#headcountreduction

Following several years of headcount reductions, Takeda has unveiled another round of job cuts that will affect its commercial workforce across the U.S. The layoffs are expected to impact 243 field employees working in 47 states

https://www.fiercepharma.com/pharma/takeda-cuts-243-us-workers-generic-competition-looms-trintellix

and we are still 2 weeks out from Dan's plan? Guessing the leadership team was told by the CEO to figure out how to do it with 15k less people (and maybe even 30k less people if the latest reports are true) and let him know the plan by the end of January so he could take credit for it in early February.

When revenue tightens and the stock slides, forcing five days in-office is pure waste. Higher real estate costs, higher attrition, lower productivity. If leadership is serious about discipline, RTO should be the first thing cut. However, it will just be headcount. Expect layoffs and FTW letters to increase at record speed.

So Verizon laid off 13k and frontier workforce is 13k… strategic… I would say yes

They are wanted about a 30% headcount reduction without having to pay severance.

Over the past two to three years, there has been a noticeable and troubling shift in Dell’s people culture. What once stood out as the company’s strongest asset—the fabric of trust, inclusion, and employee-centric values—appears to have steadily deteriorated.

This change feels less incidental and more deliberate. Decisions increasingly seem driven by cost-cutting and downsizing, with little regard for preserving the culture that once defined the organization. Instead of investing in engagement and retention, there appears to be an unspoken acceptance—if not encouragement—of voluntary attrition as a means to reduce headcount and save money.

It’s disheartening to witness the gradual unraveling of a culture that many employees valued deeply. What was once a source of pride has now become a cause for concern—and that is truly a shame.

Goal: Decrease operating cost by reducing high salary people and not paying for hourly worker benefits as there are many store employees.

1. Take away store employee holidays so the full timers quit. Huge savings on the benefits. Then only hire part timers to replace.

2. Close OPO to make as many people quit as possible. So far under 100 but soon it will be up to 200. Could even go up to 300 within 3 months of OPO closer.

3. Few months after closing OPO, Move head quarter to a cheaper area and cash 400 million for 4 buildings. Expect people who live nearby to quit. People moved to Chicago for a job and bought a home nearby to have balanced life style. Lot of people who work at a head quarter will quit if office moves far away. Near the farms where it is cheaper land or in middle by staples office on I355.

Leftover downtowners will quit if they are not by commuter train.

Total people who quit will be around 1000 at the end without any layoff or severance package. This guys know what they are doing.

Big report announced today by Emma Lewis for the Commercial team. Looks like a 46% headcount reduction. This is the first of a long and painful journey—to what? No one knows as they are not part of the natural family. Tired of this!!

I work in a part of FI that is now a part of Fidelity Wealth (yet we’ve been given no direction or concrete info). Anyone heard of upcoming relocation pushes away from Smithfield? The 900 building/traffic/parking garage is a complete disaster and no one cares. Wondering if they’re looking to reduce headcount there.

The letter, which confirms the company will be laying off 15% of its workforce, impacting around 500 employees, follows reports from two months ago that Playtika was preparing to lay off about 20% of its workforce, or roughly 700-800 employees. Playtika employs around 3,500 people globally, including about 1,000 in Israel.

https://www.calcalistech.com/ctechnews/article/bkl6xzhswe

My dept lost 20% of team during cuts.
For everyone left, they took our time.

Overtime is assumed. Vacation is “available” as long as no one else is off — so it isn’t. Flexibility vanished. Trust went with it.

Now it’s all about how many extra hours you can cram in a week. Coverage charts. Being watched instead of being valued. Results don’t matter nearly as much as looking busy.

We’re not managed. We’re monitored.

High performers didn’t suddenly need babysitting. But treat people like clock-punching liabilities long enough and don’t act shocked when they stop caring — or stop showing up.

Headcount was the first cut.
Time is the second.
Talent is next.

Tuesday/Wednesday. 20-25% for almost all teams.

Danaher did a 10% head count reduction on its OpCo's right before Christmas. Merry Christmas to them! Sad

Expect major layoffs this year. All the areas going through "transformation" like cfo, ops, and brand are planning to offshore roles or replace with AI. ETX was the test case before rollout to other areas.

They have reduction in US headcount as a goal for each area. Search deep enough on Sharepoint & OneDrive and the details can be found.

We've heard the phrase "up and out promotion" before. I've seen it happen especially for limited availability positions....IE new manager comes in and they have a buddy they'd love to give a promotion to, but even managers have headcount targets and can't necessarily create new Senior Engineer positions..so they find a way to force out someone currently in that position so they can give it to their friend.

For departments with many GSR engineers, in-line promotion can bring you from a 6->7->8 eventually with no tangible difference in responsibilities.

My question is during layoffs.. do you think you'd be safer as a higher paid lower GSR.. or at a higher GSR and lower on the pay scale? I know there's dept headcount reduction targets during cuts, and they can be based on X number per GSR.

AT&T announced on January 5, 2026, that it will relocate its global corporate headquarters from Whitacre Tower at 208 S. Akard Street in downtown Dallas to a new, modern campus in Plano, Texas.

The new headquarters will be built on a 54-acre site at 5400 Legacy Drive (former Electronic Data Systems/EDS campus, unoccupied since 2018). The company plans to demolish existing buildings on the site and construct a low-rise, horizontal campus designed for collaboration. This will consolidate operations from its current locations in Dallas, Plano, and Irving, affecting around 6,000 employees. Partial occupancy is targeted for the second half of 2028.
Estimated Cost of the Move (Including Demolition and Rebuild)

No official cost figure has been disclosed by AT&T as of early 2026. However, based on the project’s scale and comparable corporate campus developments:
• Land acquisition — Likely in the range of $50–$150 million (the site was part of a larger parcel previously eyed for a $4 billion life sciences district called Texas Research Quarter).
• Demolition — The old EDS campus includes multiple buildings (e.g., two eight-story structures connected by a bridge). Commercial demolition typically costs $4–$8 per square foot; for an estimated 500,000–1 million sq ft of existing structures, this could be $20–$80 million.
• New construction — Modern corporate campuses (with offices, amenities, parking, and green space) often cost $300–$600 per square foot. Assuming 1–2 million sq ft of new buildable space (similar to AT&T’s current ~2 million sq ft downtown footprint but spread horizontally), construction alone could range from $500 million to $1.5 billion.
• Additional costs — Site preparation, infrastructure, IT/data center fit-out, landscaping, employee relocation/transition, and potential incentives negotiations could add $100–$300 million.
• Total estimated project cost — $1–$2 billion (potentially higher if premium amenities like fitness centers, childcare, or sustainable features are included, as seen in similar Texas campuses like Toyota’s North American HQ in Plano, which cost over $1 billion).

This is a rough estimate based on industry benchmarks for large-scale corporate campus developments in Texas. Actual costs could vary significantly depending on design specifics, inflation, and any public incentives from Plano (the city has previously offered reimbursements for site redevelopment). AT&T has emphasized the move as “cost-effective” long-term due to consolidation and employee commute improvements.

The current Dallas lease at Whitacre Tower runs through 2031, so AT&T may sublease or maintain some presence downtown during the transition.

Another 50 roles cut…

2026 Q1 -
10% reduction in Technology lob

Head count reductions are coming. HR is looking at span of control again. This always leads to HC reductions. Last time they did this, they had the first VBO.

I think the VBO will be offered again in 2026.

Hans used 5G to try and distract us from reality. Dan is using AI. The long term plan is not dictated by either of these technologies and while the changes and headcount reduction are part of a plan, we will not know what that plan is until it happens. A sell off? A shut down of all stores and migration to resellers? Moving wireline work to the newly acquired Frontier team? We don't know.

What we do know is the constant gaslighting over the years that has become nauseating. Telling us we have the best network and customer service when customers tell us the opposite?

Layoffs will resume Q1 of 2026. I am ready and waiting for my number to be pulled. With the writing clearly on the wall, how many people will be back on this website panicking because they did nothing to prepare for the inevitable? I hope it's a minimal amount but some will be blinded by a new year and an attempt at Q1 kick off meetings to distract the easily distracted.

We have a week left of 2025. Once the clock turns midnight, the peace and quiet is over and the cycle will start again.

Ask questions, ask for clarification when the answer doesn't make sense, and remember you are not valued as a person, you are a dispensable number and will be treated as such very soon. Meanwhile, our executives are raking in millions, annually.

Dan Schulman

Verizon Compensation (2025 onwards)
Base Salary: $1.5 million annually.
Short-Term Incentive: Target of 250% of base salary (prorated for 2025).
Long-Term Incentives (Equity): RSU/PSU grants with target values potentially reaching $9.5M and $20M, vesting over time.
Total Potential: Can reach nearly $60 million, depending on performance.

I'm a lead in FE and was advised by the PGL that she has to let people go in January. She told me that she can't justify the headcount she has. No new orders are being pulled and the LTF has been erased.

More rifs announced effective 1/31/2026. This one is even bigger. Billing is losing like 60 to 75% of its employees

According to Volvo Group North America, the Hagerstown plant will be laying off 97 production technicians, effective January 5th. The plant, Volvo said in a statement, is adjusting “staffing to reflect ongoing weakness in the North American truck market.”

https://tristatealert.com/volvo-mack-trucks-in-hagerstown-to-lay-off-nearly-100-jobs-by-january/

The company is planning deep cuts across its non-client-facing staff, Bloomberg reports, as much as 10% of headcount within some areas, a move that could eliminate several thousand jobs over the next 18 to 24 months.

https://qz.com/mckinsey-layoffs-white-collar-jobs-ai

The UK technology distributor has informed staff of plans that could reduce headcount from approximately 1,200 employees to around 130, subject to consultation.

https://www.yourharlow.com/2025/12/13/possible-jobs-blow-for-harlow-as-exertis-confirms-layoffs-as-it-seeks-to-change-structurally/

PowerSchool, based in Folsom, has reorganized and reduced its workforce.

https://www.bizjournals.com/sacramento/news/2025/12/12/powerschool-restructuring-layoffs.html

How many total were cut?

We've heard the news we need to shed from 130k employees to 100k. But now we're hearing shedding 50%, by end of 2028. Anyone else hearing something?

Dec 11, 2025

ExxonMobil plans to cut its low-carbon spending by a third, the latest sign of a pullback on decarbonization across most big oil companies. In its latest corporate outlook, Exxon raised its 2030 targets for earnings and cash flow each by $5 billion. That should be possible without new capital spending, the company said. But it will require low-carbon spending to fall to $20 billion from $30 billion, following what CEO Darren Woods described as lower-than-expected customer demand and less supportive government policies.

Hydrogen is among the divisions on hold, a trend across the industry, which has put more than 60 hydrogen projects on ice this year. Overall, oil majors’ green ambitions have mostly failed to pan out: Shell and BP, which pushed ambitiously into lower-carbon business lines only to pull them back, have seen their share prices fall to a deep discount relative to their US competitors.

— Tim McDonnell

https://www.semafor.com/article/12/11/2025/exxon-plans-to-cut-low-carbon-spending-by-a-third

There will be a huge round of layoffs happening in Optum with notification date of Jan 22. Every business is at risk, as Corporate handed down mandates of between 10%-30% reductions depending on the business. More happening in Feb & Mar as well. Oh and RRP Funding STILL hasn’t been approved.

Does anyone have any insight on headcount reduction coming to Independent Testing & Validation? I’m new to this LOB and don’t have any background knowledge on the inner politics. Thanks.

Expect to see the recently reported forever layoff model. This is a persistent, all year method for layoffs where they happen in artisanal small batch format to prevent investors from getting alarmed.

Large companies do the showy layoff where they announce large layoffs then hire the same or greater number with h1b or offshore. Thus keeping the same headcount to keep from alarming investors.

Hi friends. I have it on good authority that layoffs are confirmed for early 1Q 2026 immediately following the holidays. My source said the board recently signed off on the plan of “execution”. Also a major topic of discussion was to relocate the HQ back to Spring TX due to quality of hires found in Oklahoma. This was a similar strategy of our former company, Southwest Energy said they could hire much better Engineers from A&M and the land people from Okie were non consequential hires basically. Although this appears to be a long term plan for Expand after the dust settles from this 25% layoff. I’ll keep this forum updated with more news and stuff. Happy Holidays, y’all!

This is literally the description on the Layoff.com portal

Let’s that sink in!!!!!!!

We are now 85k barely. We have lost close to 100k employees.

This is a effing TITANIC I say. Jump while you can. Indian future CEO is already interviewing. Trust me!!!!

This shady a-s company is looking to reduce headcount more and will find any reason to force people out. Look out for yourself and keep your eyes peeled for a new gig if you are able.

So for those of you who aren’t getting information from your managers, directors, etc., the workplace relocation notifications are going to take place beginning first or second week of January. If you’re not in one of the 40 key network locations, the four hubs or one of the 10 to 12 other approved locations you will be getting notification to move to a new office location.

If you’re within 50 miles of your new location, you’ll be expected to start reporting within 60 days. If you’re over 50 miles you will have 60 days to say whether or not you will accept the new location assignment if you say yes you will have until late spring early summer 2027 to make the move if you say no in all likelihood, you’re off the payroll by June 2026. If you say yes, and then the year passes and it’s time for you to go, and you say no, you’ll be terminated without severance.

Everyone, regardless of your role or your organization is affected. Whether you’re a national employee, original employee or a market based employee all these rules apply and many of us are already being told unofficially where we’re headed.

This is all part of a two prong effort to reduce headcount and also reduce real estate footprint. So the company will reduce real estate footprint and obviously save money by selling off those buildings and/or ending leases. Secondly, they’ll save money with a reduced headcount because there’s going to be people who say no right out the gate and others who will leave the company in the term or when the time comes further reducing headcount considering how many people this affects it’s gonna be a pretty steep cut in headcount when it all shakes out.

AT&T’s latest office shuffle in San Antonio is fueling speculation about the future of its downtown Dallas headquarters.

The telecommunications giant confirmed it will vacate its office at 1010 N. St. Mary’s Street in San Antonio and relocate to the city’s West Side, according to the San Antonio Business Journal article published September 29.

The move will leave about 400,000 square feet vacant in the city’s downtown office market, which has already been weakened by recent corporate exits.

Sources familiar with the transaction told the San Antonio Business Journal that AT&T signed a deal last week to occupy more than 100,000 square feet at The Reserve at Westover Hills, a suburban complex that had been largely empty since 2021.

Not sure if mgmt will attempt to bolster the Q4 results with more layoffs. The October 15-20% cuts will be included in Q4 but the goodwill reporting delays cannot be further delayed.

Insights on plans to capture further headcount reductions in 2025?

#WFC - Now that I have moved to a new company, I am happy to post this. I have never seen a more unprofessional, outdated operating model. The absolute truth is Wells Fargo Bank is a true cesspool from the top, down to the recycled mid-managers and their lies, abuses, yearly Job Title changes, Loopholes exploited, and the Misclassification of offshore h1b(job titles, and USA workers job titles and so called “officer roles”.

The same is will continue theough 2026. So glad I am gone, I was embarrassed to work here at this point. Having WFC is equivalent to having a Schart stain on your resume.

Now, with the new unethical(loophole) mandate raising the salary thresholds, many companies are quietly rebranding jobs to dodge overtime rules. Titles like “analyst,”, “specialist,” or “associate manager/Associate Specialist 4 - Vice President” are being handed out without changing THE ACTUAL WORK. It’s just another loophole being exploited: the company narrative makes it look like you’re exempt, while your day-to-day duties tell a different story.

The law is clear, titles don’t matter. What matters is what you actually do. If your role is routine, closely supervised, or production-based, you’re likely non-exempt no matter what’s printed on your badge. But the timing of sudden title changes around this mandate is a red flag: it may be an attempt to fit workers into exemption boxes that don’t really apply.

For employees, this isn’t just semantics. Misclassification means unpaid overtime, longer weeks for flat pay, and missed income you’ve already earned. If your “promotion” didn’t come with real authority, like hiring, firing, or decision-making power you may have just been reclassified on paper.

Keep an eye on how your job was described and the in-office expectations listed on the JD before the so-called rto rule change, what your duties actually are, and whether the company is leaning on titles as a shield. Misclassification isn’t an accident; it’s a tactic. And it’s one that costs workers the most. This, coincided with non-stop hiring of riskyH1b’s hiring, offshore contractors, etc clearly show Wells Fargo does not support American jobs, nor so they support America’s communities.

Doesn’t anyone think that it is a problem for one man a.k.a. CEO to make 30 million just to reduce headcount aka lay off American jobs and fill with offshore employees(very risky). Meanwhile, there are school-bus drivers out there making $50,000 a year and taking kids(priceless to many) to school and make millions leas yet have more accountability than someone making $30+ million dollars. Something is wrong here.

WAKE UP People. We have the power to make changes. Just document everything!

Layoffs will also continue until the end of the year. And start back up again in 2026. Everything else communicated is just smoke and mirrors. Stack rankings, ratings calibrations, favoritism, sham ghost jobs run rampant here.

When will the regulators wake up to this habitual offender of a bank. Clawbacks are coming for the Schart when they can’t hide the mess he made anymore.