#layoffs

Look at Block

Waiting around to see if you're on the next layoff list is no way to live. You have to take charge and stop letting a company dictate your stability. Diversify your income with freelance work or investments. Your career is your own responsibility, not your employer's.

I’ve started looking at jobs the same way companies look at us, like it’s a temporary arrangement, not some long-term loyalty pact. I show up, do the work, get what I need out of the role, and quietly prepare for whatever comes next. Getting too comfortable is how you get burned. If something better comes along, you move on without guilt. That’s basically the contractor mindset: stay sharp, stay flexible, and always be ready for the next opportunity instead of assuming any company is going to look out for you.

Everyone saying we haven't had confirmation needs to wake up fast. The company is losing close to 500k subs a quarter and its increasing close to the millions. Stocks are worth nothing. Thats all you need to know. Stop waiting for answers you won't get until it's too late. We all know their strategy.

I’m mentally drained. Being laid off hit me hard but I thought I had enough skills to land a new job within a month or two. I was so wrong. I’m not even sure what I’m doing to be rejected every single time. Now I’m at the point where I'm assuming in advance I won’t get the job even when I’m doing interviews, because that’s exactly what’s been happening. I’m so tired and scared.

Heard there was a drop of layoffs today affecting TES? Anyone know what's going on

Insurance being sold off for $2.4billion.

Wonder if the Execs will take cuts running a smaller ship. The lucky folks will be off loading to another company and will get be getting pay rises.

Its funny seeing the LinkedIn posts of all the new joiners. FactSet was ok with getting rid of senior people who made the company what it is

Everyone is doing it, but they are only targeting a few. No warning. One strike, you're out. Fired, not laid off. Can't collect unemployment insurance. This company is awful.

Very confused. It was non stop talk a few weeks ago and more a month ago. Still nothing though.

Valnet has announced significant job reductions impacting its workforce. The company is implementing these layoffs as part of a strategic restructuring. This move is expected to streamline operations and improve efficiency. Details regarding the exact number of employees affected have not been fully disclosed. The company aims to navigate current market challenges with these changes.

Montreal, Quebec

https://carbuzz.com/gm-plant-headed-for-production-hiatus/

Amazon is reportedly planning to eliminate up to 5,000 contract positions across the United States. This potential reduction is primarily linked to a proposed legislative measure in New York City. The Delivery Protection Act, if enacted, would mandate Amazon to directly employ its contracted delivery personnel. This could also lead to the closure of 15 warehouses in the city. The company has expressed concerns that the legislation will increase delivery costs and times.

New York, NY

https://www.newsbytesapp.com/news/business/amazon-considers-contract-job-cuts-and-warehouse-closures/story

There is a big push to complete a skills assessment. The last time this was requested, layoffs were announced about 2 months later. Constantly being in fear for your job is exhausting.

https://dell.service-now.com/arc?id=arc_catalog_item&sys_id=db988ba7475ade10c2164511516d43e7

Statement of Misalignment and Systemic Risk:
This submission highlights an insurmountable contradiction between Dell Technologies’ publicly stated corporate values, its compliance enforcement, and its executive compensation practices over the 5-year reporting period (FY 2022 through FY 2026).

1. Wealth Disparity: Median Pay vs. Executive Holdings & Dividend Cash Flow

In official SEC filings (DEF 14A), Dell reports a median employee annual compensation of $78,796. Juxtaposing this baseline against executive capital growth and quarterly passive income reveals the extreme magnitude of internal wealth divergence:

Lifetime Earnings vs. 5-Year Capital Growth:
Average Employee Career: Working a full 40-year career at Dell’s median annual wage yields $3.15 Million in gross lifetime earnings.

Jeff Clarke (COO & Vice Chair): Generated an estimated +$592.09 Million in 5-year capital growth (reaching an estimated holding value of ~$825M on grants worth $232.91M at award). This capital gain represents 188 times an average employee's total 40-year career earnings.

William Scannell (Pres., Global Sales): Generated an estimated +$254.92 Million in 5-year capital growth (~$308M total value) — 81 times a median employee's lifetime earnings.

Richard Rothberg (General Counsel) & Yvonne McGill (CFO): Generated 5-year capital gains of +$191.70 Million (61x lifetime earnings) and +$48.16 Million (15x lifetime earnings) respectively.

Passive Dividend Generation: At Dell’s current quarterly dividend rate of $0.63 per share, executive stock holdings yield massive passive quarterly cash flow: Holding ~1.65 million shares and equivalents, Jeff Clarke generates an estimated ~$1.04 Million in cash payouts every single quarter in dividends alone. A single quarterly dividend check to the COO exceeds 13 years of full-time gross wages for an average Dell employee.

1. Performative Values vs. Downsizing as Risk Offloading

Dell frequently cites core principles such as "Winning Together" and "Doing the Right Thing." However, SEC filings confirm that "winning" is an asymmetric outcome reserved exclusively for equity-holding officers, while financial risk is transferred entirely to non-equity-bearing workers:

FY 2024: 13,000 jobs eliminated
FY 2025: 12,000 jobs eliminated
FY 2026: 11,000 jobs eliminated

5-Year Aggregate: 36,000 workforce positions eliminated;a 27% total net reduction.

When strategic missteps occur, executives bear no personal financial consequences—insulating themselves through title reorganizations and board-sanctioned grant adjustments. Instead, 36,000 workers lost their livelihoods while remaining employees absorbed wage compression and operational burnout.

1. Passive Competitive Tracking vs. Structural Wage Suppression

While Dell publicly frames itself as an industry leader, operational pay decisions reveal a pattern of passive competitive tracking when addressing rank-and-file compensation.

During a past corporate all-hands meeting, when executive leadership was questioned regarding wage adjustments to match compounding inflation, the official response was that "no competitors have announced plans for such adjustments, so Dell will not either." Selectively invoking market competition to suppress wage growth while claiming industry leadership represents a clear operational contradiction. Workers are left with below-inflation raises, while their primary "reward" for high performance is simply avoiding the next layoff cycle- maybe.

1. Incentive Misalignment & Compliance Double Standards
   Dell’s compensation model systematically limits wealth accumulation for non-executive employees:

Discretionary Cash Bonuses: Cash bonuses do not compound into base pay over time, are taxed at supplemental income rates, and give managers insufficient budget to retain top technical talent.

Equity Exclusion: While leadership argues that executive stock awards are necessary to incentivize innovation, withholding broad-based equity from rank-and-file workers directly contradicts this logic. If equity drives performance, excluding the workforce actively suppresses long-term value.

Compliance Asymmetry: Dell’s Code of Conduct strictly enforces gift bans and conflict-of-interest policies on frontline workers to eliminate even the "mere appearance of impropriety." Enforcing strict penalties on employees for minor administrative issues while board structures enable executives to extract hundreds of millions of dollars by eliminating 36,000 livelihoods creates an institutional double standard that destroys internal trust.

Action Requested:

This report requests that the Audit Committee, Compliance Officers, and the Compensation Committee of Dell’s Board of Directors:

Formally evaluate the reputational and cultural risks of executive equity structures tied to workforce reductions.

Recognize layoffs as a FAILURE of leadership and punish it accordingly.

Address the structural double standard between frontline compliance enforcement and executive enrichment.

Re-examine employee compensation models to align actual practices with public statements on corporate values and leadership.

The Crumbl cookie chain has closed at least 57 locations nationwide in 2026 due to financial challenges. Co-founders stepped down in May, and the company reported a significant decline in sales and traffic. Layoffs have affected employees and franchise support staff. While closures have occurred in states like Alabama, Florida, and Kentucky, no Michigan locations have been announced as affected.

Michigan

https://www.freep.com/story/entertainment/dining/2026/10/19/michigan-closing-crumbl-stores-cuts-layoffs-sales/92326461007/

A broken water line in Pacific Beach has caused significant disruption to local businesses. Ramen Ryoma, a popular eatery, has been forced to close its doors due to related electrical issues. This closure has led to the layoff of all restaurant staff. Employees are facing uncertainty regarding reopening timelines. The City of San Diego is awaiting repairs on the property side before it can reconnect its service.

San Diego, California

https://www.cbs8.com/article/news/local/working-for-you/water-line-break-force-pacific-beach-businesses-to-temporarily-close/509-f2adf8d7-4e19-4a7f-9eeb-8ad52e64c6dc

Layoffs to happen again in Q2 and every year after until comcast is bought or merges.

Unimotor is set to reduce production at its St. Thomas facility. A significant portion of this work will be relocated to Mexico. This move is attributed to global competitiveness and market pressures, not tariffs. The exact number of affected employees remains undisclosed. Approximately 90 individuals are currently employed at the plant.

St. Thomas, Ontario

https://www.stthomastoday.ca/2026/10/19/layoffs-loom-as-some-unimotor-production-moves-from-st-thomas-to-mexico/

Over one hundred students and employees gathered to protest recent layoffs and perceived mismanagement of the university's budget. Demonstrators voiced concerns that Temple is prioritizing infrastructure over educational resources and student support. They demanded greater transparency from the administration regarding the $1.3 billion operating budget. Speakers highlighted the negative impact of staff reductions on classroom environments and student retention. The protest called for increased staffing and accountability from university leadership.

Philadelphia, Pennsylvania

https://temple-news.com/ditch-mitch-employees-and-students-protest-layoffs-and-administration/

Approximately 350 employees at General Motors' Lansing Grand River plant are reportedly facing temporary layoffs. This situation arises as production of the Cadillac CT5 concludes with no immediate successor scheduled. The plant could remain idle for an estimated 18 months while awaiting the next generation CT5. Affected workers may be reassigned or receive unemployment benefits. GM has not publicly detailed its interim plans for the facility.

Lansing, Michigan

https://www.motorbiscuit.com/gms-lansing-plant-may-go-quiet-after-cadillac-ct5-production-ends-with-350-layoffs-reported/

Expect another wave of people exiting the company after the last sub-executive RSUs are vested and paid. These were "retention" RSUs given during the free fall of 3M stock during period of great uncertainty due to PFAS and ear plug litigation. These are the golden handcuffs for some people. 3M continues to make outside opportunities more attractive to long term employees and rewards those brought in from the outside. Thus, we see a certain group of employees hanging on for dear life until Feb 6.

The jury is still out on BB and team to see if the approach for growth and stock price appreciation is real or just a smoke show. My observations were of too much window dressing and quarterly optimization vs. long term actions and strategy in support of growth.

Company continues to follow consultants to have 3M follow industry standards (by people who tell companies what to do but are not long term accountable). Thus, more outsourcing, "AI" initiatives, and thoughts on cross-selling 3Mers long list of disparate, specialize, premium products. I hope for a good outcome, but I am not a believer.

Nearly 60 employees in Netflix's gaming division have reportedly lost their jobs. This follows a broader workforce reduction impacting approximately 6% of the company's staff. The streaming service has not officially disclosed the exact number of games employees affected. Previous actions included shuttering studios and closing acquired companies. These layoffs suggest a significant shift in Netflix's gaming strategy.

Los Gatos, California

https://mobilegamer.biz/around-60-netflix-games-staff-affected-amid-company-wide-layoffs/

https://tradersunion.com/news/financial-news/show/3793313-altice-international-creditor-lawsuit-assets/

The whole empire may be crumbling

The Altice International lawsuit (filed October 13) names Elliott Management, Sona Asset Management, and Arini Capital as the suing creditors, alleging a "multi-year scheme" to move billions in assets beyond their reach. The specific assets were Altice Portugal and Altice Caribbean — which generate about 80% of Altice International's earnings — shifted outside the creditor pool while leaving the ~€8B in debt behind. Lenders already declared a default on €2B+ of that debt back in July. This is textbook fraudulent transfer, and it mirrors exactly what Apollo and Oaktree are alleging on the Optimum side in the US.

Elliott's involvement is significant. They're one of the most aggressive and sophisticated activist creditors in the world, known for fighting these battles all the way through litigation rather than settling cheaply. Their presence signals this won't be resolved quietly.

Drahi has been running the same playbook across his entire empire simultaneously — Optimum in the US, Altice International in Europe. The total borrowing across the entire Drahi empire was over $60 billion. Optimum's ~$21.8B is just one piece of a global debt pile now blowing up across multiple jurisdictions at the same time. The creditor groups on both sides are clearly aware of each other and appear to be coordinating — the Optimum lawsuit came in September, the Altice International suit came October 13, three weeks later.

Altice has countersued its bondholder group, calling them an "illegal cartel" for coordinating restructuring terms together — the same tactic Optimum used against US lenders in November 2025. It hasn't worked in either case.

The one success story in the empire is Altice France — they cut debt from €24B to €15.5B and are now selling SFR for €20B to Bouygues, Iliad, and Orange (pending regulatory approval). Drahi is presumably trying to replicate that playbook everywhere else, but the US and international lenders watched France closely and aren't offering the same terms.

For the situation at Optimum: with Elliott, Apollo, Oaktree, Sona, and Arini all now in active litigation mode simultaneously, a favorable out-of-court settlement for Drahi is increasingly unlikely. A contested Chapter 11 — where lenders and Drahi fight in court rather than around a negotiating table — is the trajectory this is on.

Here in Calgary , AB got word today that lay offs will be happening Thursday this week. Expect 20-30% reduction in middle managment and egineering.

Received a text from the Comcast Emergency Notification System saying there is a "software" issue with badge access across the company. My friend's team had contractors who were let go, and their badge access stopped working weeks before they were let go. A horrible time to have "software" issues with badge sign in...

Has anyone heard if Orlando call center will start layoffs? we have rumors, not sure if there’s any truth to the rumors,But several of us are worried so if you have any information that you can share, that would be awesome.

One of my boys got the severance today. Gone effective today. It’s starting

This trash management team is doing nothing and constantly hiding. We’re about to put up another quarter of BS with zero turnaround to show. Productivity is sh-t in all the cores and people just talk about layoffs constantly.

SAP Germany has started layoffs by making employees that are born in 1968 and 1969 for semi retirement. Their managers are already asking them to take these offers and leave. As there is no pension grandfathering for these agreements, this is a very bad deal for them. But they will be forced to take it anyway. After HR knows how many are actually leaving and they have figured out the costs, they will start to use the lists from each area for more layoffs. My friends in HR say that the total is expected to be about 10% of the German workforce. More will be shared in Q1 once these lists are finalized. Be good to your managers because they will ultimately decide who will be let go of. L1 from each area is asked to give names corresponding to 10% their workforce. So it is going to be a bloodbath in 2027 and 2028. All of this while SAP is making more and more money every year thanks to its employees. CK retires in 2028 so he wants a big payout from these "savings". I am so mad at the CK fans who keep supporting the board despite all this. If we employees do a good job and our company is not struggling, we should have job security. It's not a big ask. Yet SAP leadership has shown that they do not care about employees. What is worse is that SAP leadership makes more money than average than any other company in Europe and for them it is still not enough. How can we stop this greed?

I work for Oracle for more than 10+ years. I have witnessed several scenarios where Oracle failed to improve the standards of its employees.

1. Oracle's salary is less than Asian service companies like Infosys, etc..
2. The increments are always in low 2-5% max
3. Oracle's severance in recent layoffs were so poor and the way it treated its employees during those layoffs raises alarm
4. Oracle's health benefits to laidoff employees is also bad
5. A consultant who works for a company can afford to buy a house rather than an Oracle employee
6. Manager's / Directors push me to share my talent to Indian team ??
7. Lots of CMTS & Architects are boot and pant li---rs of their managers. They don't have real talents. Just attend the meetings and push the job
8. Most of the hide and seek games are done through attending the meetings and providing restricted access.
9. Promotion, Hikes, Appreciations never happens. If so they are rare events.

In short Oracle doesn't have talent to groom the talents.

Amazon’s delivery network in New York City could face a major shake-up if a proposed law requiring direct employment of contracted drivers becomes legislation. The company has reportedly warned it could shut 15 delivery facilities across the city and move thousands of jobs elsewhere, while logistics analysts believe it may be prepared to follow through rather than change its operating model.

The dispute centres on the Delivery Protection Act, a measure backed by New York City Mayor Zohran Mamdani. It seeks to change how major delivery companies engage workers, including Amazon, by requiring the retail giant to employ more than 5,000 drivers directly instead of relying on independent delivery contractors.

Supporters argue that the proposal would improve pay and strengthen workplace safety protections across the delivery industry. However, the potential consequences extend beyond drivers: a withdrawal by Amazon could affect warehouse employees and dozens of small businesses that depend on its delivery network.

In following months several legal entities (and offices) in many EU and non EU countries will be terminated, local workforce fired.
Starting with smallest ones ASAP (up to ~100 headcount).
Sales will be taken over by local partners.
Contracts (CSS, health, projects, office...) will also be terminated (with due penalties).

Just curious on the thinning of the herd.. How many of you jumped on the amazing opportunity to bail? Insight is a far shell of what this place used to be.

How low do we think our stock will go after this next earnings report? I hope it doesn’t go back into $40’s range but it’s looking that way. Sad because we will need more layoffs now.

OPS All Hands (non-exempt) today in Malabar.
“Update on job structure and career paths in operations”

This isn’t going to be good.

I think they'll let us live in suspense for a while, hoping many will quit on their own to escape the stress. It's been done many times by many companies and I'm pretty sure this "leadership" will use the same playbook.

I just stepped down from a store management position. Don’t believe anything you are told. It’s all lies. Every bit of it. Belk is struggling to stay relevant in this day and age. Does Belk look like it’s progressing? The only thing they have managed to do this year is close stores and lay off folks. Real talk.

The 10/13 earnings call included a statement that employees in operations, customer service, technology and risk should examine closely. Scharf described AI agents capable of performing work in call centers and operations sites. His point was that a large company can deploy technology across a much wider workforce and achieve greater benefits from the same investment. This matters because Wells Fargo is already operating with substantially fewer employees.

THE WORKFORCE CONTEXT

September 2025: 210,821 employees

September 2026: 194,369 employees

That's 16,452 fewer employees over one year, approximately 7.8%.

And Wells Fargo's headcount has declined for 24 consecutive quarters, according to management's six-year statement.

WHICH FUNCTIONS DID MANAGEMENT DISCUSS?

The October earnings call described AI applications across several areas:

1. Software development: Faster coding and autonomous agents where appropriate.

2. Customer service: Automation of common banking activities.

3. Operations: AI agents capable of performing work within operations sites.

4. Cybersecurity: Identifying vulnerabilities and accelerating code development and testing.

5. Risk management: Simplifying existing processes.

6. Underwriting and complaints: Accelerating response times and routine workflows.

7. Financial-advisor support: AI tools that reduce routine administrative work and improve information access.

These are applications management discussed. They are not a confirmed list of departments scheduled for layoffs.

HERE'S THE REAL QUESTION

If AI reduces the time required for routine tasks, what happens to the employees who previously performed them?

There are several possibilities.

The bank could redeploy employees into higher-value work.

It could increase output targets while maintaining existing staffing.

Or it could allow departures to go unfilled as automation takes over portions of the workflow.

All three are possible. Actual decisions depend on the business.

THE CFO'S MESSAGE MAKES THIS MORE IMPORTANT

Discussing 2027 expense planning, Mike Santomassimo said:

"we expect every part of the company to drive meaningful efficiency."

He also explained that next year's expenses would reflect continued efficiency work, investment needs and salary inflation.

Questions:

Ops: Are AI tools reducing staff requirements or simply increasing transaction targets?

CS: Are service expectations changing as more routine customer tasks are automated?

Tech: Are faster coding tools being used to justify larger delivery commitments?

Risk: Are manual reviews disappearing, or are employees still responsible for checking automated output?

Nobody can confirm individual layoff decisions from an earnings call.

But when management identifies specific work AI can perform and simultaneously expects companywide efficiency, employees should be asking where the staffing assumptions are changing.

Sources:

October 13, 2026 earnings call:
https://www.benzinga.com/news/26/10/62329932/full-transcript-wells-fargo-q3-2026-earnings-call

Wells Fargo Q3 workforce and AI analysis:
https://www.grindhotline.com/wells-fargo-2027-job-risk-q3-2026-headcount-ai.html