#severance

I was RIF’d in September... The severnce pay ended up being a real blessing. I was able to take some time off... I finished some projects around the house, and enjoy some much-needed naps. I knew I would eventually need to find another job, and like many others, the search was brutal. Fortunately, I landed a great role in the same field... and I love it (so far).

Now I have more energy, and the constant pressure I felt while working at Oracle is behind me. I hope it last. It's a privately owned company and the owner is chill and not greedy.

I was VERY MUCH proud to work for Oracle and I’m grateful for the many years I spent there, but it feels refreshing to be valued again. The company changed, for the worse...

If you are looking outside, good luck - there are still places that did not go bananas.

Hi everyone, I was impacted in this round of layoffs. I'll spare everyone the s-b story but I was with the company for 15 years, which is almost my entire professional career, and it's my first time in this situation. I'd appreciate any advice

How do I know if my severance package is good? Should I get someone to review it even if it is good, just help me understand what the he-l all of the corporate jargon actually means?

When can I file for unemployment? Yesterday was my last day but that isn't my separation date. When I tried entering it, the unemployment site told me the separation date couldn't be in the future.

In the Q1 earnings report under SGA, it lists 20–24 million estimated for severances in 2026. Big layoff must be coming

Hershey has reportedly reduced its workforce for a second time in April 2026. The exact number of affected jobs remains unclear. Impacted non-unionized staff in Canada are seeking legal advice regarding their rights. Severance pay for these employees is determined by common law, not just internal policy. Workers are advised not to sign any severance offers immediately and to seek legal counsel.

https://stlawyers.ca/blog-news/hershey-layoffs-severance-pay/

If you were getting a sum of 27k severance pre tax, how much would that be after taxes are taken out? Is it like 19k?

I am one that was lucky enough to be in the “remote pilot”. I saw the layoff targeted remote roles away from PHK to some degree. I was told that an RTO is coming up but the date isn’t set. I assume this is to get people to leave prior to possible severance discussions when it’s official.

Who else is hearing this or is your remote role still to be intact? I am wondering if we can negotiate this or if remote is done for.

I’m in GaME.

I unfortunately was not laid off. Honestly, I would’ve loved to have had 4 to 8 months of severance to get out of this he-l hole.

Unfortunately, I’m stuck behind in a company that’s already dead and doesn’t know it.

The company that Phil Knight and Bill Bowerman created is dead, it’s now filled with a bunch of overpaid mouth breathers, who are politicians more than business people, not the whole company but enough.

Nike’s AI hype is a perfect example. You have a bunch of re--rds running around for three f** years trying to make AI work at Nike and there’s been nothing of measurable value created. The enterprise doesn’t even have a strategy, even though it spent millions of dollars and 100s of resources to do “something” with AI.

Fortunately, the id--ts who decided to go with copilot were all fired or at least most of them. Unfortunately, a new group of id--ts will use AI as some sort of silver bullet to save the company when they have no experience actually doing anything with AI and the company’s problems have nothing to do with AI(at least at the present moment).

It’s just a bunch of people pushing technology they don’t understand, other than it’s a magic word to maintain influence, relevance, and job security.

Don’t get me wrong. Nike was a great company and a great American story. But that company is dead.

So to those of you who got fired, I wish you the best of luck and frankly, I’d rather not be on the Titanic as it sinks.

https://www.reuters.com/legal/litigation/rogers-communications-offering-buyouts-half-its-workforce-globe-mail-reports-2026-04-27/

Maybe all you begging for a voluntary severance will get your wish!

Was lucky enough to get a new role before my WARN period ended and I was wondering if it’s a bad idea to update LinkedIn before getting it

I wanted to ask whether Citi currently offers any voluntary separation program or voluntary exit option that may include severance benefits.

Got my meeting invite this morning around 7:30 for 11am. Meeting is 20 min and has a Sr Dir in my org. HR is not cc'd so assuming BCC'd

Good luck to everyone this week and hope you all get the outcomes you want - I know some are hoping to get severance.

Documents coming last minute is ridiculous. We've had the draft since November so any challenges should have already been made. Stretching out payment is disrespectful but I guess respect went out the window when they told us we were surplus. We just want to move on and they want to make it difficult.

Was there any extended medical coverage included?

The Executive Board, Supervisory Board, Group Executives, L1, L2, etc. will never ever allow a VERP in the US. The only places where they allow that are Germany and France and only because they are forced to by the strong worker protections. However, they already found a workaround with the new performance management system. Now they will lay off while giving the least possible severance they legally can. These people believe that SAP's money belongs to them so they try to maximize their own bonuses by cutting down on salary budgets and benefits for employees.

An on point post by @ag+1kpxsdtzm.

Sorry to be insensitive and sorry if you’ve been let go. I think I’m next on the chopping block. I was wondering what does the severance package look like ?

Has anyone heard of any legal filings or groups forming regarding the Pioneer-to-Exxon transition tactics?
I’m looking for info on whether the "comparable offer" terms are being challenged. Specifically, many of us were promised a 3-year PDS phase-in during the town halls, but that timeline was compressed almost immediately after joining the payroll.
Additionally, it seems many roles had CL levels inflated to match Pioneer pay, only to have reporting lines dropped within months of the CIC. This makes it structurally impossible to compete in the RA rankings at those assigned levels.
Is there an active effort to look into whether this was a coordinated strategy to trigger severance forfeitures? If anyone has retained an attorney or knows of a firm in the Houston/Irving area handling this specific "bait and switch" claim, please share or provide a hint on how to find the group.

Ok, so my "administrative leave" period is over (4/17) but I haven't heard anything from Walgreens about how to collect my Severance money.
Anyone know what we are supposed to do??

With the coming layoffs can we share what severance package is offered? Do you keep health insurance? What happens to accumulated vacation?

Thanks!

The return box for my laptop came Thurs. I packed it up and brought it to Fedex yesterday. They scanned it, I got a receipt and that was that. Retired. By the time I got back in my car, 6 months of pay had been dropped into my checking account. No doubt automatically triggered by the scan of the return box. Considering I was going to retire end of May, I could not have imagined a better, realistic, finale to my career. I'll be getting max unemployment payments as well. If layoffs are rumored and you want out, set your attitude knob to sh!tty, let your mgr know you're not really interested in doing anything new and then hope for the best. I'll take 6 months pay, plus a year of max UI benefits over a good luck card at a retirement lunch any day. I woke up today thinking "Oh good, it's Saturday", then quickly realized EVERY day is Sat now....the Endless Summer has just begun. Good luck to all and remember:
Manage Oracle! Do not let Oracle manage you.

First, if you were laid off or soon to be laid off, I’m sorry that it happened to you. Unfortunately it’s a sign of the times.

In 2024 the RIF happened to me, I’d like to offer a few few suggested next steps to guide some of you through this process. This is just one person‘s advice, so take it or leave it at your leisure.

1.) Take some time to process your feelings. You will be hurt and angry and a whole bunch of other feelings that you may think would never happen to you.

2.) write down as many projects and details as you can remember in a notebook. You’ll need this for resumes and interviews later. You’ll also be surprised at how much you tend to forget once you no longer are in the day today rat race.

3.) if you’re eligible, get to know about the unemployment insurance process. Note that you’ll have to make a appearance in person and get approved before they start your benefits. Also, this can only happen after your last day at Nike. Learn the process now and prepare accordingly. Know that unemployment payments are really not gonna amount to much, so don’t count on them helping you cover all of your bills.

3.) your severance will only be taxed around 20%. You think you’ll have hit a windfall, only to end up owing a bunch of taxes next year. Don’t spend it all and make sure to save some for taxes. In fact, if you plan to get another job this year, more than likely, you’ll end up owing taxes next year.

4.) brush up your résumé even if you don’t intend to get a job right away. That act of realigning your professional documentation will help you get your ducks in a row.

5.) start leveraging your network now, ensuring that you have a strong support system, as well as ideas of next roles.

6.) don’t get a job right away. Take some time to de-corporatize yourself and spend time with family and friends. Try not to blow your severance as you’ll be relying on this to help pay bills during the time you’re unemployed.

7.) stop reading this job board, it’s only gonna make you more depressed and angry. If you’ve been laid off, there’s nothing you can do about it…accept the situation and move on (somehow).

Good luck!

Basically this is a way for a company to downsize older workers (and their higher salaries ) without breaking the law. Its not so much about making it less brutal.

The rest of the workforce is told it's less brutal because those who take severence are about to retire anyway. It simply accelerates that choice.

Legal Requirements

Employers typically offer severance in exchange for the employee signing a General Release of Claims, which prevents them from suing the company for wrongful termination or discrimination.

Review Periods: Under the Older Workers Benefit Protection Act (OWBPA), employees aged 40+ must be given 21 days to review an individual agreement (45 days for group layoffs) and 7 days to revoke their signature.
The federal WARN Act requires employers with 100+ workers to provide 60 days' notice for mass layoffs. Failure to provide notice often results in the employer paying 60 days of salary as a penalty, which effectively acts as a mandated severance

Last day of notice is 4/25. I assumed final paycheck (before severance begins) would be on the 5/1 payroll day. I received my direct deposit today which looks like it was my regular bi-weekly pay plus unused PTO (I am in a State that it must be paid out). Any idea why? Will severance begin with next weeks pay on 5/1?

There is an option to receive outplacement services as part of the severance plan agreement. Has anyone gotten this and is it worthwhile? I'm thinking it just covers resume creation & feedback, interview preparation, job search strategies, etc. Stuff I already did or are doing already but I wanted to compare notes with you all. Thanks!

Then I ended up with a better job, better pay, and a much healthier view of work. You’re going to be okay.

I’m writing this because a few months ago I was the person doom-scrolling this forum at 2:00 a.m., searching for some stranger to tell me my life wasn’t over. So here it is: your life is not over.

When I got laid off, I felt embarrassed, angry, and lost. People kept saying it’s not personal, but it felt personal when the job I’d built part of my identity around was suddenly gone.

For a few days, I completely spiraled. Then I got practical. I figured out my money situation first. Put down everything on paper, including severance, savings, bills, unemployment, everything. Once I knew my actual runway, I stopped panicking as much. Then I started reaching out to people. Former coworkers, old managers, friends, vendors, anyone I trusted. I simply said I’d been impacted by layoffs and was looking for roles in my field.

Amd people showed up for me. A former coworker referred me and an old manager offered to be a reference. Another friend helped clean up my resume. At first I applied everywhere, which was a mistake because it just made me feel rejected faster. So I narrowed it down to roles I actually wanted, roles I was qualified for, and a few backup options.

In interviews, I would say something like how my role was eliminated as part of a broader restructuring, how I’m proud of the work I did at Nike, and I’m looking for a place where I can bring that experience into a role with strong growth and stability.
Eventually, I got an offer that was okay, but I still had interviews moving, so I waited. Two weeks later, I got a better offer: higher pay, better title, and a healthier environment.

The biggest lesson I learned is that I had confused being at a famous company with being in the right job. Nike looked great on my resume, and I’m proud of the work I did there, as bad as the place has become in recent years. But the layoff reminded me that no company, no matter how iconic, is your safety net.

So if you just got laid off: breathe. You’re allowed to be scared. But don’t let the layoff convince you that you’re done. Update your resume. Tell people. Ask for help. Apply carefully. Keep interviewing. And don’t take the first bad offer just because you’re hurt.
I didn’t choose to get laid off. But I did choose what happened next and I ended up better off.

For all of you on the chopping block, take the severance package, go on vacation. And then be on the lookout for a job again at Nike. Most likely, your old job will be posted, and with a little bit of luck, you may even get it. The over-hiring hype never ends at Nike.

For us that was affected by the recent restructuring RIF, how's the job market in your area? The job market is bad and no one wants to hire experienced talent anymore.

You're too old, you're too expensive and only offering 1099 contact jobs well below your old salary with zero benefits. Sorry, got a family, life and mortgage to pay and that sorry severance package is not going to cover it. They say the average is now 9 months plus for tech people to find a new position.

How are the others on the "restructuring/post-merger" fun club doing?

I guess the ones left back at Ansys are getting cost of living raises and covering all the leftover work from the ones that got the chopping block.

Hampshire College faculty and staff are establishing an emergency relief fund. Most of the college's 250 employees will be laid off on June 16. The college is permanently ceasing its academic operations. Employees are unlikely to receive severance pay from the institution. The fund will provide direct financial support for essential expenses.

Amherst, Massachusetts

https://recorder.com/2026/04/23/with-layoffs-approaching-hampshire-college-workers-launch-relief-fund/

Does anyone recall the details of the VSP offer from a few yrs back? Just curious how that stacks up against the current severance.

Also interesting to see Microsoft's August approach making VSP available if Ur age + YOE > 70. So long, old timers with experience, don't let the door hit u on the way out!

The Insider: The one who actually knows what’s going on behind closed doors. We’re all just here for your leaks. Keep the scoop coming.

The Doom-Scroller: The person paralyzed by layoff anxiety. If you’re this stressed, just close the tab. The cuts are coming whether you read about them or not.

The Lifer: The employee who’s been at AIG too long and doesn’t know what to do. You can Leave. Just Walk Out! If it su-ks, hit da bricks!

The Rookie: The wide-eyed new hire. Do yourself a favour and read the archives. You’re looking at your future. Get out before you become a permanent fixture here.

The Alumnus: The former employee who can’t stop checking the ex-girlfriend’s Instagram. You made it out! Go enjoy your freedom and stop posting here.

The Grudge-Holder: The one who really hates the Retail Casualty CFO. You’re shouting into a void because they aren't reading this. It’s time to drop the vendetta.

The Offshored: The one venting about their role moving overseas (and is a bit racist about it too). We hear you, but there’s nothing you can do. No one is safe from the pivot.

The Speculator: The "Any rumors?" guy. Yes, there are always rumors. It’s either layoffs or a buyout, but it’s all noise until the checks stop clearing.

The "Wait for the Severance" Strategist: The veteran who actually wants to be laid off. They’ve crunched the numbers and are actively rooting for their own department to be laid off. Good luck, we’re rooting for you too.

The Ghost of Corebridge: The person who still hasn't figured out they're no longer part of AIG. You really need your own forum.

The HR Plant: We see you.

The Remote Work Zealot: Regardless of the thread topic: Layoffs, earnings, whatever. They will find a way to argue that forcing people back to the office is the root of all evil.

The Pension Clock-Watcher: The person who has been there 25+ years and wants another round of VERP. Good luck but it’s not happening anytime soon.

Who did I miss?

So the transitional group of employees will have benefits through Sept 30, 2026. Funny that that also happens to be the last day of their fiscal year...

It’s getting quiet .Beside all the Scarborough retirement meetings .No one is talking about any offer of a package .I Think there are a lot of people in all divisions of the field ops tha want to leave .Whats the big secret just spill the beans when is it how big will this package big will I be able to accept this package . I mean really

et tu, Wells?

eligibility: age + service years >=70

Eligible US employees include workers at the senior director level and below whose combined years of employment and age total 70 or more.

We’re all getting hit with the same weekly barrage. This isn’t shared responsibility, they’re offloading theirs onto us. The nonstop AI push is conditioning so no one pushes back when the PIPs start, because PIPs are cheaper than severances. Meanwhile ROI looks great and the shareholder buybacks keep flowing, so leadership acts like everything is fine. As long as the numbers stay green, the people doing the work don’t matter.

Severance is based on a formula. The formula takes into account your years of service and your grade level. The maximum amount of weeks is capped for each of the grades. For example, a grade 40 with 10-14 years of service will get 20
Weeks of severance. Additionally, to get around WARN notice requirements, they may set your actual termination date into the future(and you will get paid regularly until that date). Thy will also pay your benefits via COBRA for 6 months . While getting laid off su-ks, the package is usually fairly generous
OP: @a4+1kpp75mr6

Thought this might be useful ahead of layoffs.

This morning, in a meeting including Michael Green and SVP Ian McCoy, the remaining Franklin Templeton employees servicing the last calls transitioning back to FT, were told that they would not be laid off, they were being transitioned over to Heritage Funds to service their calls due to their struggling to meet Service Level Agreements, beginning on 04/27/2026. This was the lay off date that they were given last week, after waiting months on the expectation of leaving with severance. Now, they will be trained on the new funds and take those calls for an indeterminate amount of time. In a later meeting with the managers for those funds, the FT employees were told that "if you show your value" they may get an offer to permanently join. Those not greeting this news with abject joy were told to be glad that they have a job. Those who are unaware of this site were shocked, those reading, not so much. This is the FIS playbook in which the C suite can report the savings on the severance and get their big bonuses for such innovative solutions.

When the Washington Post announced mass layoffs, in February, the company offered severance packages to the roughly three hundred and fifty staff members losing their jobs. To receive their severance, these employees would have to sign their packages by April 10; they would then begin receiving the payments after April 30. But after the terms were set, something strange happened. Editors who were overseeing the laid-off employees began contacting several of them, asking them to return—not as full-time staff, but to work under what their union called a “delayed layoff.” These editors had been given little say over who was originally dismissed, but in the weeks since, they have appeared to be driving an effort to bring certain reporters back to the newsroom. According to Kathleen Floyd, a communications lead and internal organizer at the Washington-Baltimore News Guild (WBNG), the bulk of these reach-outs happened in March; a few are still trickling in. Under the updated terms, the employees will resume their duties through July. “Everyone’s just doing the best they can with this really sh---y situation,” a Post reporter said.

https://www.cjr.org/analysis/washington-post-tries-regroup-after-major-cuts-layoffs-delayed-rehire-former-staff.php

Has severance remained the same or have there been any changes?

Or maybe can point me to where I can find that info?

We lost too many folks lately to quitting. Why are you doing this horrible leadership favors? They're overjoyed whenever anybody leaves because that means they save money on severance. Just wait it out. At this point, it's a matter of time before most of us are laid off. Which means that you're losing out on severance by walking away.