#voluntaryseparation

Am I reading correctly that we will not collect VSP until 45 days after signing the agreement on our separation date?

I'm assuming their goal with that was to get people to quit on their own, so I'm just wondering if it worked on anybody.

Getting fired is now like a subscription service with multiple cancellation tiers.

“Layoff” if they’re feeling honest.

“Restructuring” if they’re feeling corporate.

“Performance management” if they want you to blame yourself.

“Voluntary separation” if they want you to fire yourself.

“Attrition” if they want to pretend nobody actually did anything.

“Role elimination” if they want to make it sound like your job died peacefully in its sleep.

“Strategic realignment” if they want you to believe your career simply took a wrong turn.

“Workforce optimization” if they want to imply the workforce was somehow the problem.

“Doing more with less” if they want to give you three jobs and one salary.

“Organizational simplification” if they want fewer people doing twice the work.

At this point, the only thing being optimized is the dictionary definition of unemployment.

They don’t need an HR department anymore.

They need a thesaurus with a severance budget.

It's been four years. How have you fared? Better or worse?

For me, it has worked out better than I expected. It turned out that I didn't have to go back to work because of some luck with the performance of the portfolio. Spend most of my time relaxing but just started volunteering.

Has anyone had management ask them to withdraw their VSP? I'm curious whether the company has approached anyone about staying instead of separating — particularly people with a September 4, 2026 exit date.

Get ready for more passive aggressive job cuts followed by deepest apologies.

14 ways to fire people without technically firing people:

1. Hiring Freeze:
   Don’t replace anyone who quits. In 18 months, congratulations: you’ve “reduced headcount through natural attrition.” Nature is beautiful.

2. Performance Improvement Plan:
   Employee: “I’ve worked here 11 years.”
   Manager: “And yet somehow your performance became unacceptable precisely when Finance needed savings.”

3. Reorganization:
   Delete 500 jobs. Move the remaining 300 into 17 boxes on a PowerPoint slide. Call it “Organizational Transformation.”

4. Consolidation:
   “We’re combining two teams to create efficiencies.”
   Translation: 30 people enter. 17 people leave. The spreadsheet applauds.

5. Relocation:
   “Your job is absolutely safe.”
   “Where?”
   “Dallas.”
   “I live in Boston.”
   “We respect your decision.”

6. Cut Hours:
   “Good news! You still have your job.”
   “Great!”
   “It’s just 30 hours now.”
   “I have a mortgage.”
   “Have you considered synergy?”

7. Cut Bonuses:
   Base salary: unchanged.
   Bonus: mysteriously evaporated.
   Employee: suddenly very interested in recruiters.

8. Freeze Raises & Promotions:
   “There’s no room for advancement at the moment.”
   Translation: Please advance yourself directly onto LinkedIn Jobs.

9. Remove Benefits & Perks:
   Remote work gone. Flexibility gone. Free lunch gone.
   CEO: “We’re getting back to our culture.”
   Employees: “What culture?”
   CEO: “Exactly.”

10. Voluntary Separation:
    “Nobody is being forced to leave.”
    “What are you offering?”
    “Eight months’ salary.”
    “I have suddenly discovered that I am extremely voluntary.”

11. Workload Attrition:
    Three people quit.
    Company replaces nobody.
    Remaining employees get all three jobs.
    Six months later: five more people quit.
    CEO: “We have an attrition problem.”

12. Outsourcing:
    “Your position has been eliminated.”
    Two weeks later:
    “Welcome to our exciting new strategic partnership with GlobalCheapCo.”

13. AI & Automation:
    “AI isn’t replacing employees.”
    Correct.
    It’s just replacing the tasks, which eliminates the need to replace employees, which eliminates the employees.
    But technically? Nobody said ‘replace.’

14. Role Redesign:
    Eliminate 100 jobs.
    Create 63 jobs with different titles.
    Require everyone to reapply.
    CEO: “This isn’t a layoff.”
    HR: “This is an opportunity to showcase your resilience.”

And then comes the earnings call:

• CEO: “We successfully optimized our workforce through disciplined voluntary attrition.”

• HR: “Nobody was fired.”

• Employees: “You made the job impossible.”

• CFO: “And our margins improved 4.2%.”

• Everyone: “Amazing. Do it again next quarter.”

Corporate layoffs have evolved.

Why fire someone when you can simply make their job economically, geographically, psychologically, or mathematically impossible?

No layoffs. Just choices.

Some people can’t deal with 2 years of uncertainty, and 4 months is a decent amount of time if you use it wisely.

No need to reveal your role or anything.

I’m not, but 2 on my team are and that’s going to be concerning for me if they get accepted, workload wise.

Is this email being sent to everyone in the U.S ? Or it was sent only to a specific group/class of people? I understand that some employees may want to keep this to themselves, if he/she received the email.

Is Gainwell planning to split HMS back into a separate entity, and perhaps sell some or all of it? Service Now changes are being presented as "improving routing" but look more and more like "cut on dotted line".

I have made it through the VSP and involuntary separations. During the couple months of uncertainty I looked for another job. It’s not remote and would be working in a more stressful environment but one I’m used to as it’s what I did before. It is a little extra money about 12-20k more a year.
I was so stressed about potentially being laid off I went through with the interview process for the other job and was given an offer.
Now that I found out I’m safe from this I don’t know if I should take it. Part of me is saying yes take the offer because the layoffs could happen again soon. I guess just wondering what you all would do? I do love working from home though.

Just like the title says. voluntary layoff emails to severance and leaving the company are going out. Anyone hear of this?

Centene corp pulled a bait and swith with those that applied and VSP accepted. Majority of separation dates are set for next year 2027. When applying separation date was set on or around September 1st. Now that we applied we cannot cancel and face possible lay off, leave on our own or worse fired without the enhanced benefits. Centene trying to save as much cash as possible. Any one else who applied feel the bait and switch??

U of P today announced possible reorg and layoffs soon. It has started by offering early leave package opportunities for some employees but says they are not clear that they will approve their applications. If not enough volunteers to leave they will then need to layoff. Their HR webpage was impacted due to employees trying to research benefit packages ---- so would seem many employees must have received the offer.

Anyone from PA Health & Wellness impacted by RIF?
PL said all 35 from PAHW who requested were approved for VSP with varying end dates. No mention of any RIFs yet.

Hallo Deutschland,
When is round 2 of the VSP/Freiwilligenprogramm starting? We are behind schedule already, any infos?

I was just curious if anyone has called the VSP line and tried getting an earlier separation date? I asked my PL and she said it was worth a try but wanted to ask first. Mine is May 2027 but dangit do I want December 2026.

It seems like many people are already regretting their choice.

Hello friends. Anyone have information on current VSP packages in the US, or if any are being offered at all?

On July 31st, eight more high seniority CWA Leg T workers in Minnesota were offered VTP which includes 104 weeks pay for most of these union workers. This amounts to about $140k to almost $200k so it's an awesome opportunity to retire with a very sweet incentive in addition to their nice pension, 401k and medical, dental and vision benefits along with eventual social security. What a sweet ending to a challenging career with T with many years ahead for enjoying well earned retirement. And management has hinted more VTP offers are to come. Great news for workers ready to leave and move on.

If they want to maintain or improve morale while still slashing headcount, why not offer voluntary separation packages to those who have been at the company over 8 years? You’d get headcount down, limit the angst for those who perform well and want to be there, and you can control the narrative a bit. You offer the package with a hard deadline and you celebrate those who leave with service anniversary ceremony at year end.

If you work for Washington and were approved for VSP what is your departure date approved?

Someone posted that they thought VSP was an epic failure but didn't explain why. What are your thoughts? Whether you took it or were left to deal with the fallout. For the eligible, how has your life changed after taking it? If you were eligible and did not accept it, any regrets?

Jaguar Land Rover is implementing a voluntary exit and redeployment program affecting fewer than 300 salaried and management employees. This move is part of a broader business transformation aimed at improving decision-making and performance. The restructuring follows a significant cyberattack in 2025 that disrupted production and incurred substantial financial losses. Affected employees will be offered support in finding alternative roles or voluntary early exit options. Production line staff are not expected to be impacted by these changes.

Whitley, UK

https://www.peoplematters.in/news/strategic-hr/after-bmws-layoffs-jaguar-land-rover-begins-cutting-up-to-300-salaried-and-management-jobs-51163

Centene projects substantial severance costs for the current year, potentially reaching $415 million. This figure includes anticipated spending in the latter half of the year for enterprise optimization efforts. The company has already incurred $50 million in expenses related to a voluntary separation program. Centene currently employs 59,800 individuals. The insurer reported strong net income and revenue for the second quarter.

https://www.benefitspro.com/2026/07/29/centene-projects-up-to-415m-in-severance-costs-this-year/

“Carry on, work hard, and keep our numbers strong!” I guess that’s really all we can do right now but how do they expect us to focus? We have various team members with different separation dates. Leadership has said they’re sharing information as they receive it, but honestly, there hasn’t been much to share...

We still haven’t heard whether the rumored layoffs are moving forward or which departments or roles might be affected first. Like many other teams, our department depends heavily on work coming from the clinical teams, and it’s hard to know how many of those employees accepted the VSP. Until we have more clarity, I guess we just plug along?

If your separation date is in 2027 or 2028, you weren't part of the RIF. The round about Sept date is for those whose job is being cut. 

If your position wasn't in jeopardy, what makes you think you qualify for a Sept separation date? The answer is you don't. If your job was safe, you had two chances to change your mind about the VSP. You said "Nah, I'm good." Now you're all over the internet acting like something happened to you. It's so unfair that your job isn't being cut. GTFOH your VSP should be denied! 

If you're that unhappy, stop crying online, and resign. You tried to play the system, that's on you, nobody else. Te chingaste pendejo! 

P. S. This will be difficult for the UNGRATEFUL B-MS  to understand. You're not losing your job, the VSP doesn't apply the same everyone. Read this again, THE VSP OPP ya you know me DOESN'T APPLY THE SAME TO EVERYONE. 

Do you understand? I hope so,  you're a selfish ingrate comparing yourself to someone that's losing their job. Get your lazy a-s to work! 

For those of us who received a later than expected VSP approval, and those that received an even much later than expected approval, all the way THROUGH 2028 which is absurd! My heart breaks for you all! Some are going to feel like they are being held captive, (PL we beg you to give us some grace and do not set ANYONE up). Some will go ahead and leave which I totally can understand. Prayers for everyone and to those that try to stick it out we stand with you. Just try to take it one day at a time. Do the best you can. Get mental health assistance offered through SpringHealth it is free, just try to turn a new leaf, remember things happen for a reason, be strong and get the $ that you so much deserve. Brush up your resume. I think most of us were getting used to the idea of being able to move on with our life and it definitely caught us off guard causing more anxiety. Time will go by fast! Counting down! Stay Strong and may Peace be with you all!

Im confused…..if they have what seems to be a lot of people taking the vsp……why would they leave us hanging until mid August?? There’s tons of people who volunteered to take the vsp…..but apparently theres still a layoff threat? Shouldnt the people who took the vsp be the first to go and that be enough since they basically volunteered ?

Heads up: if you're on UMV, many of the senior leaders are leaving. This is one of the orgs that will get RIF'd and moved offshore with Cognizant contracting.

Leaders who took Voluntary Separation Package

Kristen SVP,
Nicole VP,
Jeremey VP

and many other managers and engineers.

Maybe they know something you don't? If you don't have a plan, start planning now.

https://analyticsindiamag.com/ai-news/cognizant-lands-centene-mega-deal-worth-over-500-mn-report

Honest question just thinking out loud and venting! I know it’s d-mb and prob a big oh waste of time thinking this but since we the ones who took the VSP thinking our separation date would be Sept 2026 and now some of us are not getting that date is this or can it be classified as a breech? Just wondering since now we cannot even change our minds and withdraw our VSP after the fact of our separation date now being into 2027! I wish now at this point we could withdraw our VSP!

Will you immediately seek employment, go back to school, take a break, etc. What are your plans?
God Bless Us All.

Who got vsp approved? What department? When is your last day? How long have you been with the company.

I am a nurse rand last day is 9/4. 13 years with the company.

It’s a new day and I still don’t feel any better about a late 2027 separation date. I feel I have made a HUGE mistake taking the VSP and it’s definitely time to move on.

I know it’s easy to get online and say whatever you want when you’re hiding behind anonymity.

Centene used to be a company I was genuinely proud to work for. Somewhere along the way, though, the job stopped feeling like work and started feeling like it was draining the life out of me. Every day took a little more than I had left to give.

Walking away is one of the scariest decisions I’ve ever made. I’ll probably never make this kind of money again, at least not anytime soon, and in today’s job market that’s a hard reality to face. But no paycheck is worth sacrificing your peace, your mental health, or waking up dreading every single day.

The hardest part is knowing healthcare just isn’t where I’m supposed to be anymore. These members deserve someone who still has the emotional capacity and compassion to truly show up for them. I don’t want to become the kind of person who stays just because the money is good while giving people less than they deserve.

So I’m choosing myself, even though I have no idea what comes next. It’s terrifying. It’s uncertain. But for the first time in a long time, I can finally breathe.

To everyone whose VRP was accepted, I sincerely wish you the best. I hope this scary leap turns into the fresh start we’ve all been needing.

That is all! Stuck here until Aug 2027 separation date

Has anyone been able to negotiate their separation date or withdraw their VSP? Mine is for May 2027 and at this point I rather withdraw the VSP if possible because this is laughable. My PL informed me I could withdraw last week and I declined as I didnt know the sepeartion date would be so far out

Wasn't eligible for VSP but reading about how late of a "separation date" some people are getting is crazy. If you are unhappy with your date can you back out? I can see where some people found this misleading (they thought they would be leaving in September).

My date is 9/4 but I’ve only seen ppl posting dates in 2027. Am I alone?

I was just told that to receive the vsp, you MUST be working the full two weeks before your separation date. So if you have any pre-approved pto in the system already, they will expect you to change those dates….or appeal (somehow).

Got my separation date - Nov 12 2027. This is ridiculous. I'm in UM concurrent review, and I'm so sick of this company constantly devaluing our work. We're expected to do 2.16 cases per hour, but somehow we're also supposed to attend meetings, trainings, and everything else without the metric changing.

How is that reasonable? I can't sit through a one-hour meeting and still complete 2.16 cases per hour. I'm one person. Leadership created impossible expectations and punish us for not meeting them.