#resourceaction

Any updates regarding rifs in June?

This is Veradigm's third layoff round impacting multiple positions across India and the US.

Any ideas?

Is this mainly focused on the groups in the “corporate functions” overhead org or all of the embedded functions in the businesses as well? Been hearing the overhead groups already found out last week or week prior not sure about the others.

USD10.6B outflows in April alone. What the helly!

Do you think lazy RM teams marked those client accounts as vulnerable?

Did anyone from Talensource get let go?

Get ready for another scalping. HRBPs and L&T are going down by 50% in November.

Up to 10 people have been laid off with more planed

Just wondering when will Apache shutdown their North Sea assets and what is the projected cost to decommission? Will they pull a Field Wood style bankruptcy to offload the North Sea assets back to BP?

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https://www.orthopedicshoulder.com/

It never stops at one group. Anyone know if more cuts are coming for the rest of us?

Shouldn't come as a surprise to anyone but this seems to be a deeper one.

The RAA team is pushing AI as a blue chip goal. Do not be shocked if this leads to layoffs.

Heard there is another round of consultant survey by Mars Company right now. And there are proposals of significant headcount right sizing. Any news about the target groups ?

Wave 3

Has anyone checked OIM and found a recent addition of apps/resources recently provisioned? If they're letting people go in large groups with access shut off almost immediately, would a persons OIM list of accounts and recent provisioned apps be a clue?

Same as Title

It’s clear Dan and the board are focused on cost and the location strategy is dead. No point having offices only 30% full and paying 100% cost. Further rifs are going to reduce sites below critical mass. So which ones are in danger?

Is anyone else losing a bunch of offshore resources, due to the renegotiation of the contract with Wipro? We're losing six people at the end of the month, as a result of it.

Can someone share the zip code update? I know it came out but I don't have access to it at the time.

To the HR and/or legal representatives assigned to monitor this thread...maybe float the idea of an early retirement package option. For example, offer 5 years of age and tenure in exchange for early retirement. I wager you'd get a few takers and thus reduce the burden of another involuntary force reduction.

Can any kind soul remaining in the he-l of BNY access this link and share the Strada link? Thank you.

https://mysource.bny.net/static-assets/hr/pdf2/Strada-Payroll-Access-Leavers.pdf

What is actually going on with this company???
So many people are being laid off. ICs are being thrown away. Teams are on very slim resources. Performance is degraded.
What are they trying to achieve? Are they planning to move everything to offshore?

having jana partners onboard is a excellent choice. the though decisions will finally be made. non critical assets will be sold. the staff bloat will be addressed and all of these satellite offices will be consolidated. and the ceo gets to play the good guy. this thing might actually turn around

Anyone else seeing random positions created and prioritized over necessary reqs? Im seeing alot of it now and itn random locations not in the forced “growth locations”

My department has been frozen for months. Nobody in, no backfills. Is this happening across the board, or are some groups still hiring?

The EWC meeting statement here:

https://rsuibmsegrate.altervista.org/20260122.pdf

Statement – Resource Action across the board,
mostly impacting Western-European countries
x
After receiving a series of informal indications over the past weeks, the IBM EWC membership was
officially informed at today’s Extraordinary Meeting that a global Resource Action (RA) will indeed be
implemented for the fifteenth consecutive year. The current RA will impact around half of the
European countries. Even though this year’s reduction target is roughly double the size of 2025, IBM
senior management stated that the size and scope of this RA is limited and focused, as the overall
reduction of European staff is mid to high single digit.
As before, the IBM EWC cannot agree to the company’s qualification, because IBM has become a
significantly smaller organisation compared to five or ten years ago, especially in Europe. In this
context, the team observes that also lower reduction numbers have more critical impact than before,
most visibly in IBM’s European Support Functions. Carving out a few roles compared to limited local
staffing levels can lead to extremely high and impactful reduction percentages that easily go up to
20% or 30% and sometimes even to 50% or 100%.
Compared to 2025, the EWC observes that the current RA focusses on practically all parts of IBM’s
business in Europe and that IBM Technology, IBM Consulting and IBM Support Functions all count for
roughly one-third of the total reduction target. The overall business rationale relates especially to the
implementation of IBM’s enterprise productivity initiatives via automation and the use of AI at job role
level, the elimination of tasks, and shifting workloads to strategic locations. Looking into more detail,
the membership sees clear distinctions between various parts of IBM’s business in Europe.
Around 70% of the current reduction target in IBM Consulting is aimed at three large countries. For
at least four countries, IBM Consulting counts for more than 50% of the country’s total reduction
target. The IBM EWC concludes that these targets well exceed the number of colleagues temporarily
on the bench in most countries. The company is carving out productive mainline delivery employees,
aiming at concentrating the entire delivery effort in the Client Innovation Centers (CICs) to increase
profit margins. In this context, the membership is surprised that IBM senior management stated that
employees in these CICs might also be eligible of this RA.
IBM Technology has to execute a significant reduction too, especially in Sales, Software and TLS.
The IBM EWC can understand that the global implementation of the new Go-to-Market model with less
but more focused roles can lead to efficiencies. However, the membership regards Sales and Software
as core and fundamental elements to our strategic direction and ambition. If we truly want to become
a Software Company, the IBM EWC believes that current staffing levels should at least remain intact.
Efficiencies could support the extension of IBM’s reach and visibility in a highly competitive market,
instead of further reducing employment. IBM senior management explained that TLS is impacted by a
volume decline due to the outstanding quality of current IBM-technology. Products last longer and
there is less need for repair, the use of cloud solutions reinforces this trend. Combined with shifting
workloads to our TLS Center in Bulgaria, this causes redundancies.
In our Support Functions, IBM continues to shift more workloads from Western-European countries
to our International Delivery Centers (IDCs) around Europe. Support staff employees in these
countries should on average be prepared for higher single-digit reductions, especially in Finance &
Operations. In some larger European countries, Human Resources and Marketing & Communications
are impacted significantly as well. Shifting workloads is not new. However, the IBM EWC observes
that staffing levels in our European IDCs are also reduced at the same time, sometimes massively.
This is most visible in IBM’s Marketing & Communications mission in Bucharest and our Procurement
operation in Sofia, both locations face double digit reductions. Also in Bratislava our Q2C and Finance
missions are again in scope, with high single digit reduction targets.
!!"#$%&'("#")*(##!'+,-
The membership does not understand nor support the carve out of jobs at country level and in our
IDCs at the same time. By experience we know that careful timing and readiness on both sides
before shifting workloads is critical to be successful, especially since local footprints have eroded.
Countries hardly have any critical mass left on-site and local support teams have been marginalised.
The IBM EWC believes that again pushing an early shift is not without risk to the quality and continuity
of daily operations and observes that repeated restructurings led to increased workload, both at
country level and in our centers, which negatively impacted morale and engagement of our colleagues.
The membership anticipates that this situation will further deteriorate after the current RA, as a
compelling and motivating vision with a clear future perspective continues to be absent for
employees working in Support Functions. The IBM EWC cannot accept that this group remains under
constant pressure because of their job role, knowing that adequate support is of critical importance to
enable the growth of IBM Technology and IBM Consulting. The membership calls again at IBM senior
management to be more attentive that colleagues working in Support Functions all over Europe are not
overloaded and have sufficient time to hand over and to take over workloads.
The IBM EWC concludes that IBM clearly disinvests from Europe, for example by co-locating work
from Europe back to Delivery Centers in the U.S. and partially Asia and North-Africa. The membership
has the clear impression that decisions regarding strategic locations are more and more ‘geopolitically
motivated’. IBM senior management was unable to clarify what strategic locations are identified for
the near future to consolidate some Support Functions and especially whether these locations are
inside or outside of Europe. The IBM EWC requests IBM senior management to invest substantial
budget in increasing the base salary of colleagues staying at IBM, thereby keeping morale and
engagement intact. This is key to boost our growth and support the transformation of our company.
The IBM EWC was informed at the meeting that IBM aims at maximising voluntary packages as
much as possible to ensure that employees in scope of this Resource Action can leave the company as
ambassadors. The membership requests IBM senior management to inform and instruct country
management accordingly. The IBM EWC understands that local implementations are guided by local
law and practice, however, at European level one consistent and uniform approach for all European
countries in scope of this RA should be discussed, outlined and agreed to ensure that IBM employees
all over the continent are treated fairly and equally, according to the same rules and principles. The
EWC membership requests IBM senior management to ensure that:

• first and foremost, subcontractor replacement is advertised and applied;
• scoping criteria are transparent and timely agreed and communicated, including fair objection
  procedures and periods;
• managers pro-actively coach their teams towards re- and up-skilling programs to allow for
  internal redeployment opportunities supported by IBM’s Business Driven Mobility;
• cross LoB job opportunities are pro-actively facilitated and supported;
• Bridge-to-Retirement programs and paid Leave of Absence/paid sabbaticals are offered;
• so called ‘domino solutions’ are actively promoted and supported;
• only voluntary programs and generous packages are offered, to allow IBMers to leave the
  company in a mutually agreed and good spirit;
• outplacement support is offered to all employees in scope on acceptance of an offer.
  The membership discussed the information and details provided about the size, scoping criteria and
  timelines for Europe. The current RA impacts only half of all EU-countries, 14 member states
  are exempted. The IBM EWC believes that the local circumstances in these 14 countries do not differ
  much from the specific business situation in the countries which are in-scope of the current RA. IBM
  senior management explained the company’s rationale to exclude them is based on business need,
  priority and affordability, and confirmed that as a consequence no restructuring will take place there.
  Based on the information provided at today’s meeting, the IBM EWC concludes that the company
  wants this restructuring to be implemented in this first quarter of 2026. The membership
  requests IBM senior management to ensure that all time required will be given to support the local
  information and consultation processes within the European countries in scope and to continue the
  dialogue on the current Resource Action at European level and to provide regular status updates.
  IBM European Works Council
  Paris, France – January 22, 2026

End of the world layoffs…..

Heard a SVP was let go and a couple others. More coming??

Here’s our take on potential Walmart layoffs in a different format based on likelihood:

1. 0% chance of layoffs before 2/25.
2. From 2/26 through 3/8 low chance of <10%.
3. Period starting 3/9 through 4/8 elevated to 30%.
4. From 4/9 to 5/5 increases again to 60%.
5. After 5/5 and through 6/28 we see 100% likelihood

Many factors are at play here (not in specific order): Project and budget demands are being shuffled; leadership changes are filtering down; reorganization activities and silos of responsibility are moving; built in stabile time surrounding earnings release and other stockholder and fiduciary dates; reevaluation of AI implementation and prioritization, plus more.

We expect some surprises related to AI development and implementation plus more resource actions at non-Bentonville locations. Efforts to streamline and automate logistics and distribution will be a focus area.

The new CEO might have his own plan on figuring out the tech mess. Practically everything on the horizon needs technical implementation and having a fractured tech area is problematic.

We see 2026 as a pivotal year for Walmart in the area of AI development and implementation.

GSK is trimming its global research and development workforce. Up to 350 employees across the U.S. and U.K. will be affected by these changes. The company stated it is reallocating resources to key priorities and investing in technology. GSK also plans to boost its R&D budget and accelerate dr-g discovery.

The dr-gmaker intends to invest $30 billion in U.S. R&D and supply chain infrastructure over five years.

https://www.fiercebiotech.com/biotech/gsk-plans-lay-350-rd-workers-across-us-uk

The digital billboard company said in a Tuesday filing that the job cuts are part of a broader effort to redirect resources to teams and positions centered on artificial intelligence. According to the company, those AI-focused roles are key to boosting adoption and putting AI into practice.

https://www.hollywoodreporter.com/business/digital/pinterest-layoffs-ai-1236485995/

There were some off sites last week and it's been confirmed a Reorg is coming

Anyone know when ? And if so will there be layoffs or just people moving around

Zimmer Biomet Begins Global Layoffs

Zimmer Biomet is conducting layoffs. The company makes orthopedic products. Most affected employees are located outside of Warsaw. The company aims to align resources with business priorities. Zimmer Biomet will assist impacted workers with employment transition.

https://wsbt.com/news/local/layoffs-underway-warsaw-based-zimmer-biomet-people-losing-lost-jobs-unemployed-unemployment-warsaw-laid-off-warn-notice-workers

Which website do individuals typically consult to monitor WARN notices? I navigated to what I understood to be the official portal — https://dol.ny.gov/warn-dashboard — but I do not observe the most recent RA event from November reflected in the listings.

Here is what I’ve heard more than once. If anyone knows differently please call it out / correct me-

Layoffs:
Jan 6th - End User Support
Jan 6th- Resource Planning

Upcoming
Jan 13th- Consumer / Retail
Jan 20th - Product (now under Jeff Simon/ IT)

Both upcoming are targeting a 20% reduct

I mean something useful and at least somewhat credible. We all know major layoffs are coming, so it would be great to have a heads-up. And let’s be kind to each other, losing our jobs would be tough. The job market out there isn’t exactly cheerful or full of options.