#voluntarylayoffs

The company used euphemisms like “as part of our ongoing evolution” to “strengthen our roadmap” to describe a plan that introduces a “voluntary career transition program.”

https://www.thestreet.com/employment/ubisoft-soft-layoffs-expected-after-latest-announcment

How would I do that, if it's possible? I have a new job lined up in a month, but it'd be great to get severance as well - and save somebody else's job in the process!

Using only my reasoning capabilities based on the scenario described—a company hiring a CEO with a track record of selling off companies, followed by mass layoffs and a company-wide voluntary layoff—it is a strong indication that the company may be preparing for a significant reduction in size, restructuring, or even an exit strategy through a sale or winding down of operations.

Here is a breakdown of why these actions collectively suggest an exit or major strategic shift:

## 1. CEO with a Track Record of Selling Companies
Hiring a CEO known for divesting or selling companies (often referred to as a "turnaround" or "special situations" CEO) suggests the board or ownership has a specific mandate:

• Preparation for Sale: The CEO's expertise might be used to make the company more attractive and "lean" for potential buyers.
• Divestiture of Assets: They might be brought in to sell off non-core or underperforming parts of the business.
• Maximizing Short-Term Value: Their focus is often on streamlining operations and finances to maximize shareholder return in a shorter timeframe, often leading to an eventual sale.

## 2. Mass Layoffs and Voluntary Layoffs
Layoffs are a key tool for cost reduction and operational streamlining, but the combination described is particularly telling:

• Mass Layoffs (Involuntary): This is a quick way to drastically cut the largest operational expense (salaries and benefits). It signals a severe need for cost savings and often a reduced scope of future operations.
• Voluntary Layoffs (Buyouts/Early Retirement): This is a softer, but still expensive, way to further reduce headcount and often targets long-tenured, higher-salaried employees. It confirms the company needs to shed staff beyond what the initial mass layoffs achieved.

## Conclusion
While the company's stated goal might be "restructuring" or "achieving profitability," the pattern of actions—bringing in a specialized CEO and implementing aggressive, two-phased workforce reductions—is a textbook sign of a company significantly shrinking its footprint or actively moving toward an acquisition or complete exit from the market as an independent entity.

It is less about mere optimization and more about surgical preparation for a change in ownership or a drastic simplification of the business structure.

You're identifying a pattern that often does signal a wind-down or exit strategy. Let me think through what these elements typically indicate:

CEO with M&A/divestiture background - When boards bring in executives known for selling companies or business units, it's usually deliberate. They're hiring for a specific skill set.

Mass layoffs followed by voluntary programs - This sequence is particularly telling. Aggressive cost-cutting followed by voluntary programs suggests they're trying to get as lean as possible, often to make the company more attractive for sale or to preserve whatever cash remains.

The combination - When you see these together, it often means:

• Preparing for sale (buyer wants low cost structure)
• Maximizing short-term profitability before exit
• Managing decline while extracting remaining value
• Positioning for bankruptcy/restructuring

However, there are some scenarios where this isn't an exit:

• Severe turnaround attempts (though success rates are low)
• Private equity "right-sizing" before trying to grow again
• Desperate survival mode with no clear plan

But you're right to be skeptical. The pattern you're describing - especially the CEO's background combined with aggressive workforce reductions - is textbook pre-sale or wind-down behavior. Companies in genuine growth or innovation mode don't typically hire "sell-off specialists" and then hollow out their workforce.

The voluntary layoff following mandatory ones is particularly concerning. That often means either the first cuts weren't enough, or they're trying to reduce severance costs by encouraging people to leave on their own terms.

Is this hitting close to home for you or someone you know?

The next round of the Layoff Lottery will be happening within the first couple weeks of November. I wonder who will be left standing, and who will regret not taking the Voluntary Layoffs.

I know someone who’d take the severance in a heartbeat. Letting them go could save the job of someone who really needs it. Makes zero sense.

If Verizon offered a package deal that was really good, would you take it. What is your definition of a really good package that you wouldn't even have to think about it and sign the next day?

If there was a simple way to volunteer without risking being fired as a result for some manufactured reason, I would do it without thinking. I'm honestly worried that we're moving toward potential layoffs without severance, so I'd be happy to grab one while I still can.

Don’t like where this company is going. Anyone know if you can volunteer to be fired or trade places with someone else who is?

I’d take it without a second thought. If what some people are saying is true, that voluntary packages have been offered to some recently, and that another big round of layoffs is coming by early 2026 the latest, I really hope they roll out a VP company-wide first. Why not? I’m sure plenty of people would take that option.

The company should offer such a program so people who are willing to leave could have the option and reduce the size of layoff.

Each labor contract calls it something different but the voluntary whichever termination package has to be approved by the union and although most members want it, the union won't agree to it because they don't want their revenue stream to go down. That's it! That's what it's all about! Money! The union wants union dues - MONEY! Just like you, me, politicians, the evil empire of the company and everyone else. It's all about money. If anyone tries to tell you anything different, they're full of $chitt.

Over the past several months, it’s clear the company has been consistently laying off employees — roughly the same number each month, almost like clockwork. While leadership has publicly acknowledged these reductions, there are a few things don’t fully add up.

Where’s the WARN Notice? So far, I haven’t found any WARN notice filings from our company — at either the federal or state level. This is unusual given the scope and repetition of the layoffs.

Why WARN Notices Matter
• Transparency: WARN notices are public and include specific details (locations, job roles, counts). Avoiding this filing prevents employees from having a full understanding of what’s happening.
• Rights & Pay: If WARN rules apply and weren’t followed, affected employees may be legally entitled to back pay and benefits for the 60-day notice period.
• Legal Risk: Staggering layoffs to avoid crossing the 50-person threshold may seem clever on paper, but courts can still view it as part of a broader layoff plan. That’s risky — for the company and for us.

200 Employees Terminated Per Month — For Two Years
Internal data and broader reporting indicate that roughly 200 employees have been leaving the company every month for the last two years. That adds up to 4,800+ departures.

Some of this may be natural attrition — but this figure closely matches reports of involuntary terminations, suggesting it’s not just people quitting on their own.

Additionally, the company rolled out a voluntary severance program — which about 600 employees accepted — under conditions that felt like “quit now or risk being laid off later.”

Meanwhile, many departments have been offshored, with knowledge transfer efforts happening in parallel.

What the DOL and Courts Say About “Voluntary” Severance
According to the U.S. Department of Labor:
“Voluntary departures, retirements, or resignations generally do not count, unless the employee departure is caused by the employer and qualifies as an employment loss.”

Source: DOL WARM Act FAQ
Regulations: 20 CFR: 693.3(f)

So if it was implied that employees were to “Take the package now or be on the next layoff list,”
That may legally count as a layoff, not a voluntary exit. And if those numbers weren’t included in WARN reporting? That’s a serious issue.

Staggered Layoffs = WARN Evasion?
Federal law also explicitly prohibits breaking up layoffs to avoid WARN thresholds. According to 20 CFR § 639.5(a)(2):

“An employer may not evade the purpose of the Act by staggering terminations… if they are part of a common layoff plan.”

If 200 employees are being terminated monthly — even across departments or locations — and no WARN notices are being filed, that strongly suggests a strategy designed to stay just under the legal reporting threshold.

For Reporters or Watchdogs Monitoring This Forum:
How has no one picked up this story?!?
This situation potentially involves:
• Thousands of U.S. terminations over 24 months
• A “voluntary” severance program used to disguise layoffs
• No public WARN filings (despite the scale)
• A clear pattern of offshoring and workforce consolidation
• Potential WARN Act non-compliance through structuring and timing.
• Oh and don’t forget the philanthropic award the company won a few years ago for committing to increasing local jobs in St.Louis by 10%.

Boulder County announced Monday that it has eliminated about 90 positions, including laying off 31 employees and cutting about 60 vacant positions, because of a budget deficit.

The Boulder County Housing Authority and Boulder County Public Health also plan to eliminate an as-yet-to-be determined number of positions, according to the county. Boulder County spokesperson Gloria Handyside said she’s not currently releasing a list of the eliminated positions. She added the county is offering a voluntary severance package between Oct. 1 and Dec. 1.

https://www.dailycamera.com/2025/09/29/boulder-county-layoffs-budget-deficit/

Will someone in the know please share if a VSP is planned and what the terms would likely be? I've seen a few comments that suggest one is coming.

I'm not really looking for opinions but for someone who knows to share.

Dear @Mr. LBT,

Please re-open voluntary retirement and severance with package options for your employees.

Many of us have now changed our minds and would like the option to leave with a severance package.

This will benefit both the company and employees. The company needs to reduce head count to 75k and this allows employees who feel that they are no longer able to contribute to Intel's success to leave on one's personal choice.

We do not want to leave without a severance package, as for many we don't have the luxury of doing so. However, with a severance package, we have a buffer and confidence needed to move on.

We wish you the best of success LBT! However, many of us do not have the courage to ride out the rough waves with you.

Does anyone know if it’s actually possible/a thing to volunteer to be on a layoff list for the next round? If it’s inevitable to hit all departments, would rather it be me than others on the team who need this job more than I do -and at least with the layoff you get severance/unemployment vs. nothing when quitting.

Please do not comment with attacks or hurtful insults. This is an honest, genuine question and am curious - this board has been inundated with people insulting people on repeat…which is neither helpful or productive.

Just waiting is pure torture. I'm almost ready to volunteer, just to get it over with.

I’m really hoping they give us a chance to leave voluntarily because I would take it immediately. Things have been so tense and uncertain, it feels like the best move to step away before the stress really hits hard. Having a way out would be a huge relief and give me a chance to reset and find something better.

So many people are already leaving voluntarily, yet they keep talking about cuts. It’s like they don’t see the bigger picture and are just determined to make things worse. The morale has been terrible for a while, and it doesn't help that the company is punishing the people who stayed instead of fixing the issues.

Voluntary exit email yet?

Does the voluntary severance program genuinely aim to reduce the number of involuntary layoffs, or is leadership planning to cut 2,000 positions regardless of how many people opt in?

taking the deal and getting the fu-k out of the sinking ship or waiting for the ax?

It would at least lessen the chances of the rest of us ending up on the chopping block. I’m still hoping to keep this job. Not because I care about it, or about the company, but because the options out there are practically nonexistent. They’ll keep cutting and offshoring, and things aren’t going to get better. At this point, I’ll take even the smallest improvement in my odds of not becoming jobless.

I've been trying to leave anyhow. Getting paid to do it would be as good as it gets.