reported that CEO Tony Staffieri had told shareholders Rogers needed to reduce operating costs and capital investment plans amid regulatory and competitive pressures. That is context for the company’s stated rationale, not proof of a particular cause or of the number of jobs affected.
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What does the $120 million figure mean?
Rogers’ Q2 2026 results, released July 22, 2026, reported $120 million in costs arising from a voluntary departure program. This is an accounting cost figure; it is not the average package value, a disclosed total payout to employees, or a count of accepted offers. The release does not establish the number of workers who left. Rogers Q2 2026 results
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What remains undisclosed?
- The number of employees who accepted packages or ultimately departed.
- Individual severance amounts, benefit continuation, deadlines and application procedures.
- Whether Rogers set a target for headcount reductions.
- An employee’s personal eligibility or offer terms.
Employees should rely on their own official offer documents and company communications for personal terms and deadlines.
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