Updated Thursday, November 5, 2026, at 2:06 p.m. Fort Saskatchewan time, Alberta Time (ABT, UTC−06:00; 8:06 p.m. UTC). Sherritt International says it plans temporary layoffs for about 280 employees, or 47% of its Canadian workforce, for approximately 90 days while it works toward restoring metals refining at its Fort Saskatchewan, Alberta, refinery. The company says workers could be recalled earlier if operating conditions allow, but the public announcement does not set individual layoff dates, guarantee a return date, or spell out each worker’s benefit terms.
For affected workers, the first practical steps are to get the effective date and temporary-versus-termination status in writing, confirm health and retirement coverage with the plan administrator, and apply for Employment Insurance (EI) promptly if work and pay stop. The announcement’s 90-day estimate is a company forecast; it is not a substitute for checking the law, contract, or collective agreement that applies to an individual job.
In a November 4, 2026, company news release, Sherritt said approximately 280 employees—47% of its Canadian workforce—would be temporarily laid off as part of measures to preserve liquidity while the company works to restore refining operations at its Fort Saskatchewan facility. Sherritt described the expected duration as approximately 90 days and said employees might be recalled earlier depending on operational requirements.
The release also says some work will continue during the layoff period, including ammonia fertilizer and sulfuric acid production and sales, maintenance, and environmental protection and safety activities. That statement does not identify which positions will continue or promise that any particular employee will retain work. The release does not provide a worker-by-worker effective date, an individual recall date, or a full explanation of how employer-sponsored benefits will be handled.
That distinction matters: “temporary” describes the company’s announced plan, while eligibility for EI, continuation of a private benefits plan, and recall rights are determined by separate program rules and the employee’s documents. A forecast of roughly 90 days should not be treated as a guaranteed end date or a confirmed restart schedule.
Request the answers in writing and keep the notice, employment agreement, benefit booklet, and any collective agreement together. Useful questions include:
Do not assume that a provincial health card replaces private workplace coverage, or that every Sherritt employee has the same plan. Ask the insurer or plan administrator to explain what happens to claims incurred before and during the layoff, and save the response with the policy number and contact details.
Yes. The Government of Canada says to submit an EI application as soon as work stops. Applicants can send required documents after filing, so waiting for a Record of Employment (ROE) is not necessary. Service Canada says applying more than four weeks after the last day of work may result in lost benefits. Eligibility is not automatic: Service Canada assesses the interruption of earnings, insurable hours, and other qualifying conditions.
Check the ROE in My Service Canada Account when it becomes available. The Canada Revenue Agency says an employer generally has five calendar days after the end of the pay period in which an interruption of earnings occurs to issue an electronic ROE. Confirm that the employer, last day worked or paid, insurable hours, and earnings are accurate. If the document is missing after the applicable deadline or contains an error, contact payroll and Service Canada; do not delay an application while it is corrected.
Several temporary EI measures are currently posted for qualifying claims:
For context, the 2026 EI maximum is $729 per week, but most people receive a percentage of average insurable weekly earnings up to the cap. The actual amount and number of weeks depend on the claim and regional rules, and EI payments are taxable. Use the federal benefits estimator or apply for an individual decision rather than budgeting on the maximum.
For employees whose jobs are governed by Alberta employment standards, a temporary-layoff notice must be provided in writing before the layoff starts, identify the effective date, and include sections 62 to 64 of the Employment Standards Code. Alberta generally limits a temporary layoff to 90 days in a 120-day period. If an employee has not resumed work by the 91st day, employment is considered terminated and termination pay is owed if the employee qualifies.
There are important exceptions. A collective agreement may set recall or termination rights that determine when employment ends. Alberta also allows a temporary layoff to continue beyond the standard limit when an employer makes regular payments to or for the employee—such as wages, pension payments, or benefits—and the employee agrees to accept those payments instead of a fixed layoff limit. Ask which rule applies before agreeing to an extension.
Do not count 90 days from the date of the news release. The relevant start date is the individual layoff’s effective date, and the applicable agreement or payment arrangement may change the analysis. Alberta says group-termination notice is not required for temporary group layoffs. If temporary layoffs end in termination, employers must provide individual termination notices; separate group rules may apply based on the number of employees and location. Workers in another province should check that jurisdiction’s employment standards instead of assuming Alberta’s rules cover them.
If the notice is unclear, the contract does not address temporary layoffs, or a worker is asked to sign a release or give up recall rights, contact a union representative or an employment lawyer promptly. Alberta’s guidance notes that contract and collective-agreement terms can matter to the legality and consequences of a temporary layoff.
Alberta lists employment services for laid-off workers through Alberta Supports and Alberta Works centres. Services include career counseling, local labor-market information, job fairs and postings, résumé and interview workshops, and information about careers and training. The province also directs workers to emotional-support and income-support resources. These are general provincial services, not a Sherritt-specific payment or a guarantee of eligibility.
Workers can ask HR whether the company plans an information session or referrals to employment services, and ask a union about representation, recall lists, and negotiated benefits. Keep a simple record of the layoff date, notices, calls, applications, claim numbers, and deadlines. If a recall notice arrives, read it immediately and respond within the time stated in the agreement or notice; Alberta’s general standard requires a valid recall notice to be in writing and provide seven calendar days to return.
Sherritt says earlier recalls may be possible if operational requirements allow, but it has not published individual recall dates or confirmed how each employee’s benefits will be treated. A restart delay could extend uncertainty about income or coverage; an earlier recall could shorten it. Both are possibilities, not confirmed outcomes. Workers can reduce avoidable surprises by getting plan terms and dates in writing now, filing any eligible EI claim promptly, and keeping contact information current for recall notices.
Sherritt says approximately 90 days, but it may recall employees sooner based on operational requirements. The company has not published individual return dates.
Yes. Service Canada says to apply as soon as work stops and submit missing documents later. Waiting more than four weeks after the last day of work may affect benefits.
The public announcement does not confirm individual benefit coverage. Ask HR or the plan administrator for written coverage dates, payment requirements, and any continuation or conversion deadlines.
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