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Repair Windows errors before they cause bigger problemsFix Now →Fix the driver behind crashes, sound loss and screen glitchesFind Drivers →About 400 Rogers technical employees and managers were reported to have transferred to Ericsson in April 2025 after being offered a choice between accepting severance or signing Ericsson employment contracts. Months later, Ericsson announced job cuts as it consolidated Canadian network-management work with global operations. The reported layoff counts differ sharply, and the sources available through April 30, 2026, do not establish one reconciled final total.
What happened in the Rogers-to-Ericsson transfer?
In April 2025, Rogers reportedly told roughly 400 technical employees and managers to accept severance packages or sign employment contracts with Ericsson, which would support Rogers’ wireless network. The description “forced to join” reflects how the choice was characterized in reporting and by workers and a lawyer; it is not a finding by a court or tribunal. MobileSyrup’s September 2025 report covered the transfer, while iPhone in Canada’s April 2025 coverage quoted an employment lawyer on the reported choice.
How many people were laid off?
The published figures refer to estimates from different sources and may cover different groups or layoff batches. They should not be added together or treated as a verified final count.
| Reported figure | What it describes | Source and qualification |
|---|---|---|
| Roughly 400 employees and managers | The initial Rogers-to-Ericsson transfer | MobileSyrup’s 2025 reporting; this is the reported transfer size, not a layoff count. |
| Roughly 360 workers | An affected employee’s estimate of layoffs in two batches | Reported by MobileSyrup in 2025; Ericsson disputed this estimate. |
| About 100 employees | Ericsson’s estimate of impacted employees | Relayed by MobileSyrup in 2025. Ericsson pointed to reporting about October layoffs; MobileSyrup noted that report did not cover the January group it had heard about. |
| 115 technicians | The technician group described in the alliance brief | The Canadian Telecommunications Workers Alliance’s 2025 committee brief said most were to be laid off October 31, 2025, with a small group retained until January 31, 2026. |
The dates and alliance figure come from the Canadian Telecommunications Workers Alliance’s 2025 brief. MobileSyrup reported October 31, 2025, and January 31, 2026, as end dates for the groups it described. Because the accounts may have different scopes, the dates do not resolve the conflicting headcounts. The cited sources do not establish whether further layoffs occurred or a final total.
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What reason did Ericsson give?
Ericsson said it was bringing its Canadian network-management services team together with its global operations. In a statement published by MobileSyrup, the company said it would provide severance, career-transition services, workshops and other support to departing employees. Spokesperson Nathan Gibson also told MobileSyrup that the unionization attempt “was not a factor” in the announced layoffs. These are the company’s stated position and commitments; an affected employee quoted by MobileSyrup disputed the adequacy of the support and the rationale for the changes.
How does the union story relate to the layoffs?
United Steelworkers Local 1944 filed a certification application in July 2025 seeking to represent about 200 transferred workers, according to MobileSyrup. A later filing included 37 of the 100 workers Ericsson said were impacted.
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In a November 2025 update, the union said the Canada Industrial Relations Board certified it to represent more than 200 Ericsson field technicians working on Rogers infrastructure. The union explicitly said these field technicians were a different group from the Ericsson workers whose work had recently been offshored. The certification should not be read as proof that the offshored group was the same group or that every affected worker was represented. Local 1944’s November 12 update describes the certification and its distinction between the groups.
At a House of Commons committee hearing on April 30, 2026, union organizer Corey Mandryk said Ericsson opposed the application on the grounds that the workers were no longer federally regulated and instead fell under provincial jurisdiction. That was Mandryk’s account of Ericsson’s position; his testimony is not a final ruling on jurisdiction. The committee evidence records the testimony.
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What work was moved, and what were the security concerns?
The alliance brief describes the affected roles as work in Network Operations and Technical Assistance Centres, including operating, maintaining and securing Rogers’ wireless network and towers. It says the operational work was moved to India. MobileSyrup also reported meetings on September 8, 2025, and an employee’s account that some workers were told they would help transition work to India.
Mandryk told the committee that technicians who worked directly on the infrastructure were concerned about the work going overseas and raised questions about operational control and security. He relayed one technician’s words: “If you knew what I knew, if you did the work that I did, you would be petrified of that work going overseas.” The original technician was not identified. These are worker and union concerns, not evidence that a security breach occurred or a government finding that the network became insecure.
What should an affected worker consider about severance?
Employment lawyer Lior Samfiru told iPhone in Canada that an employee could not be made to quit and argued that a worker who declined Ericsson should receive full severance. He also said materially different terms in an offered job could support a wrongful-dismissal claim. Samfiru’s comments are legal opinion, not a ruling or a determination of any individual employee’s entitlement.
Quick Recap
- Keep and review the Rogers and Ericsson documents, including any transfer or new-employment offer, severance agreement, release and written communications about the choice.
- Check the terms and deadlines that apply to your own documents before signing or deciding whether to accept an offer.
- Seek advice from a qualified Canadian employment lawyer about your circumstances. The reporting does not establish a guaranteed claim or a standard severance amount for every affected worker.
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