#layoffs

Back from 3days off & 1 of my colleagues is gone..layed off my other colleague told me. the dreaded vvv..on their email. No email, no talk no anything to team from our manger. This place is unreal.. Wove almost dead & going to pasture. How many more casualties?

PepsiCo doesn't publish a standalone "layoff budget." The number that functions as one is the restructuring envelope for the 2019 Productivity Plan, which was expanded and extended through 2030. Here's where it stands per the latest 10-Q (quarter ended June 13, 2026).
The envelope
Total expected pre-tax charges of about $6.15 billion, roughly $5.1 billion of it cash. The mix is about 50% severance and other employee-related costs, 15% non-cash asset impairments from plant closures, and 35% other implementation costs (contract terminations, consulting). That makes the severance line roughly $3.1B over the life of the plan.
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Segment split: PBNA 25%, EMEA 25%, PFNA 20%, Corporate 15%, LatAm Foods 10%, Asia Pacific Foods 3%, IB Franchise 2%. PBNA is the single biggest bucket, ~$1.5B.
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Spent vs. remaining
Budget Booked thru 6/13/26 Left
Severance / employee ~$3.1B ~$1.84B ~$1.2B
Asset impairments ~$0.9B ~$0.6B ~$0.3B
Other ~$2.15B ~$1.35B ~$0.8B
Total $6.15B ~$3.79B ~$2.4B
Basis: plan-to-date through 12/27/2025 was $3,610M — $1,789M severance, $546M impairments, $1,275M other, plus $182M booked in the first 24 weeks of 2026 ($51M severance, $59M impairments, $72M other).
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Run-rate
FY2025 was the heaviest year at $983M, vs. $727M in 2024 and $445M in 2023.
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H1 2026 charges fell to $182M from $426M a year earlier, and cash restructuring payments were $264M vs. $387M. Q2 alone was only ~$49M, and PBNA actually recorded a $15M credit in Q2 — a reversal of previously estimated amounts.
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The severance accrual on the balance sheet at year-end 2025 was $308M; $172M of severance cash went out in H1 2026.
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Three things worth noting
The December 2025 Elliott-era reset didn't come with a new envelope. After Elliott's $4B stake, PepsiCo announced North America workforce reductions and a 20% cut to U.S. SKUs with cost actions starting in 2026, and the HQ cuts targeted Chicago, Plano and Purchase — but $6.15B is unchanged in both 2026 10-Qs. The heavy booking happened in FY2025; H1 2026 P&L charges are the lightest in three years.
Layoff News Now
Resume Mansion LLC
The mix shifted toward physical footprint. The Q3 2025 filing put impairments at 10% of the plan; the 2026 filings say 15%. That lines up with the closures now landing: Cheverly, MD bottling — 143 laid off, manufacturing and warehouse ended Sept. 14, sales and delivery continuing; a Frito-Lay distribution plant in California earlier this year, 248 jobs; 105 permanent layoffs at PepsiCo Beverages Sales in Columbia, SC, last day Oct. 18. Those hit impairments and severance in H2 2026.
pep-20250906 +3
~$2.4B total / ~$1.2B severance left to book over 4.5 years is a lower annual pace than 2024–25 unless the plan gets raised again. The December outlook targets a record year of productivity savings in 2026 and at least 100 bps of core operating margin expansion in aggregate over the next three fiscal years — if that requires more headcount action than the remaining envelope supports, expect the $6.15B to move in the FY2026 10-K

Meeting Summary:

The "All" "Hands" gaslighting festival in full force today.

Disregard how this company and its leadership is objectively and universally despised by its workforce, customers and students; those feelings are invalidated because Cengage has SEVEN PERCENT EBITDA.

According to MH, "REVENUE GROWTH" is the only marker of a healthy company. Not culture -- REVENUE. Just ignore the incongruency here that everyone on staff is looking for a way out and/or laid off; we are healthy because we now churn more cash to service our debt! F your feelings.

A group of complete Chuds tossing around buzzwords and saying nothing.
Max comedy.

An audience of 1: Wall Street backslash Apollo.

Say goodbye to anyone that doesn’t see a customer in person. Tier2 support, most of PS, sales support, etc. are all going overseas and most of our legacy knowledge that cannot be replaced will be gone. Sorry for those of us that will still be here to pick up the slack.

With October 2nd just a week away, I still haven't heard when/where/how I am turning in my.company car and equipment, what our schedule will be, or what the plan is since FTOW were told this week that the program starts the 1st. I've also heard of MOD changes as well.
Absolute radio silence from my DM. I have reached out to them and havent heard anything back.
Have any SRs that are leaving recieved any details about next week yet?
I have talked to HR about the paperwork but nothing on the subjects I listed above.

After three rounds of layoffs in such a short period of time, it is difficult to put into words how discouraged and hurt many of us feel.

As someone who has worked on the DTP side of the business, I have watched talented, hardworking people continue to give everything they have to this company, only to see colleagues lose their jobs again and again. January was difficult. February was another blow. Now, facing a third round, it is becoming increasingly hard to believe that employees are truly viewed as the company's most important asset.

From where I sit, the decisions being made feel reactive rather than strategic. There seems to be a growing disconnect between the people making decisions at the executive level and the employees who are actually in the field, working with patients, customers, providers, and one another every day.

What hurts most is the loss of trust. Employees hear messages about stability, culture, growth, and commitment to people, but those messages become harder to believe when another round of layoffs follows shortly afterward. Morale suffers, people begin wondering whether they will be next, and even those who remain are left questioning the future.

There are incredibly talented and dedicated people at Inogen, and they deserve leadership that makes them feel valued, supported, and confident in where the organization is going. Right now, many of us simply do not feel that.

If you are considering joining the company, I would encourage you to ask difficult questions about stability, leadership strategy, turnover, and the recent layoffs before making your decision. The public messaging may sound positive, but employees living through these repeated reductions are experiencing a very different reality.

Three rounds of layoffs leave a mark. Not only on the people who lost their jobs, but on everyone who remains.

Yes, an AI bubble burts would be bad but what's currently happening is worse. They have ALL the leverage right now. There's no mobility for anybody to push back on how awful this place and others have become.

If you’re feeling like the machine is marginalizing you or undermining your talents…start observing what is happening to cash cow Guyana 🇬🇾. A classic case of operational excellence meeting over delivery and short term aggressive production guidelines. The accelerated production is starting to manifest its self hard…with well failures and increasing water and gas conning. Every new FPSO will only uplift legacy declines and there is no chance in he-l delivery 1,700,000 bopd for any consistent amount of time, by 2027 we will see -25,000 bopd month on month…it will be shocking…PIPs get intentional

I will start - The organisation is starting to fail across the board with all of the reorganizations. The talent pipeline weak. We are seeing a huge proportion of the new grads leaving but more concerning is the 15-25year range who have frankly had enough of the BS. No raises, more BS and the opportunities are less. The new D and S model is so much worst than the old system (sounds like our PA system) and only helps the HIPos. And Darren will retire just before the s hits the fan. Goodbye long term growth.

In hindsight, he said he wished he had not exposed Pioneer employees to Exxon’s “notoriously cut-throat and dysfunctional culture” but instead pursued takeovers of other US oil companies such as Range Resources or Endeavour Energy Resources.

https://finance.yahoo.com/energy/articles/shale-tycoon-claims-exxon-ceo-124336695.html

https://www.ft.com/content/ad6d56fa-6a6e-43bd-8f12-205a3f94ac0e?syn-25a6b1a6=1

In hindsight, he said he wished he had not exposed Pioneer employees to Exxon’s “notoriously cut-throat and dysfunctional culture” but instead pursued takeovers of other US oil companies such as Range Resources or Endeavour Energy Resources.

https://finance.yahoo.com/energy/articles/shale-tycoon-claims-exxon-ceo-124336695.html

https://www.ft.com/content/ad6d56fa-6a6e-43bd-8f12-205a3f94ac0e?syn-25a6b1a6=1

In hindsight, he said he wished he had not exposed Pioneer employees to Exxon’s “notoriously cut-throat and dysfunctional culture” but instead pursued takeovers of other US oil companies such as Range Resources or Endeavour Energy Resources.

https://finance.yahoo.com/energy/articles/shale-tycoon-claims-exxon-ceo-124336695.html

https://www.ft.com/content/ad6d56fa-6a6e-43bd-8f12-205a3f94ac0e?syn-25a6b1a6=1

In hindsight, he said he wished he had not exposed Pioneer employees to Exxon’s “notoriously cut-throat and dysfunctional culture” but instead pursued takeovers of other US oil companies such as Range Resources or Endeavour Energy Resources.

https://finance.yahoo.com/energy/articles/shale-tycoon-claims-exxon-ceo-124336695.html

https://www.ft.com/content/ad6d56fa-6a6e-43bd-8f12-205a3f94ac0e?syn-25a6b1a6=1

My friends at Exxon have told me how bad things have gotten but this is unbelievable.

In hindsight, he said he wished he had not exposed Pioneer employees to Exxon’s “notoriously cut-throat and dysfunctional culture” but instead pursued takeovers of other US oil companies such as Range Resources or Endeavour Energy Resources.

https://www.ft.com/content/ad6d56fa-6a6e-43bd-8f12-205a3f94ac0e?syn-25a6b1a6=1

https://finance.yahoo.com/energy/articles/shale-tycoon-claims-exxon-ceo-124336695.html

https://www.ft.com/content/ad6d56fa-6a6e-43bd-8f12-205a3f94ac0e?syn-25a6b1a6=1

https://finance.yahoo.com/energy/articles/shale-tycoon-claims-exxon-ceo-124336695.html

In hindsight, he said he wished he had not exposed Pioneer employees to Exxon’s “notoriously cut-throat and dysfunctional culture” but instead pursued takeovers of other US oil companies such as Range Resources or Endeavour Energy Resources.

Below are comments from TIAA employees about their failing partnership w/ACN. This is right from our sister board at The Layoff. A true harbinger of things to come.

@rk you need to have the concept of quality to implement quality control, something both Offshore and and Accenture team assigned to TIAA lack. Accenture is not this bad with other clients so TIAA got the worst of the lot, mostly because TIAA offshore running a lot of this has an extremely low bar. TIAA is going to lose in the long run just save some money now. His can the CEO/CTO NOT SEE THIS! SAD!!
12h ago by T is Bad
7 reactions (+7/-0) | Reply
Post ID: @ry+1m327nxmv
 +7 

•••
@jp never seen a partnership deal)this bad. Whoever orchestrated this atrocity should be fired..both at TIAA Management side and accentuare discovery team. Terrible, all the good TIAA employees and contractors left or did not consent to join Accenture, Accenture got the bad leftovers. I also heard that they are cutting hourly rates for contractors, that means more good ones are going to jump ships, reducing SLAs, quality even further.
1d ago by Anonymous
6 reactions (+5/-1) | Reply
Post ID: @md+1m327nxmv
 +4 

@gb it’s terrible. The ACN teams don’t even work in alignment and you join a call and it’s a new group of ACN teams that are clueless to what is being handed off to them. They give absolutely ridiculous timelines even after showing them the processes and testing requirements. They just throw out dates and demand you fill out their status tracker spreadsheets. They bang on the desk to try and show they are busy. Completely worthless partnership that is holding us back.
1d ago by Anonymous
13 reactions (+13/-0) | Reply
Post ID: @jp+1m327nxmv
 +13 

A lot of discussion on degraded contractor capability but little discussion of degraded EM capability and rising number of mid career resignations. All roses and rainbows and talk of increasing headcount through hiring and pulling from operations groups. Meanwhile we aggressively drop the ranking of those with proven capability, pace out their promotions, and give them no meaningful raises all while cutting benefits and reducing expat compensation and beating the drum of how important mobility is. What a joke.

Starbucks is closing approximately 250 North American stores as part of a cost-cutting strategy. This initiative aims to reduce expenses by $2 billion by fiscal year 2028. The company is also laying off over 200 corporate employees, including those in technology and design roles. These changes are intended to streamline operations and enhance customer experience. Starbucks plans to reinvest in over 1,000 locations with improved designs.

Seattle, Washington

https://z100.iheart.com/content/2026-09-24-starbucks-closing-hundreds-of-cafes-in-streamlining-effort/

We've hired 500+ H1Bs in first 8 months of 2026. All while we laid off 1000s of Americans.

I've posted the source below, it's from dpt of labor, but H1BHQ.com lets you search it - will run analysis on the numbers and will reply to this post.

Source

https://h1bhq.com/search?employerSlug=CITIBANK-N-A&fiscalYear=2026&pageSize=25

I averaged salaries per job title - will run numbers on cities and dates:

Financial Solutions Senior Group Manager -- $250,000
Trader -- $225,000
Quantitative Analyst -- $225,000
Digital Software Engineer Senior Lead Analyst -- $220,000
Balance Sheet Management Senior Lead Analyst -- $198,255
Specialized Analytics Lead Analyst -- $197,150
Engineering Group Manager -- $188,014
Applications Development Technical Lead Analyst -- $176,562
Data Analytics Senior Manager -- $175,502
Applications Development Senior Manager -- $167,271
Digital Software Engineer Lead Analyst -- $165,591
IT Business Lead Analyst -- $165,490
Applications Development Tech Lead Analyst -- $160,873
Applications Development Technology Lead Analyst -- $160,081
Data Analytics Lead Analyst -- $159,804
Model/Analysis/Validation Officer -- $157,673
Applications Support Tech Lead Analyst -- $157,572
Engineering Lead Analyst -- $157,153
Applications Support Technical Lead Analyst -- $156,349
Information Security Technical Lead Analyst -- $156,162
Credit Portfolio Officer -- $155,325
Applications Development Senior Programmer Analyst -- $151,039
Application Support Technical Lead Analyst -- $149,036
Digital Software Engineer Senior Analyst -- $146,400
Applications Development Manager -- $145,642
Digital Tech Program Lead Analyst -- $145,338
Modeling/Analysis/Validation Officer -- $145,000
Data Science Lead Analyst -- $142,378
Model/Analysis/Validation Senior Analyst -- $129,035
Digital Software Engineering Senior Analyst -- $129,000
Product Developer -- $124,200
Credit Portfolio Senior Analyst -- $124,050
Regulatory Risk Officer -- $68,316

Raw Data:

https://hastebin.com/share/oyezoleboc.swift

Can we get back to the purpose of this site? When are the layoffs coming, who’s impacted? Somebody knows something!

Previous post saying September but September is over next week.

We’ve heard of massive Volvo layoffs coming, partly through attrition, but many more to be directly affected. Anyone heard anything more definitive?

Just saw one of the fastest thread takedowns I think I've ever seen. It may have been there a minute or two before I saw it but I was in the middle of responding to it when it disappeared. 😂

I guess it was one of the trolls at T bragging about their new AI something or another that was in the news today.

But it got me to thinking.

What are we doing with our wireless network right now?

I have no idea what we've done recently to improve it.

All I hear about is dark fiber, data centers and free AI training for the nation.

And with T getting two big announcements in two days for their 5G improvements, is Dan's plan to actually let the wireless side kind of fizzle out?

Wireless does seem to be the focus of a lot of the layoffs lately unless I am mistaken.

Any info on the next round? I hate holding my breath every year when it starts happening. Just me?

Verex pharmaceuticals is notorious for having "layoffs".

It boils down to whomever does not fit this mysterious company culture where asking questions is considered offensive or uncalled for.

How do you exhibit change towards being more successful without asking questions??

With this new H1B rule, IBM, with quarterly layoff, will no longer be able to onshore Indians to take US Citizen's job. This rule must extend to existing H1Bs already in USA to replace them with US Citizens who are likely better qualified.

https://news.bloomberglaw.com/daily-labor-report/white-house-h-1b-order-puts-employer-layoffs-under-microscope

Hey, Comcasters! Let's help each other out. List your best tips, tricks, or advice for on what to do to maximize Comcast benefits before being laid off.

• For example, Flex Days and Floating Holidays are not paid out, but vacation days are. So, use your Floating Holidays first, then your Flex Days, and save your vacation days for last.

• Also, take advantage of your EdAssist educational benefit, which provides up to $8,000. According to the PDF, you become ineligible on the day you are notified of your layoff, so be sure to submit your request before you receive notice.

Comcast has perfected a strange kind of prison: one where the doors are technically unlocked, but everyone is too afraid to walk out.

That was Comcast for me. Sad energy. Re-org after re-org. Everyone seemingly operating with cortisol dialed sky high, with the stress slowing ki-ling them.

And I kept asking myself: why do you guys choose to be a Comcast corporate slave? Is the paycheck really worth surrendering that much of your time, energy, and peace?

The only difference between being a slave back then and today is that you have to house and feed yourself.

Three long-term IBM employees allege they were fired to make way for younger hires, citing a "smoking-g-n" Slack message as evidence. The complaint details internal documents that allegedly labeled older workers with derogatory terms and outlined plans to hire a majority of "Early Professionals" and "Campus Hires." This lawsuit claims IBM has a pattern of age-based workforce reductions, referencing past investigations and internal language used to target senior staff. The workers are seeking back pay, lost benefits, and reinstatement or front pay. These allegations have not yet been proven in court.

New York, NY

https://www.hcamag.com/us/specialization/employment-law/stray-slack-message-allegedly-exposed-ibms-plan-to-replace-older-workers/590539

Government has clearly mandated with a rule that if they layoff an American protected worker (Citizen, Permanent Resident) and they keep on hiring and promoting H1Bs fines in millions are incoming. If actions are believed to deviate from the interests of the people of this country there is some one paying the penalty.

I still have yet to receive any communication from IT for equipment return despite adding in my personal email before leaving as instructed. I called HR 2x asking and they just direct me to IT (who is outsourced and had no idea of the lay-off when I asked them about not receiving an email about equipment return). Also, no one has responded to the envelope they are supposed to send for any hard copy materials to be returned. Anyone else experiencing this?

1:1? A phone call? An email? Something else? What should we be looking for?

It looks like credentialing is also getting outsourced to India, can't wait to see how many regulatory and compliance issues this could create.

https://www.fiercehealthcare.com/payers/unitedhealthcare-cigna-centene-sign-certifyos-new-provider-credentialing-model

Trying to find out names and I'll post but I've heard last day is 9/30 at least for this one group.
Post here as you find out details.

I shouldn't be coming to an anonymous forum to learn there were more cuts today. We should know things like that. Good leadership wouldn't be so scared to tell us what's going on, even if it's negative. We're being run by a bunch of incompetent cowards.

Includes a fireside chat between Ed Z and Michael A including priorities and updates in progress.

I don’t know anything, but I would guess this town hall will occur post reorg and layoff announcements.

Thinking about working at PepsiCo? Here's the last five years, by the numbers.

No opinions below, just what happened between September 2021 and today.

The stock
Sept 2021: $154. Today: $129. Down 16%, sitting at a 52-week low, roughly 25% below its high of $171.

Coca-Cola over the same five years: about $54 → $88, up more than 60%. Same category, same shelf, same customers.

Procter & Gamble: about $142 → $148. Basically flat, and it still beat PEP.
S&P 500: up around 70% over the same stretch.

With dividends reinvested: Coke returned roughly +84% over five years, P&G about +16%, and PepsiCo roughly zero.

What that did to employee equity
PEP traded somewhere between roughly $130 and $180 at every annual grant window from 2021 through 2026. At $129, every stock option granted in that window is underwater. Five years of option grants, zero value.

RSUs granted in that window are worth 70–85 cents on the dollar. $100K of RSUs granted in Sept 2021 is about $84K today. The same $100K in KO stock would be about $164K.
If you were told "equity is a big part of your comp," you were paid in paper that went down while the market went up 70%.

Headcount and plants
Dec 2022: hundreds of HQ layoffs targeted at Chicago, Plano and Purchase.

2024: the Danville, IL Quaker plant closed permanently after a salmonella recall, with 510 employees laid off. The FDA later said the plant may have been contaminated with salmonella for four years. Bottling plants in Cincinnati, Harrisburg and Atlanta also shut that year, with roughly 300 people let go.

2025: the Liberty, NY Frito-Lay plant closed and all 287 workers were laid off. Two Orlando Frito-Lay facilities followed in November, 454 at the plant and another 46 at a warehouse.

Dec 2025: workers in the New York, Chicago and Texas offices were told to work remotely the week the cuts landed. Over 450 corporate roles were eliminated in that wave, and cuts continued into 2026.

2026: the Rancho Cucamonga distribution center closes by June 6, eliminating 248 jobs, and the corporate restructuring is still running.

Elliott Investment Management took a $4 billion stake in September 2025, and the company responded with a plan to cut 20% of U.S. SKUs and reduce costs starting in 2026. The stated goal is more than $1 billion a year in savings, with the job cuts concentrated in middle corporate layers.

In February 2026 PepsiCo cut prices up to 15% on Lay's, Doritos, Cheetos and Tostitos. Frito-Lay North America volume was still flat in Q2, and beverage volume fell about 4%.

Pepsi-Cola lost sole possession of the #2 U.S. soda spot to Dr Pepper in 2023.
2025 guidance was for core EPS to be roughly unchanged, and advertising spend fell $500 million that year. Management now describes the Frito-Lay recovery as "more gradual".

Bottom line
Coke and P&G lived through the same inflation, the same consumer, the same GLP-1 headlines. One went up 60%+, one held its ground, and PepsiCo went backwards while closing plants, cutting people, and cutting prices that didn't move volume. If you're an employee, your upside was the stock. The stock went the wrong way for five years

The stock price is about where it was when Chris became CEO in 2019.

Way to go, Chris! How's that "strategy" panning out???

Have some dignity and resign. Or just ask the board to fire you, which is beyond me why they haven't.

As I write this, the Comcast stock dividend is at 5.85%. I don't know if Comcast can eliminate that dividend without further cratering the stock price, but maybe a trim is needed? That might be enough savings for now to preserve spots for some people that are on the fence for layoffs?