If you were laid off or terminated by Cummins in 2025, you are not alone — and you may be entitled to significantly more severance pay than you were offered.

Cummins Inc., like many large multinational employers, has announced or implemented workforce reductions as part of restructuring, cost-cutting, or operational changes. While layoffs are often framed as “business decisions,” your legal rights as an employee do not disappear.

As a Toronto employment lawyer who represents employees only, I have helped many professionals challenge inadequate severance packages from large corporations. This article explains what Cummins employees in Canada need to know before signing anything.

Were You Laid Off or Terminated by Cummins in 2025?

Cummins layoffs may affect employees across:

• Engineering and technical roles

• Corporate and administrative staff

• Sales, operations, and supply-chain teams

• Long-service and senior employees

• Canadian employees impacted by U.S.-driven restructuring

Whether Cummins called it a “layoff,” “termination without cause,” “position elimination,” or “restructuring,” the legal analysis is the same:
What severance are you actually owed under Ontario law (or your province’s law)?

 

Cummins Severance Packages Are Often Much Lower Than the Law Requires

Most Cummins termination packages are based on minimum employment standards or a company formula, not what courts routinely award.

In Ontario, employees are often shocked to learn that:

• ESA minimums are NOT the maximum

• You may be entitled to months — not weeks — of pay

• Long-service employees can receive up to 24 months of compensation

• Benefits, bonuses, commissions, RSUs, and pensions often must continue

Large employers frequently rely on the fact that employees:

• Are stressed and overwhelmed

• Are told they must sign quickly

• Assume the offer is “standard” or “non-negotiable”

That assumption is often wrong.

How Severance Is Calculated for Cummins Employees in Canada

If you were terminated without cause, Canadian courts apply the Bardal factors, including:

• Your age at termination

• Your length of service at Cummins

• Your role and seniority

• How difficult it will be to find comparable work

• Industry and market conditions

For example:

• A 45-year-old engineer with 10 years of service

• A senior manager with cross-border responsibilities

• A specialized employee in a shrinking market

These employees are often owed far more than what Cummins initially offers.

Do NOT Sign a Cummins Severance Package Without Legal Advice

Before signing:

• A release

• A separation agreement

• A severance package

• Any “enhanced” offer with a deadline

You should speak with an employment lawyer.

Once you sign, you permanently give up your right to additional compensation, even if the offer was unfair.

What Can an Employment Lawyer Do for Laid-Off Cummins Employees?

At Agha Law Professional Corporation, I help terminated employees:

• Review and challenge severance offers

• Negotiate significantly higher compensation

• Preserve bonuses, commissions, and benefits

• Address wrongful dismissal and bad-faith termination

• Assess human-rights or disability-related issues

• Structure settlements tax-efficiently

In many cases, I work on a contingency basis, meaning you only pay if I recover more for you.

Free Consultation for Cummins Employees Laid Off in 2025

If you were affected by Cummins layoffs in 2025, I offer a free, confidential consultation to review your severance package and explain your rights.

Serving Toronto and employees across Ontario and Canada
No obligation | No pressure | Clear advice

Contact Agha Law Professional Corporation today
Visit www.aghalaw.ca or call to book your free consultation