#layoffs

Sorry to hear this for a lot of you.

Last week, my bosses boss put a 1 x 1 on my calendar with no context for Wednesday, 2/11. I’ve never met with my bosses boss before (a VP). Should I be concerned it might be a layoff? I’ve been seeing threads that layoffs with Cigna only occur on Thursdays at the end of a pay cycle (which would be 2/12). Timing is close but maybe because it’s a Wednesday it’s for something different?

The K-12 health care startup Hazel Health has laid off 135 people, about half of whom are clinicians. This is the second round of layoffs announced at the company in the past four months.

https://bhbusiness.com/2026/02/06/hazel-health-cuts-135-employees-second-layoff-announced-in-4-months/

It seems that there have been more layoffs today, primarily on the account delivery side. Right before the 401(k) match payout. Not sure if this is widespread or localized. These do not appear to be rebadging events.

On February 9, 2026, Forrester Research announced a workforce reduction of about 8% across geographies and functions, following notifications that began on December 15, 2025 and are slated to conclude by July 31, 2026. The company expects pre-tax expenses of roughly $10 million to $10.5 million in the fourth quarter of 2025 and the first three quarters of 2026, primarily for cash severance and employee benefit costs tied to these layoffs.

https://www.tipranks.com/news/company-announcements/forrester-research-announces-workforce-reduction-and-restructuring-plan

has anyone noticed company treat H‑1B employees like rare Pokémon during layoff carefully protected while the rest of us get tossed like common cards?

across data and risk managemnent. Reuters quotes that Citi thinks only ticking the box work is left for consent order especially with data. Though the OCC committee has to agree with the work done by Citi and this committee has appointees from both political parties, they might just give it given the overall direction of regulations under the present admin.

What this will mean....obviously layoff's. In any case, Nawani's org size is beyond control. It's still a pretty cr@ppy market...those in such roles should dust out their resumes and start applying/activating network

More people got cut today, despite a big wave happening this past Thursday. If you even get an itch that something is off (more work, less work, more micromanaging, time off not being approved or acknowledged), it could be a sign. Stay vigilant, keep having conversations with your peers and network, and start looking elsewhere before it's too late. There will probably be more just based on the stock.

Republic National confirmed a round of job cuts last week. This Grand Prairie-based distributor cited structural adjustments. The company did not specify the number of affected employees. These actions follow a series of recent industry challenges. It previously faced missed payments and lost major contracts.

https://www.expressnews.com/business/article/republic-national-layoffs-texas-alcohol-21342828.php

Panera Bread is closing its bakery facility located in Franklin. This action will result in the termination of 92 employees. The company is shifting its operating model to use third-party bakers. Panera staff will then finish the baked goods in-house. All affected workers will receive severance packages and job search assistance.

https://wbjournal.com/article/panera-bread-to-close-franklin-facility-lay-off-92-employees/

As automakers back away from EVs, workers at newly converted plants are being shown the door. GM’s Factory Zero slashed staffing from 3,300 workers to about 1,000. Stellantis laid off 3,200 employees with a robocall, and Ford stopped electric F-150 production, leaving 4,000 workers waiting to see what comes next.

https://www.motorbiscuit.com/auto-company-laying-off-workers/

Strauss Borrelli PLLC is investigating Smithfield Foods regarding a potential mass layoff. The firm is looking into the company's facility in Springfield, Massachusetts. Smithfield Foods notified the state of 190 employee layoffs on February 6, 2026. The investigation focuses on whether the company violated the federal WARN Act. This act generally requires employers to provide 60 days' notice before mass layoffs.

https://straussborrelli.com/2026/02/09/smithfield-foods-warn-act-investigation/

I see the recent legislature will exempt or at least require GPO transparency, but I have no idea what that means for OptumRx. Does anyone have an estimate of how much $ Emisar captures for us? I realize this is probably known by only a few, very select employees and probably not casual readers of this site, nor something they would share openly. So I’m asking this group - any idea how much revenue Emisar pulls? When/if that company gets eliminated, how will the flat rate policy instructed in the legislation impact our revenue? I also realize that this is almost 2 years away, but wondering if layoffs will begin to wind down operations long before then.

Baltimore Gas and Electric (BGE) announced recent layoffs. Dozens of union members were affected by these job cuts. The IEBW Local 410 union criticized BGE's decision. The union stated BGE kept contractors while firing members. This action was cited as a contract violation.

https://www.cbsnews.com/baltimore/video/union-slams-bge-for-firing-members-while-keeping-contractors-citing-contract-violation/

Earthquake level layoffs in Technology

Because Why Follow the Spirit of the Law When You Can Obey the Letter and Still Do Whatever You Want?

Below are additional methods — the ones HR whispers about, Legal pretends not to know about, and executives call “innovative workforce agility.”

1. The “Job Swap to Nowhere” Maneuver
A classic.
Step 1: Rewrite your job description.
Step 2: Add 14 new responsibilities requiring 6 certifications you don’t have.
Step 3: Tell you you’re “no longer aligned with the role.”
Step 4: Offer you a “transition plan” that ends in unemployment — but not a layoff.
Result:
You “failed to meet new job requirements,” so it’s not a layoff.
No WARN.
No SUI spike.
No severance.
Just vibes.

2. The “We’re Eliminating Your Role, But Not Your Job” Trick
Your role is gone.
Your job is gone.
Your desk is gone.
Your access badge is gone.
But technically, you weren’t laid off — because the company still has a job title that resembles yours somewhere in the org chart.
Result:
No WARN trigger.
No unemployment claim.
No SUI increase.
Just existential confusion.

3. The “Contractor Conversion” Shuffle
Companies love this one.
• Fire employees
• Hire contractors
• Claim “no reduction in workforce” because contractors don’t count
• Move all the work offshore anyway
Result:
Headcount drops.
WARN thresholds stay untouched.
SUI exposure evaporates.
Shareholders applaud.

4. The “Layoff by Spreadsheet Error” Strategy
A modern classic.
Step 1: Send an email saying you’re laid off.
Step 2: Send another email saying it was a mistake.
Step 3: Send a third email saying it wasn’t a mistake.
Step 4: Blame Workday.
Result:
Confusion = delay.
Delay = fewer claims.
Fewer claims = lower SUI tax rate.
Also, no WARN notice because “we’re still evaluating.”

5. The “We’re Not Closing the Site, We’re Just Not Using It” Move
The building is empty.
The lights are off.
The parking lot is a wildlife sanctuary.
But officially?
The site is “operational,” just “temporarily underutilized.”
Result:
No WARN notice for site closure.
No severance obligations.
No unemployment claims.
Just raccoons.

6. The “Mandatory Relocation to an Impossible Location” Gambit
“We’re excited to announce your role is moving to:
• A city with no housing
• A country requiring a visa you can’t get
• A location that doesn’t exist on Google Maps”
If you decline, it’s a voluntary resignation.
Result:
No WARN.
No SUI.
No problem (for them).

7. The “We’re Not Eliminating Jobs — We’re Eliminating Shifts” Technique
Cut hours by 49%.
Cut shifts.
Cut schedules.
Cut sanity.
But don’t cross the 50% threshold that triggers WARN.
Result:
Employees quit.
Company celebrates “natural attrition.”
SUI tax rate stays low.
WARN stays untriggered.

8. The “Reorg Matryoshka Doll” Strategy
Every time you ask what’s happening, you’re told:
“We’re in the middle of a reorg.”
Inside that reorg is another reorg.
Inside that reorg is another reorg.
Inside that reorg is your job disappearing.
Result:
Because no single reorg eliminates enough people at once, WARN never applies.

9. The “AI Made the Decision, Not Us” Defense
“We didn’t lay you off.
The algorithm did.”
AI doesn’t trigger WARN.
AI doesn’t file unemployment.
AI doesn’t increase SUI tax rates.
AI doesn’t need severance.
Result:
The perfect scapegoat.

10. The “We’re Offering You a New Role… in Theory” Maneuver
You’re “offered” a new role that:
• Doesn’t exist
• Has no manager
• Has no responsibilities
• Has no pay band
• Has no start date
When you ask questions, they say you’re “not demonstrating flexibility.”
Result:
You resign.
They celebrate.
WARN stays silent.

11. The “We’re Not Firing You, We’re Just Not Scheduling You” Method
Used heavily in retail and banking operations.
Cut someone’s hours to zero.
Tell them they’re still employed.
Wait for them to quit.
Result:
Voluntary resignation = no WARN, no SUI.

12. The “We’re Eliminating the Team, Not the People” Illusion
Disband the team.
Scatter employees into random roles.
Let chaos do the rest.
Result:
People leave on their own.
Company avoids WARN.
SUI stays low.
HR calls it “organizational agility.”

13. The “We’re Not Laying Off Americans — We’re Globalizing Talent” Euphemism
Move work offshore.
Don’t replace U.S. employees.
Let attrition do the heavy lifting.
Result:
No WARN.
No SUI.
No headlines.
Just a lot of confused Americans.

14. The “We’re Not Cutting Jobs — We’re Cutting Budgets” Loophole
Freeze hiring.
Freeze promotions.
Freeze raises.
Freeze morale.
Eventually, people leave.
Result:
Attrition = free layoffs.
WARN = untriggered.
SUI = stable.
Leadership = thrilled.

15. The “We’re Not Downsizing — We’re Transforming” Jedi Mind Trick
If you rename layoffs as:
• Transformation
• Optimization
• Realignment
• Rebalancing
• Recalibration
• Reinvention
• Re‑synergization
…then technically, you’re not laying anyone off.
Result:
Legal compliance through vocabulary.

The Final Truth

Here’s the real truth:
Corporations don’t avoid WARN and SUI by accident.
They avoid them with the precision of a surgeon and the empathy of a parking meter.
WARN isn’t a law to them — it’s a speed limit, and they’ve figured out exactly how fast they can go without getting a ticket.
SUI isn’t a tax — it’s a penalty for being too honest about layoffs, so they simply stop being honest.
They slice layoffs into tiny pieces like a corporate charcuterie board.
They downgrade performance ratings like they’re clearing out old inventory.
They “encourage resignations” with the enthusiasm of a timeshare salesman.
They relocate jobs to places employees can’t physically reach.
They automate roles using systems trained by the very people being replaced.
And then they smile and say:
“We’re transforming our workforce.”
Which is technically true —
in the same way a woodchipper transforms a tree.
That’s the savage truth:
The laws meant to protect workers have become the blueprint for how to eliminate them quietly, cheaply, and with enough plausible deniability to make even the legal department proud.

CBN initiated a workforce reduction. This reduction affects 8.4% of its American employees. The ministry cited a strategic realignment for these changes. The organization cited shifts in media and fundraising. CBN aims to streamline systems and focus resources on growth.

https://religionunplugged.com/news/cbn-announces-layoffs-amid-shifting-media-and-fundraising-landscape

CBN initiated a workforce reduction. This reduction affects 8.4% of its American employees. The ministry cited a strategic realignment for these changes. The organization cited shifts in media and fundraising. CBN aims to streamline systems and focus resources on growth.

https://religionunplugged.com/news/cbn-announces-layoffs-amid-shifting-media-and-fundraising-landscape

Dura-Shiloh will close its Goshen, Indiana plant by March 31st. This closure will result in 172 employee terminations. The company issued a WARN notice on February 2nd. A law firm is investigating an alleged WARN Act violation. The notice provided 57 days, which is less than the required 60 days

https://wsbt.com/news/local/goshen-dura-shiloh-plant-closure-to-lay-off-hundreds-as-shutdown-nears

Artificial intelligence significantly impacts the American workforce. AI is cited as a reason for thousands of layoffs across various companies. Amazon, Dow, and Pinterest are among those cutting jobs due to AI. Conversely, demand for workers with generative AI skills is rapidly increasing. These AI-skilled roles offer significantly higher salaries than similar positions.

https://www.cbsnews.com/chicago/news/ai-job-market-workers-resume-hiring/

Aetna, a CVS Health company, announced layoffs affecting 313 employees. These job cuts impact its Hartford, Connecticut office. The company cited operational changes in its Small Group business segment. Employee separations will occur between April 3 and July 31, 2026. This action is part of a larger cost-cutting and restructuring initiative.

https://www.thestreet.com/employment/aetna-cvs-health-lays-off-300-plus-employees-in-connecticut

Strauss Borrelli PLLC is investigating First Brands Group LLC. This concerns a potential mass layoff at its McHenry, Illinois facility. First Brands Group notified the state of its decision on February 3, 2026. The layoff affected 389 employees. The firm is investigating if the company failed to provide 60 days' notice under the WARN Act.

https://straussborrelli.com/2026/02/06/first-brands-group-illinois-warn-act-investigation/

Those losers who didn't listen are hiding in bathroom now... Next wee or so the rest of 12-15%.. Another 5% by EOY. 35% NFTE by EndOfYear.

Some Ds and NY area staff today.

This is a very large hospital within Washington State. This will significantly affect our ability to get procedures that are not available within Optum or not available due to staffing completed.

https://www.heraldnet.com/news/providence-everett-to-end-hospitalist-contract-with-optum-after-20-years/

after ki-ling myself overworking and getting a raise and great review. Just got laid off today! Anyone else?

https://share.google/9wVPh5wh28ny4WV63

I worked for the CSC and got JE last year. I could tell it was coming because a lot of our work was being moved to India and they were lying to the employees about it. The customers started complaining because of the language barrier and general lack of knowledge of these overseas agents. Does anyone knows the current status of the CSC? Are there any employees still left in the USA or is it entirely in India now?

Once layoffs start, are they usually completed the same day? This’ll be my first layoff since I joined, and I’m more stressed than I’ve ever been. I’m worried one of the criteria will be last in, first out, which means I’m probably gone. I don’t think I can handle this dragging on for more than a day once it starts.

Anyone impacted by Dec 2025 layoffs still waiting to hear from HR? This is getting ridiculous at this point. No official notice if layoff (just the verbal convo with manager) - no severance notice, no box for laptop.

When there is good results across ABB, why are they cutting resources in Middle East countries

2 plant closings announced in the past few weeks. What plant will be next?

My team got hit. Me, another senior architect and my manager!

Been here for 3 years. They mentioned "financial struggles".

FYI, I'm on the I.T. side working with Epic.

What’s going to happen to the Imperial Staff at Norman Wells after its closure later this year ?

I assume they were accounted for in the Sept decision a slated for a severance ???

I heard the money was good up there, su-ks for all affected.

Sounds like it has begun. Updates?

Everyone ready for all the ata boys on how AMAZING we did at the Superbowl on LinkedIn, followed by all the a-s kisser comments and likes. Could have saved a few jobs with the cost of that.

So now that AP has had all of its powers stripped and the new boss has laid off all of oversight, restructured technology to lay off people, and cut all of the district taskforce teams to replace only some of them with 1 investigator, how do we all think this is going to pan out?

I doubt his desperate attempt to offset the future losses (from his policies) by cost cutting everywhere else will not work. I expect store AP teams to start being cut by end of FY26 to cover for increased theft.

Also, what a great idea to cut technology! Not like 80-90% of the stores are running equipment from the late 90s that barely works or doesn’t work at all. This company loves to talk big about investing in our stores when they haven’t provided a comprehensive investment to safety & security in the last 30 years.

Expedia Group is laying off 100 employees. These job cuts will occur in its Austin, Texas offices. The permanent layoffs are scheduled to begin on April 1. The company stated it is eliminating roles and simplifying its structure. This follows previous global downsizing efforts by Expedia.

https://finance.yahoo.com/news/travel-giant-lay-off-100-174825352.html

There will be cuts.

In a notice filed on Jan. 14, the manufacturer of indoor vertical farming equipment said 127 people would be laid off as a result of a plant closure. The layoffs are effective Feb. 27.