#rif

I joined Citi in July last year, and since then it's been nothing but cuts, stress, increases in workload, and a plethora of other issues. Every time I thought it was over, something else happened. Is it always going to be like this? What are the chances of things improving at some point in the future?

They're moving away from layoffs and toward firings. I know several people let go for ridiculous reasons. It's getting worse.

Several people on our sales team were surplussed on Wednesday-all had good numbers compared to those of use that weren't impacted, our sales manager said that the selection process was above his pay grade and that she had no say what-so-ever in the selection, one of the sellers let go was the oldest person on the team, a white guy who was crushing it this year and had the highest production on the team, the other two who were let go were also older members of the team , on e them was third on the team in production. Those of us left are newer to the team and are glad we were spared but are trying to understand how this selection process works

I'm sorry to all the people who were RIFed on 6/16. What date did the company give as your last day?

I know several people who were riffed in June, and there are still rumors of larger global RIFs coming in July and August.

For those who make it through these rounds, whats the outlook for the rest of 2026? Do these cycles eventually come to an end, or is this just the new normal?

At this point, I’d rather be included in a RIF now while severance packages are still relatively generous.

So tired of this, let me work or let me go

Has anyone had any dealings with the senior head of HR? My understanding is he is the one pushing RIFS, and a reason behind this increasingly toxic place. He wants RIFS everywhere but has the most toxic people leading HR teams.

While I have survived tons of RIFs, I have never seen this company or the company I came from when we merged, offer a VSP. I’m tired. I’m sick. I am ready to leave so I applied.

Anyone else did? Yes? No? Considering? Thoughts or theories about this? Share it!!

Does anyone know, if you take all your vacation for the year and then get laid off, do you have to pay back the part you haven't accrued yet?

Pete L talking about IA employees are the most valuable part.. mkay how many will be RIFfed soon?

Rivian announced staff cuts this week. Under two percent of its staff will be affected. Production workers are not impacted by these cuts. The announcement follows the start of R2 vehicle deliveries. First-quarter 2026 net profit for Rivian decreased by $87 million.

https://www.worktruckonline.com/news/rivian-layoffs-will-not-impact-production-workers-r2-has-launched

It's over for all of us here anyway.

Happening this week. Any info on how’s many

Anyone heard the investment community is predicting at least 50% RIF in order to restore profitability and stock price…

Seems at least one person got the axe on March 31

My SVP has said next week on Tuesday is expected to be the largest rif action

Can anybody confirm this?

Anyone heard anything? It seems every month there’s a RIF. Or maybe they met this month’s numbers with the VRIF.

If the rumors are true why are we need seeing more posts and activity around this? We usually start hearing “insider” information about meetings, lists, numbers, etc. Is it really happening? Spill the tea

Frontier employees will not be impacted in upcoming RIF’s for their first 12 months as a VZ employee.

121 people, NJDOL WARN Notice as of last month: https://www.nj.gov/labor/assets/PDFs/WARN/2026_WARN_Notice_Archive.pdf

How should I approach my manager about volunteering for the next RIF? I won't go into too much detail here, but I have been incredibly miserable since they moved me to a new role after the first wave of VSP in 2024. It's a role I never would have applied for on my own. Originally I had hoped to stay in this role for a short period of time and then eventually move to another role internally. However, given the current state of the company, that is no longer a viable option. I was thinking of giving my notice soon (no I don't have another job lined up, but I have enough savings to get me by for quite a while). Should I approach my manager about volunteering for the next RIF so I can at least get severance? If so, how should I approach the conversation? Or should I just give notice and be done with this place?

Our VP stated that RIFs are "rare" during our town hall. We have had 9 (!!!) employees on our team RIFed in the past 24 months plus a Sr. Director disappeared under mysterious circumstances.

They fired two US employees this May and then immediately posted the roles in Colombia. A key talking point from one of the Sr Directors was about how amazing it was that we were hiring! Be sure to recommend your friends!

Not sure how the VP thinks RIFs are rare at Medtronic given that I have never worked anywhere in my career that has had this rate of RIFs. The level of lying and gaslighting from execs is unbelievable.

Also we were told that we are now expected to demonstrate "Joy" going forward.

Wayfair Layoff for Global Partner Retail Enablement was made today. Unsure how many were impacted, but roles across Cross Journey Operations and Analytics were impacted today. Apparently not considered a "RIF" since it was a smaller headcount.

I’m just reflecting on UKG post July 2024 RIF and the downward spiral that I’ve watched this once unicorn company go through.

• March 2020, Ultimate Software and Kronos merger.
• June 2022, CEO Aron Ain steps down. Enter Chris Todd.
• Fall 2022, Global Delivery introduced.
• July 2024 RIF, over 2,000 employees. Chris Todd removed as CEO. Enter Jennifer Morgan.
• Following July 2024 RIF, major company re-org.
• Global Delivery grows, while positions in the US are quietly being eliminated. Also, when US employees leave, their roles are not backfilled (I had several teammates leave, but not a single role was filled).
• February 2026, RIF.
• April 2026, RIF.
• Current: Bulk hiring for Solutions Consultants in NOIDA / India as “transitioners” (delayed lay off employees) help to train them on their jobs, so they can take over come August 2026.

What did I miss?

What is happening to this once unicorn company?

UKG is in shambles.

i heard another Riff coming in a few weeks…anyone else hear that?

You asked, we listened! Our vteam family let us know they wanted to reduce vacation accrual max from 150% to 125%. This gives our superstars more time to set the foundation to play to win. It also helps reduce severance for future rifs which delights our shareholders. I am humbled, honored and energized for all we have accomplished as we continue to build the future at scale - together!

Max cap being cut from 150% to 125% so they can take that off the balance sheet and not have to pay out that additional time when we're all RIFd.

for this month

Any updates regarding rifs in June?

Seems a number of below the radar RIFs happening in a variety of groups. Some higher grades too

I notice the new Pulse survey asks how long you intent to keep working at Verizon for, with no option to put 'until I'm RIF'd'.

Do they seriously think we'll indicate our intent to leave, so they can bank on natural attrition to do Dan's dirty work for them? They're making Verizon such an awful place to work, I imagine a lot of people are actively looking for alternative employment, but why would we share that info with them? I know I won't, and I'm actively looking for a new job.

Yall are starting to scare me lol.

This morning's memo from SK is effectively confirmation of everything we have been discussing. In corporate communications, an executive letter like this is called a "Pre-Announcement Framework."

When a CEO writes a long, weirdly emotional, metaphor-heavy letter (the fishing analogies, "caring family," "peace of mind") to the entire continent, it is designed to soften the blow for what is coming next.

Strip away the awkward language ("gently turn," "beautifully evolve") and look at the cold corporate math, this letter lays out the exact roadmap for the upcoming RIF. And it was painfully obvious.

Found out the executive team now has what is called a RIF week. One week a month will be when all the RIFs for the month will be completed during this week. Supposedly the week for June is the week of the 15th or 22nd. Doesn’t necessarily mean a RIF will happen in that given month, but they are now scheduling them moving forward. Nice to know.
Thank God we already spent the money on that successful golf tournament.

“At this time the company decision is that we are currently unable to rehire any employees that were impacted by the RIF. This could change in the future as we continue to review policy. If so, we will most certainly reach back out.”

Former manager and adjacent manager gave good feedback to HR. Hiring manager was going to make an offer and at the last minute this came through.

I understand that we have to go through a RIF with Engineering and Products.

However, why do we have so many people in HR and Finance? Not to mention the recruitment department where we currently have no hiring to do, yet there are around 50 people in that team. We also have over 90 people in L&D and 100 in marketing, yet we have had to cut roles in Engineering.

Many tech companies cutting the size of their HR departments - even Uber has done so recently. META and Salesforce too.

This feels like a very targeted and poorly thought through process. Arguably, AI is capable of replacing far more roles in these functions than it is in Engineering and Products.

There are leadership meetings here in Jax this week. Yes, the June RIF looks real, but likely around and between 17 and 24 June. I have not heard anything about the teams that may be affected, though.

Any news on this? Have any of these dates been confirmed?

How has this become the new normal?

Read a scary post. Massive layoffs prepared for end of Q3. Polish your resumes.

I actually want them to lay me off and collect my severance. kind of want to let my manager know if he has to pick and choose between people on the team, he can pick me, but I don’t want that to be taken as me resigning and missing out on severance. Best way to handle this?