Being laid off a short time after moving for a job can leave people shocked, frustrated, angry or even ashamed. “People often feel embarrassed, like they did something wrong, or (wondering) how are they going to tell people that this has happened after they’ve made a big deal about making a move for a job,” said Meghan Reid, co-owner of Canada Career Counselling and a registered psychologist. Reid said the first step is to take a moment and process the difficult emotions that come with a layoff. After that, people can shift to more practical matters. “Of course, it’s hard to go through, but I have seen lots of people through layoff experiences come out so much better in the long run,” Reid said. If you’re being laid off, she said it is best not to sign any documents on the spot and to take any paperwork to an employment lawyer. Instead, she said it is best for employees to fully understand what they are entitled to regarding severance and potential benefits coverage. From there, she said the next step is applying for employment insurance. Reid said it is best for your mental health to set a schedule and follow a routine when applying for new jobs. “A lot of people panic, and they’re just 24 hours a day thinking about it; don’t do that. Organize your time and set daily goals for yourself.” Reid said it can also be a good time for a career reassessment; look at strengths and weaknesses and consider where to live going forward. “It is a good opportunity to evaluate if they stay in that new location or move back to where they’re originally from or a different location altogether ... when people have invested in something, sometimes they feel like they need to keep pursuing or keep investing in it,” Reid said. Choosing to stay, she said, may leave someone further from friends and family — their typical support network. Sunira Chaudhri, founder and partner at Workly Law, said if you are laid off after relocating for a job in Ontario, employees would be entitled to at least the minimums covered by the Employment Standards Act, and potentially more. “If you have worked somewhere for six months or more, you can expect that there’s going to be some notice owing to you, that could be notice of your termination, meaning you’ll be given a week or two heads up that your role is being terminated,” she said. “Or you’re going to get a week or two of pay, and your benefits have to continue for that period of time as well.” Chaudhri advised people may want to use their health and dental benefits before they lose access. If someone’s employment period was relatively short, Chaudhri said they may be entitled to more than they think. She said those working in niche industries where it might be harder to get another job in their field could have that recognized by the court. Chaudhri said courts also recognize that when employees move to a new location, it could take them longer to re-employ if they lose their job. “Most employers should keep in mind that if you are having an employee move to accept a new job, it’s going to take them longer to re-employ. So employers are often encouraged to be a bit more generous on termination packages to recognize the move and the change.” Lior Samfiru, an employment lawyer and co-founding partner at Samfiru Tumarkin LLP, said anyone relocating for a job should try to negotiate appropriate terms in their employment agreement beforehand. He said employees can ask for terms like expenses for moving back home or additional severance in the event of a layoff. But Samfiru said sometimes people sign employment agreements with unfavourable terms, such as no relocation expenses or no help in finding new employment if the job falls through. “If you can’t agree to a favourable employment agreement, just don’t agree to a restrictive one,” Samfiru said. “What I mean by that is if the employment agreement is silent on the issue of termination and relocation, then the law does come in and provide you remedies if it’s silent. The law stays out of it if you’ve agreed to restrictive terms.” Samfiru said employees can underestimate how much leverage they have when negotiating a job offer that requires moving. “Even in a less senior role, an employer goes through a hiring process, they interview a bunch of people and ... eventually they find, ‘This is the right candidate for us,’” he said. “At that point, that employee has something that the employer wants: themselves. And there’s the ability to negotiate.” If an employee isn’t able to negotiate away unfavourable terms in their employment agreement, Samfiru said he thinks it is too risky to make the decision to move for the position. But even if someone has been terminated after relocating and they signed a document with negative terms, they can still try to appeal to their former employer on a human level. “Forget about the legalities and talk to them about the impact on you and hope that they can help you,” Samfiru said. “I have seen employees be able to do that successfully and at the end of the day, I don’t think anyone wants to burn bridges or anyone wants someone else to get hurt.” This report by The Canadian Press was first published Oct. 8, 2026. Daniel Johnson, The Canadian Press
