#layoffs

It’s disheartening to hear what’s happening with the converse team being left hanging with their fingers crossed and no clue what, who, or when, layoffs will impact. Why do this for so long dragging it out with no communication? Folks in VP and director level seats seem to be the problem and the real contributors are disregarded and silenced. Things aren’t looking good.

As of November 18, 2025, Verizon is undergoing its largest-ever round of layoffs, affecting approximately 15,000 employees (about 15% of its roughly 100,000-person workforce). These cuts, driven by subscriber losses, rising competition from rivals like T-Mobile and AT&T, and a push for cost restructuring under new CEO Dan Schulman, are primarily targeting non-union management roles and could impact over 20% of those positions.

Additionally, around 180-200 corporate-owned retail stores are being converted to franchises, shifting those employees off Verizon’s payroll. Announcements and notifications are expected as early as this week, with some reports pointing to November 20 as a key date for broader rollout.

There is no publicly accessible “layoff list” for Verizon (or most companies), as these processes are handled internally and confidentially to comply with privacy laws and avoid leaks. The layoff list is not something employees can independently check online or through external databases. Instead, determination relies on official company communication. Below, I’ll outline the most reliable ways to find out if you’re affected, based on employee reports, past Verizon practices, and current news.

Steps to Determine If You’re on the Layoff List

1. Monitor for Direct Notification from HR or Your Manager
. The primary and official way is through a personal phone call or email from HR, your direct manager, or an Assistant Director (AD) level executive. Based on employee discussions from previous Verizon reductions (e.g., the 2023 and 2024 rounds), affected employees are typically notified first thing in the morning—often between 8:00 AM and 10:00 AM local time. This call will include details on severance, benefits continuation (like COBRA), and next steps. If you don’t receive this by midday, it’s a strong indicator you’re not affected in this wave.


Tip: Keep your phone on and check voicemail/email frequently, especially on weekdays starting November 18-20. If you’re remote or in a different time zone, confirm your contact info in Verizon’s HR portal (e.g., via MyHR or Workday) is up to date.

1. Attend Company-Wide or Team Meetings
“Survivors” (those not laid off) often receive a follow-up group meeting or “business update” around 11:00 AM on notification day, lasting 15-45 minutes. This is where leadership (HR, ADs, or VPs) announces the changes broadly, confirms headcount reductions, and outlines impacts on remaining teams. These are usually held via Microsoft Teams or in-person for retail/corporate roles. Watch your Outlook calendar for invites labeled something like “Organizational Update” or “Q4 Restructuring Briefing.”
Why this matters: Skipping or missing this could signal you’re affected, but more likely, it’s a sign to follow up with your manager.

2. Check Internal Resources and Portals
   • Log into Verizon’s employee self-service portal (e.g., My Verizon for HR matters or the internal intranet) daily for any updates on “reduction in force” (RIF) or voluntary separation programs (VSP). In past rounds, VSP offers (e.g., enhanced severance for voluntary exits) were posted here first, allowing some employees to opt in before involuntary cuts.

   • Review your paystub or benefits summary for any flags, like frozen PTO accrual or changes to performance reviews—these can precede layoffs.
 Note: As of now, no mass WARN Act notices have been filed publicly for this 2025 round, which suggests notifications are being staggered to avoid triggering 60-day advance requirements (under federal law for mass layoffs of 50+ in certain states).

3. Network Internally and Listen for Rumors
. Discreetly talk to trusted colleagues, especially in HR or your chain of command, without spreading panic. Employee forums like TheLayoff.com and Reddit (e.g., r/verizon) report that some senior directors (Sr. Directors/ADs) receive the affected names 24-48 hours in advance, leading to subtle leaks.

Common signs from insiders include:
• Sudden “obs” (observation/performance reviews) being paused or rushed.
• Managers acting distant or scheduling vague 1:1s.
• Team-wide emails about “upskilling” or AI integration, which often precede cuts in legacy roles.
 However, avoid relying solely on rumors—Verizon has denied some exaggerated claims (e.g., mass store closures as “false”).

1. Consult External Resources for Confirmation
   • WARN Tracker or State Labor Departments: Search sites like warntracker.com or your state’s Department of Labor site (e.g., California’s EDD or New York’s DOL) for Verizon filings. These are public but lag by weeks and only cover mass events (50+ jobs at one site). No federal WARN has been filed yet for November 2025.
   • Union Support (If Applicable): If you’re in a unionized role (e.g., CWA for wireline or installers), contact your rep immediately—they negotiate protections and may have early intel. Non-union management is hit hardest here.
   • Legal/Financial Advisors: If notified, don’t sign anything without review. Verizon’s typical severance is 1-3 weeks of base pay per year of service (e.g., 10 weeks for 5 years), plus health benefits for 3-6 months, but it varies.

If You Are Affected: Immediate Next Steps
• Negotiate Severance: Past packages included $1.7-1.9 billion funds for 4,800 roles in 2024—push for extensions if needed.
• Update Your Resume/LinkedIn: Highlight transferable skills (e.g., 5G, customer ops) and network in telecom (jobs at AT&T or T-Mobile are surging).
• File for Unemployment: Eligible immediately in most states; use tools like FlexJobs for remote gigs.
• Mental Health Support: Verizon’s EAP (Employee Assistance Program) offers free counseling—access it even post-layoff.

Layoffs su-k, but they’re not always personal—Verizon’s churn (e.g., losing 7,000 postpaid subs last quarter) is the driver. If you’re not hearing anything by end of week, focus on building resilience (e.g., upskill in AI via internal training). Stay proactive, and reach out to HR for clarity if anxiety spikes. For personalized advice, consult a career coach or employment lawyer.

https://www.calcalistech.com/ctechnews/article/h1cjws5xwx

Cisco to lay off dozens in Israel as restructuring hits local operations

Entire group was fired yesterday and another one in london is planned in the next few months. The train replacements in india and then fire the OG team.

After all this i kind of want to get severance. It would be a nice chunk of money. Plus I can get a job pretty quick and get used to it while getting paid from verizon. I think I want to get severance now. I don't know if I want to stay with verizon long term like I thought I wanted after this. I think the culture is about to be toxic and I mean toxic as in nothing is ever going to be good enough.

Does anyone know if Value of safe this time around? Value has been spared quite a few times since the TracFone acquisition….

I was shocked by dolls vp gutting. Some seriously big deals. Who did a lot. What happened?

I've heard that another 10-15% of layoffs are coming around the corner. Our subscriber base keeps falling. I'd have to think this is accurate. What are other folks hearing?

The retail stores that are turning franchise are the following.

• Under performing year over year (all metrics, not just growth)

• overlapping/ redundant stores, including stores in congested markets (example, districts with stores within a 30 mile radius from each other)

• locations with upcoming expiring leases

• locations that have not been remodeled

• Mall locations (all)

The cuts outside of stores closing will be support channels, R2B reps/managers, Sr operations analysts, training, director consolidation, sr director consolidation, market presidents and VPs and their support teams (executive assistants, etc.) Retail stores with 3 assistant managers.

On the list, what does it mean # impacted or # not impacted ??

If there is the #1 on “not impacted”, does that mean they are getting let go, but not immediately? Or they weren’t informed yet? Or they are staying past November?

Anyone know if this is contractors too?

Has anyone heard if the security teams will be affected, specifically those working under Mike Russo? Many of these teams are brand new teams build over the last year.

Starting layoffs at agent level in merchant and card.

That's how it was done people... someone up your chain had to do this.

"Give me a ranking of your employees."

Be prepared, some groups are going away entirely and some groups could lose 50% of the team.

"You have 10 people? Make it work with 5." -- Dan

People, sadly, it doesn't matter if you're an excellent employee with great reviews and work ethic. Dan has relegated people to simply being a number. X number of X are getting whacked. I wish I could say this wasn't true, but it is.

Be kind to your co-workers who are in the office today.

Expect tomorrow to see increase of posts here, I just got the memo...

If they're telling you they don't know they're either lying or they're on the chopping block too. Calls will begin on Thursday (100% no doubt).

This is THE worst kept secret in Verizon... and elsewhere for that matter. Upper management is ticked off that this leaked. Honestly, what do you expect when you "whack and hack" 15% across the board without really knowing what you're doing?

I am feel sorry for those let go because the job market right now is just not great. There is life outside of Verizon, you may have to look for it ... for quite a while.

Good luck people...

Just got the call from my boss. Not sure how many other folks are being impacted. Good news is that I still had some old school vacation banked up.

Are they doing it in the morning or waiting until the afternoon on 11/20?

If you RIFD, may we come as a contractor to Verizon with some vendor and there are no regulations to return?

T

Anyone hear anything regarding internal care teams or case management/ert

Spoke to 3 ADs so far who are my friends. They do not have any list.
Is there any AD who has the list?

I don’t know if that means I’m on the chopping block or safe or maybe they are gonna offer me a different position if riffed

U.S.-based employers cut more than 150,000 jobs in October, 2025 - If you have any doubt about what the job market looks like right now....here you go.

https://www.reuters.com/business/world-at-work/layoffs-us-october-surge-two-decade-high-challenger-data-shows-2025-11-06/

• 150,000 jobs in October, marking the biggest reduction for the month in more than 20
  years, a report

• The layoffs in October surged 175% from a year ago to 153,074. From the start of the year to October end, employers have announced 1,099,500 job cuts, a 65% rise from 664,839 in the same time period last year.

• So far this year, job cuts are at the highest level since 2020 when 2,304,755 cuts were announced through October.

Read more: https://pix11.com/news/resume-portal-opens-for-public-service-jobs-with-new-jersey-governor-elect-mikie-sherrill/

Is it pretty much a given that you’ll be included in this RIF?

At first they mentioned how we outperformed booking revenue and we hit all these expectations and more. Then they briefly mentioned layoffs and the just said they can’t say anything about it and just to put your head down and wait for the storm to end. Looks like it’s happening even when we are over performing in some segments.

If you're RIF'd on Thursday and are retirement eligible, do you still get retirement benefits?

Just a note that there are very few jobs out there to apply for in November and December. Then in January things are still slow in the hiring process at a large company if they are hiring at all. Most will not be hiring.

It began, as these things often do, with a badge scan and a fruit tray.

Robin Vince and the Executive Committee descended upon Lake Mary two weeks ago, bringing with them a whirlwind of strategic platitudes, pre-cleared talking points, and a palpable sense of curated warmth. The site was abuzz. Floors were vacuumed. Acronyms were polished. Someone even replaced the “Out of Order” sign on the espresso machine with “Temporarily Visioning a Better Brew.”

The town hall began promptly, or as it’s known in EC time, at “Empathy O’Clock.” Robin opened with a heartfelt nod to “the incredible work happening here,” followed by a 17-minute meditation on resilience, stakeholder trust, and the importance of “showing up”—which, ironically, most of the EC had not done since the last earnings call.

The Q&A was pre-screened, of course. No questions about layoffs, offshoring, or why the new “Agile Transformation Hub” is just a SharePoint folder with a GIF of a hamster on a wheel. Instead, we heard about “listening deeply,” “leading with heart,” and “unlocking the power of our people”—phrases that sound profound until you realize they mean absolutely nothing and cost nothing to say.

Enter James Legrand, our site lead and resident Zen Buddha philosopher-king of LinkedIn. Within hours, his post appeared:

"Leadership is not a destination. It is a sunrise reflected in the eyes of those we serve. Grateful for Robin's visit and the reminder that empathy is a verb."

What does that mean? No one knows. But it got 247 likes, mostly from new recent new hire analysts and people who also post about “intentional gratitude” and “the ROI of kindness.”

One associate commented, “So true, James. I felt the empathy in the hallway.” Another chapped lips sympathizer fabio-sly replied, “I didn’t see Robin but I felt him.” We’re still unsure if that was metaphorical or HR-worthy.

Meanwhile, back at our desks, nothing changed. The org chart still resembles a game of Jenga played during an earthquake. The “transformation” roadmap is now in version 6.2b. And the only thing cascading is the mandatory empathy training module, which now includes a quiz on “active listening postures.”

But hey—Robin gestured (while admiring his new Rolex). The EC smiled. James posted. And somewhere, a hamster keeps running and more jobs are lost in this heartless and unemotional chaos.

With today’s announcement, is there any estimate how many people are losing their jobs?

This is insane.

I made a mistake. I'm an id--t. That's all I wanted to say.

Some more major talent left yesterday , many that were the glue for Enterprise customers. There are random sales people that noone knows filling the gaps of leavers.

The 15th of November fell on Saturday so the RIFs rolled Monday . Remember 2024 rolled same dates in January

I was a senior manager and was severed in late 2023. We were given like 3 months notice which was awkward. The worry, anxiety, feeling of being a failure was very overwhelming. The job market had changed dramatically since 2011 and I found it very frustrating to apply over and over to jobs I was 100% qualified for to not even get an interview. I made getting a job my job, worked at it 8 hours a day. It took 3 months before I landed a job....and it was an amazing job. 2 years later and things are still amazing. Way better pay, better work life balance, and they really value my abilities and skills. Verizon trains very well, and remember that you bring alot to the table that is very attractive to employers. Leaving Verizon does not mean lower pay. Being somewhere were you are more than just a number is refreshing. Not being at Verizon anymore is refreshing. Hang in there folks, you got this!

VZ “family” throwing each other under the bus — making arguments for why others should be cut while justifying their OWN existence. 🚢 🧊 Can’t you see we are ALL on a sinking ship? The VZ layoffs have only just begun ……. 🛟

I still can’t figure out why some Sr Directors are saying “I know nothing at all.. I’m waiting to hear too” and then other Sr Directors (and even ADs) know the names of those affected on their team. Why is the comms plan and information leaking so different this time?

Affected employees will receive phone calls between 8-10am, and survivors will get about a 45 minute heads-up for a 15 minute “business update” meeting where HR and ADs or above tell you who was let go. This usually occurs about 11am.

If you’re let go, you’ll likely get to leave work early on Thursday and won’t be expected to come in on Friday.

Source: This is my 6th rodeo

Just read this, and I thought others who might have missed it might want to see it too, so I'm making it into a thread. All credit goes to @a3+1ka9y513n.

RIFs will continue to happen, but does anyone know if there will be cuts from either Tech / Care or Case Mgmt for this round?