Multiple layoffs expected. Last-minute invite to a "meeting" which is actually just a pre-recorded video letting you know your "role is being eliminated" AKA we're firing you and we didn't even have the decency to do it on an actual live call. The video invite list was masked but I know my entire team was let go, and none of us could mute/unmute ourselves or turn on our cameras to see each other. My team received zero warning about this. My manager said he was completely blindsided.
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The way in which this was handled was atrocious. No organizational change management involved to manage the fallout. Some areas were referred to a HR BP who is on leave. The impact on those who remain needs to be managed, and from what I understand, there has been no direction on what impacted teams are doing going forward. There also needs to be some comms sent out informing those left what has happened because there are meetings being held where the managers holding them have zero idea of what is planned for the future. It’s an absolute mess and to be honest, it’s going to be tough landing a new role but I am glad to step away from this. I am so disappointed in how the company have handled this with no regard for those affected and their wellbeing. Especially for the long term employees that should be recognized for their significant contribution to the organization.
@15c I’ve heard 400 was THE NUMBER but it seems closer to 500
Does anyone have a reliable count? I'm being told that there is a threshold where they wouldn't trigger a WARN report.
@t0 they cut the whole BISO team under CIO, did you mean that or referring to something else
@vm MOST ETHICAL 🤣🤣🤣 they just pay to play for those things. It’s a very low bar + $$$ that gets a company those things
@t0 It's across all Corporate / indirect functions & departments. Does anyone have a lead on the wording and whether it complies with addressing lay offs/restructuring against protected classes? I suspect because they said my/our positions are being eliminated they're going to avoid that.
It’s almost poetic how Leidos’ current slogan, “Outsmart OutDo,” sits alongside another round of “strategic realignments”—aka layoffs no one saw coming. Apparently, the company has decided to "outsmart" us by keeping communication nonexistent and "outdo" itself in surprise workforce reductions.
What stings most is the disconnect between the internal reality and the external branding. We’re told we work for one of the “Most Ethical Companies,” yet the ethics seem to evaporate the moment tough decisions need to be communicated honestly. Even employees with 30+ years of loyalty were impacted, which only underscores how abrupt and opaque the process felt. And honestly, the layoffs wouldn’t have been a complete shock if there had been even the slightest communication that financial pressures were mounting—something as simple as openly acknowledging the cutbacks on travel, training, and unexpected expenses. Instead, everything was quietly dialed back with no context, leaving employees to piece together the story themselves.
And of course, nothing pairs better with all this than the company proudly touting its place on the “Most Ethical Companies” list. If this is what “Outsmart OutDo” looks like in practice, I guess the strategy is to outsmart the workforce and outdo last year’s layoff numbers. And as everyone now knows, this impacted all sectors—and to date, there has not been a statement from the CEO.
Here’s some info on the layoff process and package for those of you that are worried for your positions. The layoff meeting invite came a few hours before the start time, and you couldn’t see any invitees. There were also instructions not to forward the meeting. Honestly, it was pretty conspicuous. The actual date you’ll cease working is 2 weeks from the Friday of the notification week (we were notified Wednesday 6/24, but our final day with pay will be 2 weeks from Friday 6/26, which is Friday 7/10). We are allowed to be on LWOP for 4 weeks beyond the 7/10 date, meaning final separation is 8/7. Severance is based on tenure, so 0-2 yrs and 11 months is 2 weeks of your current salary, 3-4 y 11 mo is 4 weeks of salary, 5 to 9 y 11 mo is 6 weeks, 10-14 y 11 mo is 8 weeks, and 15+ years is 12 weeks.
@k9 they said in the meeting following the cuts that they plan to do a huge restructuring. It seems to mostly be affecting IA, as multiple IA directors were told that the company had too many security personnel. They also fired the Business CIO.
@rc I heard they have a total of four weeks and are supposed to be gone by July 10th
is anyone seeing any severence in addition to the two weeks?
@ah I was 50/50 indirect/direct govt contract. I was cut.
@e3 HAHAHA that's absurd! Our 5 interns are watching this chaos and can't imagine they'd consider joining after watching their mentors get laid off with absolutely no plan for us or them. Absolute negligence. (Our whole team in TI was cut, leaving our 5 interns in a total void)
@bx over 40 is a protected class - look at your rights (Also over 40 and cut from OOT on Wed)
@kg HAHAHA remember how this past Jan 2 reorg was supposed to be the last reorg in years? (I was cut on Wed, OOT)
@fm There is no plan. The word plan is overly generous to this leadership team.
@kt yes - VPs
@kt yep
were any directors (or above) affected?
@kg cutting middle management
@k9 No additional information for those who survived the cut either. In the ‘survivor meeting’ leadership mentioned new huge restructuring efforts.
Has anyone gotten any additional information? Managers of the impacted teams said they had no idea and that they still haven't heard from upper management. No follow up meetings scheduled yet with an explanation. It is all very confusing.
Hope the news gets tipped off on this. They are trying to keep it quite
@fj Not a direct correlation. Given that the ages of each person in the cut/not cut columns i can see that at least for our department the majority of the people let go were older, but not in every single case. If I had to make an educated guess it was by salary and to he-l with continuity in the event the salaries were commensurate with experience. There were some rock stars let go... going to be pretty hard to achieve those north star objectives when the corporate infrastructure has been gutted.
@e3 maybe that is the plan to purge and refresh with less expensive workers - sad
I was also affected by this. I received confirmation that 400 employees were in this latest wave
@fh did you see patterns with age or level
@fg my layoff 'letter' had a section in the back that listed out all the levels, the ages of employees in those levels and whether they were selected for layoff or not
@e3 what appendix?
From what I understand, there will be even more to come. Nobody is safe, even if you were told you were safe, like in my case.
@OP can also confirm. dozens of people cut from the technology integration sector. Lots of senior engineers, AI engineers, completely gone with a prerecorded video.
All job codes across all functional staff, we’re definitely over 500 across the company. How come no WARN NOTICE? High performers/mid performers. No explanation on anything
The devious thing about this is how it's being phrased - apparently allowing for WARN act to be avoided? Our new leaders sent out a ranking / salary sheet for all employees in our org (don't ask - crazy that they did that, and without encryption or signing, that's a whole other story) and I see in the appendix the ages of each job code being fired - it isn't hard to draw a line to the salaries and it looks like they just lopped off the highest paid in each category where there isn't a single body in that slot. Mind you, we're in intern season and there's already been discussions about hiring them as FTE. Complete disconnect in messaging.
5 of us had our positions terminated in March in the proposal ops section of BD. I think this was all planned in November as my old manager refused to cooperate. We had severance packages etc as all of us were over 55 and had been there a while. Not a performance issue at all and one had a clearance. HR explanations were lame (Streamlining due to the 2030 Northstar initiative). Obvious EEOC implications here. New manager was blindsided. At least it was a personal call w HR also on the call. The pre-recorded call is not a good look.
We were eliminated and it was based on being over 40 and high t level (t6). Did not matter what your performance was.
We lost multiple long-term employees, underperformers that were difficult to displace. All building accesses revoked immediately after the end of the call by corporate even though they were informed they could stay on for 2 weeks and receive the usual benefits such as resume review and assistance in finding a new position elsewhere.
I had a planned 1:1 but HR joined the call and I was read the usual statement. I was in BD/Growth.
@ab were you in a corporate role or on contract?
Can confirm, unfortunately.