#layoffs

Verizon has conditioned me for panic. An unexpected invite from my manager? My stomach drops. A sudden team call? I assume it's bad news. The constant low-level te---r is the new normal.

Queue more layoffs to compensate.

• An Illinois steel company has ceased operations.
• The Illinois Department of Labor is investigating if the company violated the state's WARN Act.
• The company says it was unable to provide notice due to unforeseeable business circumstances.

https://www.pjstar.com/story/news/state/2026/02/08/illinois-company-under-investigation-after-closure-and-mass-layoffs/88546889007/

https://www.geekwire.com/2026/smartsheet-layoffs-enterprise-software-giant-cuts-staff/

Am I the only one who thinks there is way too much reliance on layoffs lately? I like my job at Xylem, but it's been a while since I felt like I have any kind of job security. This wasn't the case always. Now I'm even considering looking for something else, even if I do like it here in general.

Solano County is facing mass layoffs. The county has experienced multiple job cuts. More job losses are possible. Leaders across Solano County are responding. They are addressing this recent wave of layoffs.

https://www.cbsnews.com/sacramento/video/leaders-across-solano-county-respond-to-recent-wave-of-mass-layoffs/

I've heard that the beauty merchandiser positions at many stores are being cut. I don't know exactly how true this is throughout the company, but it is certainly true for our store. Our beauty merchandiser was moved to another position, and the beauty merchandiser position was cut. From what I heard, the position may still exist at a small number of stores, but that most of the positions are being cut.

Again, this is just what I have heard. If you have more information, please post it to inform others. I just wanted to give everyone, especially current beauty merchandisers, a heads up just in case.

Usually, I have no issues with self-motivation, but this last round of layoffs has made me especially disheartened. It’s getting more and more obvious by the day that this company cannot be repaired. Giving up on people, cutting back on business hours, switching to cheaper technology tools, and on and on and on…that does not signify a healthy company that is expecting a bo-m.

What are you doing to stay focused other than making sure you can pay your mortgage/rent, feed your family, etc.?

I tell myself that I am going to start job searching, but I’m just totally wiped out by the end of the day to put any serious effort into it.

I feel trapped. I have no idea what is next. So much for “nothing is changing other than the company name on your paycheck”. One of PK’s great lies.

My head is spinning with all of this uncertainty and constant change in priorities.

Everything s*cks so bad, it’s only going to get worse from here.

REG was a terrible purchase. The bio market is completely tarnished and I wouldn’t be surprised if the rest of the plants shut their doors.

We have no control over leadership decisions but we do have control over keeping our skills up-to-date because as history has shown rapid decisions, knee-je-k decisions, and lack of understanding creates constant change. Maybe this video might help you understand -  https://www.youtube.com/watch?v=WfjGZCuxl-U

After layoffs, cyber is hiring over 47 positions mostly managers

It would be better to layoff people who don’t want to be there. The people who are cheering for layoff because they don’t like being there. These are people they should pick for layoffs. They are going to leave anyway. They are not motivated. Have low morale because they don’t like the changes. The people remote also qualify for layoff. People who have average of 2days or less RTO should also be qualified for a layoff. People who have been at walgreens for years and have a high salary should also qualify for layoff. People close to retirement should also qualify for a layoff. Managers that don’t manage and don’t contribute should also qualify for layoffs. Overall, I think we may have 1500 people like that. Then what you have left is people who wanted to stay and like to work.

"Confirm eligibility as a dependent of a Wells Fargo employee with required employment status."

My child is applying. Deadline February 26th. If they are awarded this year, and I get displaced after they are awarded..how would that work? What if I'm displaced and then they are awarded, are they no longer eligible? (Unless I'm in my 60 day non-working employee period). I ask because I'm 99 percent sure my displacement will happen between March and June of this year. Thank you in advance.

Heard massive layoff coming in CIT

From the 8K filed on Wednesday: "The firm employed 7,773 associates as of December 31, 2025, a decrease of 4.7% from 8,158 associates as of December 31, 2024, and 0.7% from 7,830 associates as of September 30, 2025"

No point of layoffs if they replace with new people. So they won’t. They are going to try to reduce costs if they laid off people. Some people think that they be safe if they survive layoffs. So they keep asking on this site “are there any layoffs?” and participate in rumors about it. Even though you don’t get a layoff, your workload will increase. Believe me all this types of conversations and any decisions will just make the company sink.

I feel a mass exodus from my location. Nobody likes a layoff obviously but the workload had tripled for some as myself. Yes, the stock went up but at what cost. Fire all those people just to hire them back as contractors and paying them more! Should've spent a little time weeding out the ones not performing and those not doing their work from home! Just the lazy one working from the house could've made up for the 15K.

I found this response from the post titled "R2 layoff chatter is fake news" from earlier today

"@OP I was in Finance. Until they asked me to move to BR, then offered me the standard year buyout since I decided not to move to the armpit of the world (that information should tell you my level.)

There is another five-figure layoff coming about a month post consolidation. Then ~5k in Q4 again. That was plan A. Plan B was ~5k now, and five-figure in Q4, depending on how well QAM-less TV goes (how many onshore engineers they need to fix things) and how quickly/easily Frontier comes online.

Don't forget the 6k heads from Starry, as well, that'll be coming in April. Which will not be profitable, and will fold like a cr-ppy pair of BlueJeans. Or the brilliant Lowell acquisitions of AOL and Yahoo.

Target HC (the key metric for layoffs) is ~78,500 heads.

I just accepted an offer with a growing company (more money, but have to be in office; can't be perfect, I guess.) Cashed out my (frozen, small) pension and stock together awards to an IRA, with stocks that actually perform.

I enjoyed the semi-continuous axe swinging for my 26y, made good money (but not great, after testing the market), left with a fat check to go make more elsewhere.

Telecom has become a race to the bottom. That'll necessitate less HC, lower salaries, and smaller businesses. You're going to see more reductions, with a far smaller RIF package in the future. I worked through the BCs. It's coming.

Couldn't be happier to be out..."

Anyone else who was laid off on 12/19 get their cell phone shut off? I tried calling 800-922-0204 and it referred me to the VZ internal website that I can no longer access

It’s going to be a massive restructuring followed by years of downsizing as more and more customers move to inexpensive and better quality AI tools. They are trying to squeeze as much as possible out of the sales force in Q1 and Q2 before they have a big layoff.

Looks like Aetna has layoffs. Anything on the PBM/Retail side?

Again.

No matter who is to blame this is the greatest share destruction of a fortune 200 in the last decade. Mike and this leadership team is going to be under pressure to start showing results soon.

I can only imagine how the people cut this week are feeling. The rest of us will probably spend it consumed with anxiety over next week. About which we still know almost nothing. What a way to treat people.

Q1 2026

I’ve seen posts about Marketing and Global Distribution. Any others?

Horizon Blue Cross Blue Shield of New Jersey will lay off 242 employees by April 26. A Worker Adjustment and Retraining Notification filing confirmed this. The cuts slice away nearly 5% of the company's U.S. workforce.

https://wrat.com/2026/02/05/horizon-blue-cross-blue-shield-of-nj-to-cut-242-jobs-by-april-amid-financial-pressures/

The company has been in a literal perpetual layoff cycle. A perfect record for outflows, constant executive turnover. Demolishing 2 of your newest buildings. Yet somehow giving himself a MASSIVE raise all while ruining people’s lives none stop! These people must be held accountable at some point. Hopefully karma can help but it surely doesn’t seem like it will.

I have been around Nike for a bit and it seems when leadership all disappear layoffs happen. I noticed this happened this last few weeks in NXT anyone notice the same thing happening?

People were cut across some businesses .. what have u guys heard? I saw and heard people where I am pushed out

I was layed off AFTER thw all clear email went out. Way to break my heart..

Ok.. my understanding is depts such as Hr, finance and IT are vistance networks
So what happens then if Ruckus and aurora networks are both sold off

Here’s our take on potential Walmart layoffs in a different format based on likelihood:

1. 0% chance of layoffs before 2/25.
2. From 2/26 through 3/8 low chance of <10%.
3. Period starting 3/9 through 4/8 elevated to 30%.
4. From 4/9 to 5/5 increases again to 60%.
5. After 5/5 and through 6/28 we see 100% likelihood

Many factors are at play here (not in specific order): Project and budget demands are being shuffled; leadership changes are filtering down; reorganization activities and silos of responsibility are moving; built in stabile time surrounding earnings release and other stockholder and fiduciary dates; reevaluation of AI implementation and prioritization, plus more.

We expect some surprises related to AI development and implementation plus more resource actions at non-Bentonville locations. Efforts to streamline and automate logistics and distribution will be a focus area.

The new CEO might have his own plan on figuring out the tech mess. Practically everything on the horizon needs technical implementation and having a fractured tech area is problematic.

We see 2026 as a pivotal year for Walmart in the area of AI development and implementation.

I have talked to several Betriebsrat members and HRBP. I also had a conversation with a member of the supervisory board. Here’s my perspective.

Layoffs are a last resort. CK and the board intend to resort to them only if the share price falls below €150 in Europe. This would enable them to push it back over €165, which would be a relief. Otherwise, it serves as a bargaining chip.

How does it function as a bargaining chip? The executive board members lack empathy. They often say so many inappropriate things about employees that they spend a significant portion of an earnings call apologizing for their previous comments.

Layoffs can decrease the number of elected Betriebsrat and Supervisory Board members.
Layoffs foster a submissive workforce that complies with management directives.
Layoffs are particularly challenging to implement in Germany, France, and other European nations.
Layoffs are costly and will diminish the funds the board wants to allocate for share buybacks.
Layoffs will attract negative media attention and lead to expensive PR costs.

Even if layoffs occur, they will NOT target the highly paid executives and area heads and managers earning over €250k annually. Their backing is too crucial for the board. Therefore, if layoffs do take place, SAP will likely let go of thousands of employees who are not deemed worthy. Like you and I.

But then how is it a negotiation tool? Well, it's what made performance management possible. It allowed them to cancel or reduce almost all benefits. And it enabled them to decrease salary budget this year. A lot of job postings have been pulled and we're in a semi hiring freeze. Travel budget is close to non-existent for teams yet executives and managers are able to travel a lot.

They won. They created a hostile atmosphere where everyone is scared to speak up. And they will continue to threaten us with layoffs till there is no spirit left in anyone at the company.

But this is just my theory and I don't know this for sure. What are your thoughts?

How large corporations (purely hypothetically, of course…) elegantly sidestep WARN Act Requirements with the grace of a tax‑optimized ballerina.

Dear Valued Human Capital Unit,

As part of our ongoing commitment to Transparency™, Integrity™, and ***Doing Whatever Minimizes Our Regulatory Exposure™, we’d like to explain how the WARN Act works — and how we, as a forward‑thinking enterprise, heroically avoid triggering it.
“We Value Transparency — Which Is Why We Carefully Avoid Situations That Require It.”
Because nothing says transparency like never triggering a legal obligation to be transparent.

What the WARN Act Actually Says
The WARN Act requires companies to give advance notice before big layoffs:
- Federal WARN: 60 days
- New York WARN: 90 days (because New York likes to go big)

A “mass layoff” is triggered when a company lets go of a certain number of employees in a short window.
In other words:
If we fire too many of you at once, we have to tell you in advance.
And we can’t have that.
“We Care Deeply About Our People.”
Just not enough to notify them 60–90 days in advance.

How Even the Most Admired Companies Gracefully Avoid WARN Requirements

Below is our Strategic Workforce Optimization Playbook™, designed to ensure that no WARN notice ever darkens your inbox.

1. The “Rolling Layoff” Ballet
Why lay off 250 people at once when you can lay off:

• 20 this week
• 20 next week
• 20 the week after (and so on... and so on...)
  Each batch is too small to trigger WARN.
  It’s like slicing a pizza into 64 pieces so you can claim you “barely ate anything.”
  “If We Fire You in Small Enough Groups, It Doesn’t Count.”
  It’s not a mass layoff — it’s a series of unfortunate Tuesdays! :(
  “We Believe in Right‑Sizing.”
  And, just like our P-O-M model, right‑sizing is always easier when done in small, WARN‑free batches.

2. Performance Recalibration™ (formerly known as “forced ratings”)
If we classify your departure as “performance‑related,” it magically stops being a layoff.
This is why your rating went from “Exceeds Expectations” to “Needs Immediate Adult Supervision” overnight.
It’s not personal.
It’s math.
“Your Performance Didn’t Drop — Our Need to Avoid WARN Spiked.”
Funny how that works.

3. Voluntary‑Involuntary Resignation™
We gently encourage you to resign by offering:

• A severance package
• A relocation to a city you’ve never heard of
• A return‑to‑office mandate >1,200 miles from your home
• A performance plan written by someone who’s never met you
  If you resign, it doesn’t count as a layoff.
  If it doesn’t count as a layoff, we don’t owe WARN notice.
  If we don’t owe WARN notice, we can continue “right‑sizing” with stealth‑mode efficiency.
  “We’re Committed to Supporting You… As You Exit the Organization Voluntarily.”
  Voluntary exits = no WARN.
  And we love, love Voluntary Resignations.”
  Especially the ones we engineered. (wink, wink, cha-ching, heart emoji)

4. Attrition‑By‑Policy™
We don’t lay you off.
We simply:

• Close your site
• Move your job offshore
• Change your job title
• Change your job responsibilities
• Change your job location
• Change your job existence
  If you leave because your job evaporated, that’s “voluntary attrition,” not a layoff.
  WARN Act avoided.
  Mission accomplished.

5. The Magical 89‑Day Window
New York WARN triggers at 90 days.
So if we restructure every 89 days, we’re not “avoiding the law.”
We’re “maximizing operational cadence.”
“We Believe in Transparency… After the Fact.”
Usually when your badge stops working.

6. The “We’re Not Laying You Off, We’re Transforming You” Strategy
We don’t eliminate your job.
We digitally liberate it.
If an AI model replaces you, that’s not a layoff.
That’s innovation.
And innovation is exempt from WARN.
(Spiritually, if not legally.)
“AI Isn’t Taking Your Job. We Are. AI Just Makes It Look Cleaner.”
And cheaper. And faster. And WARN‑free.

NOW REMIND US WHY COMPANIES DO THIS

Because WARN notices are:

• Public
• Reported to the state
• Reported to local officials
• Picked up by the media
• Bad for investor optics
• Bad for recruiting
• Bad for executive bonus season

So instead of issuing a WARN notice, we simply:

• Restructure
• Recalibrate
• Rebalance
• Re‑optimize
• Re‑imagine
• Re‑locate
• Re‑assign
• Re‑categorize
• Re‑classify
• Re‑brand layoffs as “career transitions”

Final Message

We hope this clarifies why you will never receive a WARN notice here:
We don’t do layoffs. We Just Make Staying Impossible.”
RTO policy violations, relocations, reorgs, PIPS, terminations of work from home associates — pick your poison.
We do “strategic workforce evolution.”
We evolve our workforce thoughtfully to meet future challenges.
(Translation: We avoided WARN, but you can’t prove it.)
And if that evolution happens to reduce your employment status to “former,” please know:
It’s not you.
It’s the tax code.

I had comment deleted from the Bartlesville layoff thread. In my posted I discussed how I thought Go-Go and Tractor Man likely feel about layoffs.
I guess I struck a nerve with someone because it’s been deleted.
It was up for ~24 hours before being deleted so quite a few people got to see it.

What was the point of the RIF last year if we were going to turn around, and rehire for the same positions?