As of May 2026, Cloudflare plans to eliminate more than 1,100 jobs globally, or around 20% of its workforce. News outlets, including Reuters, report that the cybersecurity company is working to accelerate the integration of artificial intelligence (AI) into its operations.

The impact on Cloudflare’s Canadian headcount remains unclear. According to LinkedIn, the company currently employs more than 150 people in the country.

If you’re a non-unionized worker or manager at Cloudflare in Canada, which is a provincially regulated employer, understanding these developments is the first step in ensuring your legal rights are protected during this period of restructuring.

Your Rights as a Non-Unionized Employee

Whether your departure is labelled a “layoff,” “restructuring,” or a “voluntary package,” your legal rights are governed by Canadian common law.

How Severance Pay Works

For non-unionized staff and managers at Cloudflare, severance pay isn’t determined by a single internal policy.

Instead, it’s based on the unique circumstances of your situation:

• The 24-Month rule: Depending on your age, length of service, and the nature of your role, you may be entitled to up to 24 months of severance pay.
• Managerial complexity: For managers, severance must often account for bonuses, RSUs, and stock options.
• Provincially regulated status: Because Cloudflare is a provincially regulated employer, specific rules under a province’s employment legislation apply alongside common law...

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