#layoffs

Flutter Entertainment is implementing significant job cuts, eliminating up to 1,400 positions within its UK and Ireland operations. This decision stems from a substantial increase in British gaming taxes, which have drastically altered the financial landscape of the regulated betting industry. The company stated that these reductions are necessary to restructure the business and adapt to the new economic realities. These layoffs represent nearly 16% of the workforce in the affected regions. Flutter anticipates that this restructuring will incur costs between $80 million and $90 million in the fourth quarter of 2026.

https://www.reuters.com/business/world-at-work/betting-giant-flutter-cut-up-1400-jobs-2026-10-20/

WARN
3M COMPANY
The State Rapid Response Team (SRRT) received a Federal Worker Adjustment and Retraining Notification Act, 29 U.S.C. § 2101 et seq. ("WARN") email from 3M Company informing us of the facility closure, and permanent layoff of approximately 62 employees at the following location:

710 N. State St., Fairmont, MN 56031

Has FIFO/LIFO been playing a factor when choosing layoffs?

What have the severance packages been for the recent layoffs?

AT&T could have a warchest but Stankey squandered that, shareholder wealth, and many good employees. Elon's army would probably bid up their stock against AT&T simply out of spite against Stankey.

There’s been a lot of discussion about potential cuts at the director level and above. Has anyone heard anything about whether M1 and M2 positions are expected to be impacted as well?

https://thebaynet.com/fire-rips-through-verizon-facility-in-waldorf-damages-27-vehicles-and-causes-3-8-million-in-losses/

One wonders if there were any fire alarms triggered to NOC/on-call folks as 'most' facilities would have systems designed to send an alert for something like this? Unless the system was never properly tested for alarm.

Cutting humans and 'replacing' or outsourcing to save money looks good on spreadsheet - how will explaining what happened and getting these vehicles replaced look on a spreadsheet? AI was supposed to be superior for most all job duties, including writing poems to everyone's wife.

Deloitte has eliminated approximately 170 positions in Australia. The company is reallocating these roles to its outsourcing division, where it plans to hire over 500 individuals. This strategic shift aims to bolster stable, recurring revenue streams, aligning with industry trends. Deloitte anticipates AI will automate a significant portion of routine consulting tasks. This move is part of a broader strategy to expand its managed services operations.

Sydney, Australia

https://www.goingconcern.com/monday-morning-accounting-news-brief-deloitte-starts-the-week-with-layoffs-ai-agent-audits-are-here-10-19-26/

Many companies are reducing staff in anticipation of AI automation, but this strategy carries significant risks. Gartner predicts that a substantial portion of employees let go due to AI will need to be rehired. This is because the actual productivity gains from AI may not fully replace human capabilities, leading to unexpected costs. Executives must carefully assess AI's true impact before making staffing decisions. Failing to do so could result in a costly cycle of layoffs and rehiring.

October 19, 2026

https://www.okoone.com/spark/leadership-management/ai-driven-job-cuts-could-lead-to-costly-rehiring/

How did we go three more months with no information or meaningful layoffs? This seems weird to me given the original timelines mentioned.

EyePoint announced significant layoffs affecting approximately 53% of its workforce following a disappointing clinical trial result. The company's experimental eye treatment, DURAVYU, failed to meet its primary endpoint in a Phase 3 study for wet age-related macular degeneration. This setback has led EyePoint to reallocate resources towards its diabetic macular edema program. The company anticipates these reductions will yield substantial annualized savings. Jefferies downgraded the stock and drastically cut its price target due to the trial disappointment.

https://www.barchart.com/story/news/8206671/eypt-stock-layoffs-what-to-know-about-the-latest-eyepoint-job-cuts

The film industry is currently experiencing significant layoffs and restructuring. This trend reflects a broader economic shift impacting entertainment companies. Many organizations are reevaluating their operational strategies. These changes are leading to a reduction in workforce across various sectors of the industry. The future of film production is undergoing a period of adjustment.

Los Angeles, California

https://www.cbsnews.com/losangeles/video/a-discussion-of-layoffs-and-restructuring-in-the-film-industry/

Do we finally have a ceo who is dealing with the weight of the top shelf? Are fall 26 layoffs exec level? What is happening?

New Orleans' sanitation department is proposing significant budget reductions for 2027. These cuts would lead to substantial layoffs, reducing staff from 73 to 18 employees. Services like homeless encampment cleanup and special event sanitation, including Mardi Gras, would be eliminated. Council members expressed strong opposition to the proposed firings and service reductions. The department is exploring alternative funding and inter-departmental support to mitigate the impact.

New Orleans, Louisiana

https://www.wdsu.com/article/new-orleans-sanitation-budget-layoffs-mardi-gras-cleanup/74183456

I feel like something is going to happen, maybe a huge wave of layoffs, etc. My people leader is acting strange recently and it feels like he is hiding something from us. Does any one know what may be brewing in Centene, anyone from the upper echelons, etc. Don't be shy, devulge with us, pure mortals.... we need to know!

The Michigan Economic Development Corporation is implementing layoffs affecting up to 15% of its staff due to decreased revenue. This reduction comes amidst legislative review of corporate incentives and an ongoing criminal investigation into a MEDC-administered grant. Despite these challenges, the agency asserts its continued commitment to supporting small businesses and economic growth. The state of Michigan was recently recognized for its business-friendly environment, ranking highly in several key categories. These positive rankings highlight Michigan's strengths in areas like infrastructure, talent, and innovation.

Lansing, MI

https://www.wilx.com/2026/10/19/former-lansing-mayor-leaves-lasting-economic-legacy-medc-announces-layoffs-other-business-headlines-across-lansing/

Houston companies reported a sharp decrease in layoffs during the third quarter, with only three companies announcing job cuts. This represents a substantial improvement compared to the same period last year, indicating a strengthening labor market. Despite the overall decline, some sectors like leisure and hospitality experienced job losses in September. However, strong growth in the construction industry and rising wages are positive indicators for the region's economy. Overall, Houston's labor market showed resilience and signs of recovery.

Houston, Texas

https://www.houstonchronicle.com/business/article/houston-layoffs-jobs-wages-22476988.php

Qualcomm will implement a global reduction in workforce following its annual employee reviews. CEO Cristiano Amon communicated this decision to staff via a memo, with notifications scheduled to begin in November. The company aims to foster a stronger performance culture and address areas that have not met expectations. The exact number of affected employees was not disclosed, and the scale of the layoffs remains undetermined. These cuts are influenced by business priorities, organizational needs, and required skill sets.

https://www.reuters.com/business/qualcomm-cut-jobs-worldwide-performance-focused-layoffs-internal-memo-shows-2026-10-20/

Comments on this forum Ageism is real at BNY, as commenters describe it like a corporate stress test where leadership keeps turning up the heat to see how much fear, uncertainty and doubt the workforce can tolerate. In literal and legal terms, age discrimination means targeting workers forty and older for reduced opportunities or termination. Inside BNY, the pressure starts in the forties, becomes a flashing warning light in the fifties, and turns into a countdown clock in the sixties. The message is clear. As your career matures, leadership sees you as a cost to eliminate rather than a capability to leverage.

This behavior is not just bad management. It is corrosive to employees’ mental and emotional well-being. When people learn that tenure, knowledge and loyalty are liabilities, they stop trusting leadership, stop believing in the mission and start bracing for impact. It is also bad for business. Purging experience weakens judgment, slows delivery and erodes client confidence. And it is bad for society. Companies that treat seasoned workers like disposable parts contribute to instability, insecurity and a culture where careers have an expiration date.

BNY’s age bias exposes the gap between its public image and its internal reality. Awards like America’s Most Innovative Companies, World’s Most Admired Companies and Most Just Companies imply a workplace that values people. Yet the internal signals suggest a company that values churn, cheap labor and short-term savings.

Experienced workers do have protections. Document patterns, save emails, request written justification for role changes and consult employment attorneys who specialize in age discrimination. When leadership de‑values experience, the law becomes one of the few instruments employees can rely on but only after hiring a good attorney. It's sad when employees have to resort to their own legal tactics to defend their career and lifetime dedication to the company while leadership and institutional confidence continues to go even lower.

We were advised in risk regarding layoffs on the first week in September to expect an update due to the external company needing to review the org ; between 6-8 weeks time for risk. Has anyone heard if this is still to be expected ? Should we hear by the end of October?

a whole team was removed (including mgmt) from CISO org ~10 people. Others just trimmed on the side. No one really talks about it

Active employee here - I usually don't post here but I'm tired of all the lyes from TA the new x heads are worse than the old heads, and at least one generation behind, but to see TA there with King LP lying about a product they know won't sell and won't launch for a year is a whole new level of dumpster fire. If they listened they could spin off my ff core for at least 300m that would allow for further automation investments. Outside of my ff nothing really matters that's what everyone in vegas and Nashville were really talking about ty.

PEPSICO DOESN'T NEED ANOTHER HEADCOUNT REDUCTION. IT NEEDS LEADERS WHO KNOW HOW TO WIN.

With the reported loss of the KFC fountain beverage business and the continuing struggles in Frito-Lay sales, PepsiCo finds itself in an alarming position.

But what concerns me most is not the losses themselves. It is the apparent loss of the leadership mentality that once made PepsiCo one of the greatest competitive organizations in America.

During my 42 years with PepsiCo, I witnessed something extraordinary: our ability to bounce back from almost any setback.

We were taught that losing was never the end of the story. When we lost, we got back up, studied the competition, developed a new strategy, and prepared for our next victory.

We didn't build our reputation by counting our losses. We built it by winning back what we lost.

Unfortunately, I believe that winning mentality has been fading over the last several years, particularly since Indra Nooyi's departure.

I have never witnessed such a concerning shortage of proven leadership talent at the highest levels of PepsiCo.

Let me be clear. I am not talking about the frontline employees. PepsiCo still has extraordinary people working in its plants, warehouses, delivery trucks, sales territories, and distribution centers.

The talent problem is not at the bottom of the organization. It is at the top.

Yet when performance declines, what is the familiar corporate response? Another restructuring. Another headcount reduction. Another round of cost-cutting.

You cannot continue reducing the workforce and expect that alone to rebuild market share.
You cannot cut your way back to greatness.

And while PepsiCo is busy counting desks, Coca-Cola is busy counting the accounts it just took from us. Nobody in Atlanta is holding a town hall about "efficiencies." They are in the stores.

And you certainly cannot rebuild a winning organization by promoting people who know how to explain a loss but have never demonstrated that they know how to deliver a win.

Accounts like KFC are not lost in a budget review. They are lost years earlier, when the people who actually knew the customer were "streamlined" out of the building and replaced with a dashboard.

PepsiCo needs leaders who understand competition, customers, sales, operations, and the marketplace.

Leaders who know how to take market share, not simply report how much was lost.
We need executives who inspire people to fight for the business rather than manage its decline.

The PepsiCo I knew didn't surrender market share without a fight. We didn't wait for the next financial report to tell us we were losing. We went into the marketplace and did something about it.

My message to the PepsiCo Board of Directors is simple:
Stop looking at the workforce as the primary problem. Start examining the leadership decisions being made at the top.
Stop promoting people simply because they can manage numbers. Start promoting people who have demonstrated that they can build businesses, develop people, win customers, and defeat competitors.

PepsiCo doesn't need another generation of executives who are experts at managing decline.
It needs a new generation of leaders who know how to win.

I still believe PepsiCo can come back. I witnessed that fighting spirit for over 40 years!

Hearing that there were multiple Directors let go on the CB HR team - anyone hearing more from that group on if it has moved past HR yet?

It has been nearly a year of constant applying and interviewing and I have absolutely nothing to show for it. I have done dozens of interviews and sent out way more applications than I can count, and I still cannot figure out why nothing is sticking. I want out of here so badly but I am starting to wonder if I am doing something fundamentally wrong or if the market is just that broken right now. Either way, I am exhausted and I do not know how much longer I can keep this up.

How did we let this turn into the norm? Layoffs keep coming and nobody even reacts anymore, like it’s just another calendar reminder. That’s not resilience, that’s exhaustion. We were basically forced into accepting chaos because fighting it got too tiring.

Does anyone know how hard IT will be hit by this round of layoffs?

You know where you rank, regular OT folks. The company needs to save money, cut back (WFRs) on costs, but then we're slapped in the face with this big to-do in Orlando.

will there be further layoffs come january 2027?

I'm not at Target anymore but I see a lot of Linkedin "leaving for other opportunities" for Director+

Dell has plenty of people who don't contribute and layers of useless management. So many of them in all orgs. Get rid of them first. That would be the right move nobody would complain about. But we know that's not how it works. They always cut the wrong ones.

it's not all roses here in India either. People were recently laid off at HIH. It's no longer about bringing jobs here; it's about cutting costs and getting double the work out of fewer people. I can understand people complaining after working somewhere for 6 or 10 years, but HIH is fairly new ~3 years old at most and they have already laid off close to 100 FTEs, not to mention the people on PIP who are next in line.

Regarding the lifestyle and salary, a handful of people are getting great pay if they are in the good books or the inner circle of a manager, but for everyone else, it's the same underpaid corporate sh*t. Plus, the constantly changing leadership and their shifting visions make it incredibly difficult to get work done.

There is also a lot of politics at HIH in every department regarding workload and who is doing what plus special mention of our special HR team here. They could have built a balanced culture from the start, but instead it's a mess now

Too many changes in fees. Not the same company I started at!

Do not waste your time and effort here - do not shed your blood and sweat - those minting gold and diamonds at the top have only job to do and that is to save their own as by firing hard working associates over and over - they are going to do this every month - this is the absolute truth - believe nothing else - run run run - stay while you can doing nothing because even if you do it will never be valued , run run run the place is all fckd up - too deep in the dirt , never rising back again - it’s done , the big guys will be smoking exotic cigars over the holidays and the poor employees will be kicked hard on their b*tts , once again ldo not spend your time effort and energy here. You are getting nothing else , 100% guaranteed

I came here for layoff rumors and somehow left with an MBA.

In 10 minutes I learned how to fix the culture, reorganize PEPNA, merge with KDP, fix AFH, outsmart McKinsey, and develop a new corporate strategy.

I’ve also picked up some golf lessons and apparently learned how to clean sh-t up in bathroom stalls.

At this point, this isn’t a layoff site. It’s LinkedIn, Harvard Business School, Golf Digest and the janitorial training manual all rolled into one.

Just waiting for somebody to post the 2027 operating plan and we should be good

So, I was approached by an ex VP at Cisco/Splunk I once assisted when he was a Director. He is looking for an executive assistant and since I assisted him in the past - he reached out. I was part of the 4000+ layoffs back in Sept. 2024. I have a great job currently, however, the pay is not that great. I would love to be his assistant again, but concerned about the layoffs. I certainly do not want to go through that again. My current employer never has layoffs. What to do ??

I think some of the previously posted info on layoffs is inaccurate or trolling. What I know:

• The layoff notifications will occur after the earnings call this week. For large scale layoffs, there needs to be 60 days notice and these layoffs will be noticed this week or early next and will actually take place in late December. The restructuring will be mentioned generally in this call, without specific detail.

• The layoffs will not be 10% or 15%, but will be 30% and will affect every department and business line. This is a huge layoff and will hurt. People leaders of certain levels (department specific) have provided names of employees who they selected for termination, to hit certain numbers provided by executive leadership.

• Severance packages will be relatively generous (months) with a component relating to years of service. By having layoffs occur in December, Comcast will not have to pay RSUs, saving many millions. Everyone will be entitled to the appropriate bonus payment if they are bonus eligible. Bonuses will not be reduced.

Heard from the grapevines layoffs are coming soon. Talks on LRR and some folks already on their last days.

There will be no more layoffs for the rest of 2026. The next major round is expected on March 27.

Rumors are east coast just got a lot more parking spots..... and temporarily less represented.