#severance

They will be coming out very soon. AI is accelerating at a rapid pace. Remote days are numbered. Time to bring them all home.

Here is the table I found for the US severance package (Effective 1st January 2025).

I wonder, whats it like in different countries?

If you’re severed from a sales role, do you receive commission included in your severance for the amount of months equal to 2 weeks for every year worked?

Autodesk announced layoffs affecting approximately 1,000 employees. This impacts roughly 7% of its global staff. The action completes a multiyear sales restructuring. Autodesk anticipates $160 million in restructuring costs, mainly for severance. The company plans to reinvest savings into AI and cloud technologies.

https://www.sfchronicle.com/tech/article/autodesk-layoffs-san-francisco-21309967.php

CSX Q4 Profit Down on Weak Demand, Severance

CSX reported a 2% profit slip in the fourth quarter. This decline was attributed to weak demand. Severance costs from recent layoffs also impacted results. The railroad earned $720 million, or 39 cents per share. CEO Steve Angel expects only modest economic growth for the coming year.

https://www.abc4.com/news/business/ap-business/ap-csx-railroad-profit-slips-2-as-shipping-demand-remained-weak-and-severance-costs-hurt-results/amp/

Lcation: Jacksonville, Florida

Hanford Contractor HMIS Reduces Workforce by 40

HMIS, a Hanford Site contractor, terminated 40 employees. Notices were issued to these workers on January 19. The company cited an oversized workforce for current needs. This action aims to meet present and future demands. Affected staff received two weeks' pay and severance.

https://www.applevalleynewsnow.com/news/hanford-site-contractor-lays-off-40-workers-effective-immediately/article_9d483c9a-9a84-47b5-8bdf-4b133770a512.html

Today I was laid off after 10 years with this company.
Ten years of loyalty, long nights, weekends, holidays, and consistently strong evaluations. And just like that, it was over. No real explanation. No appreciation. Just a call and a decision that felt like I didn’t matter at all.

The timing hurts the most. Right before evaluations and bonuses. After being pushed to work nonstop since January 1st—every week, every weekend, every holiday. I missed family moments, kids’ games, and time I’ll never get back because I believed hard work would protect me. I was wrong.

If I’m being honest, today broke something in me. I cried until I had nothing left, and then I felt something else—clarity. No job is worth losing your life over. No company is worth putting above your family, your marriage, your faith, or your peace.

I started here as a customer service rep and worked my way up to PG29. I fought for every promotion. I gave everything I had. And in the end, none of that mattered. It’s a painful reminder that loyalty in corporate America is often one-sided.

To anyone still working there: protect yourself. Use your PTO. Set boundaries. Stop answering calls at all hours. Stop sacrificing your life for people who won’t hesitate to replace you. When it ends, all you get is a severance letter and a “good luck.”

HR didn’t help. I was handed a name and a website that barely explained anything. That was it.

I’m scared, honestly. In this economy, losing a job is terrifying. But I also know I can’t stay stuck in this pain. I have to believe there’s something better ahead—for me and for everyone else who was laid off.

Did anyone of the HR people that for fired a severage Package or did they just got kicked out ?

https://www.hrreporter.com/news/hr-news/tunnel-vision-suncor-ordered-to-pay-160000-to-ex-shift-supervisor-following-dismissal/393957

I don’t want to look a gift horse in the mouth, but with the job market the way it is right now, it isn’t unrealistic to expect that people laid off today won’t find new positions anytime soon. If we’re being kicked to the curb, the least they could do is provide a better safety net.

Any details if they got any severance / layoff / unemployment packages. Or where they outright fired since they were warned by Lumen that not taking their "similar job offers" with ATT would end this way. Will they have any recourse, has there been more than just AZ.

Google it. Whistleblow. Contact below:

U.S. Dept of Labor – Wage & Hour Division
• Misclassification
• Sham outsourcing
• Benefits avoidance
• Confidential, no lawyer required

State labor department
• Often faster, very aggressive
• Can be anonymous in many states

Prompt to use:

I was moved to another company on paper but still do the same job for the original company, report to the same managers, use the same systems, and was told this affects severance and unemployment.

Guys, I got laid off in September, do you have the APB numbers?

How do they communicate the severance agreement? Personal email or what? I know my coworker was laid off in November and lost immediate access to computer. So how do they communicate the info?

I have thought about this. If I get the layoff call, I will not be speaking on the call, I will type in the chat only. I am not giving them that final satisfaction of hearing my voice ever again or any of my emotions.

I got laid off last year. I have access to Workday. Do you all know when we are getting our W2s?

In this week's episode, legacy FT staff are still applying for their old jobs at FT. Making it to an interview is impressive enough since no one knows what criteria is being used. If one actually does interview, it is with colleagues fresh off the FIS boat, well known to them. Awkward interview ensues. One is then treated to radio silence. It is essential to keep legacy FT staff on the phones at FIS to answer Retirement calls through the end of Peak Season. It would further appear that FT believes that putting interviewees in a holding pattern until the end without advising them of same is just fine. The bitter end is close enough for the remaining staff to be able to smell the severance. All the while FIS is furiously sending out emails pleading for volunteers for overtime. Imagine the fights Andy Cohen will have to navigate while filming the Reunion?

Some Macys employees have been told if their store closes they will receive severance pay that may reach $10,000 or more. Is this true or is it a ploy to keep employees to stay at Macys?

I have it on good authority that those with the new forced lowest ranking will be fired at the end of the year.

The genius move, is that this isn’t considered a layoff. So no severance is needed.

May the odds be ever in your favor

The benefits book severance section confuses me. It makes it sound like Wells Fargo will adjust or reduce your severance payment amount if you also collect unemployment. Does anybody know for sure? I’m in Oregon.

Tim: we are broke, you had fun, but there is no money. We will restructure and apply industry best practices of paying you nothing. Meanwhile let’s all go to LA we will party!

In case you haven’t heard, severance is no longer funded by the company at corporate higher level. Organizations have to absorb those costs now. Those orgs are not going to be as willing to lay people off vs just firing for whatever reason they come up with.

Has anyone heard if there will be an option to express interest again to leave with severance anytime soon? That is with 2 weeks for every year of service?

There’s a clause in the severance that states “you can not work for any competitor with in 12 months of accepting”. This seems highly unfair after a whole career in wireless. What an I supposed to do? Finds a completely different field and forget my years of experience? That’s so unfair… take the money and shut up or starve while you look for work!

I've been pretty much told that I either need to step down and walk away from my role or go through the process of being let go. Is severance even an option?

Nothing has been reduced, right?

Severance for 2026 has anyone heard any changes to the current plan?

Any announcements? What is the severance like if let go?

This week it is official, I will be unemployed for the first time in my life. I've sent out a few applications but I'm nervous. December crew- how did the timing work for vacation payouts and severance, have you gotten your money yet?

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

They could completely change the vibe around here if they just handled layoffs differently. What if they actually treated people leaving with some respect, offered a good severance package, and even asked for volunteers first? It wouldn't fix everything, but it would stop morale from cratering every single time.

Around 15% of the entire labour force is being made redundant. Those who joined two to four years ago are particularly affected, with no replacements being offered, and every department is impacted. The good news is that they are being slightly more generous in negotiations over the redundancy package.

If RIF how long do you have to wait to accept another role there to avoid loosing the severance payout?

RIF in Dec and some networking in other teams and want to bring me back ..

So hearing the severance situation is at least 2 months garden pay, possibly another 8 weeks on top of that and 2x weeks for each year of service; at least from two other threads on here. Has anyone heard of the ability to negotiate for more pay and/or at least getting health benefit as longer (or a COBRA payment for say, 6 months)?

I feel it is what it is. The severence rules are laid out. Is there anything specific you should ask?

A consultant with attorneys would gain traction if they were able to determine how many “needs improvements” were handed out in prior years vs 2025 reviews. If the number increased dramatically, then can’t an argument be made that this is their attempt to term employees for they don’t have to pay out severance? I know a person who has been with the company over 20 years and never received an NI before until this year.

Looking for advice on how best to ask for a higher severance amount. Has anyone recently been able to successfully negotiate higher.

Severance is 8 weeks + 2 weeks/year worked, upto max of 26 weeks.

Is the garden leave considered as the initial 8 weeks?

If not, max severance is 8 weeks of garden leave + 26 weeks of severance, right?

https://www.superlawyers.com/resources/wrongful-termination/forced-to-quit-how-to-know-if-you-have-a-constructive-discharge-case/

Proving an employer forced you out (constructive discharge) rather than a genuine layoff involves showing their actions made your job intolerable, using documentation (emails, texts, inconsistent reasons, sudden negative reviews, shifting policies) to prove an illegal motive like discrimination or retaliation, gathering witness testimony, and showing patterns of unfair treatment (like retaining younger/less qualified employees). Key evidence includes contradictory statements from the employer, a sudden shift in performance feedback, or being pushed out after reporting issues, making your resignation legally equivalent to being fired, notes this video shows how to prove age discrimination by showing a younger employee was hired as a replacement.
Key Evidence to Gather
Documentation of Intolerable Conditions: Emails, texts, notes about harassment, unfair treatment, or creating impossible work situations.
Performance Reviews & Policies: Positive reviews before sudden negative ones, or inconsistent application of company policies.
Shifting Justifications: Employer changing reasons for termination (e.g., from restructuring to poor performance).
Witness Statements: Coworkers who observed unfair treatment or discriminatory comments.
Statistical Patterns: If a specific demographic (age, gender, race) was disproportionately targeted in layoffs.
Timing: Termination shortly after a complaint (harassment, disability, pregnancy).
Comparator Evidence: Less-qualified employees outside your protected group were retained.
Steps to Take
Document Everything: Create a detailed, chronological timeline of events, interactions, and incidents.
Report Internally (If Safe): Inform HR or management about the conditions to give the employer a chance to fix them (and to create a record).
Consult an Attorney: Before resigning, speak with an employment lawyer to see if you have a constructive discharge case, as this is a complex legal standard.
File a Claim: An attorney can help you file with the EEOC or state labor boards if you qualify.