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Top 20 U.S. Companies Conducting or Planning Layoffs in 2025
Bill Achola
February 09, 2025 • Estimated Reading Time: 7 minutes
Are you next?
Imagine walking into the office, only to find your top performers packing their desks.
The air is thick with uncertainty.
Productivity plummets.
Morale shatters.
Layoffs aren’t just numbers on a spreadsheet.
They’re people
Families
Dreams disrupted.
In 2025, even giants like Google, Meta, and Microsoft are cutting jobs.
If the biggest names in tech and beyond aren’t safe, how can your company navigate economic storms without sinking?
This post isn’t about doom and gloom.
It’s about solutions.
I’ll dive deep into the biggest layoffs of 2025 and extract actionable lessons.
You’ll learn how to future-proof your company, retain top talent, and avoid the PR nightmare of poorly handled layoffs.
Let’s get started.
1. Workday
Lesson: Growth can be deceiving. Workday expanded aggressively but failed to anticipate economic shifts. CEOs must balance scaling with sustainability. Always prepare for downturns.
2. Kohl’s
Lesson: Even retail giants aren’t immune. Cost-cutting is inevitable when revenues dip. But layoffs shouldn’t be the first move. Could reskilling or internal transfers have saved jobs?
3. CNN
Lesson: Media companies must evolve. As consumer habits change, businesses must pivot. Instead of waiting for disruption to force cuts, proactively upskill employees.
4. Starbucks
Lesson: The coffee giant thrives on brand loyalty, and layoffs can erode that trust. To maintain culture and reputation, HR teams must communicate transparently and empathically.
5. Meta
Lesson: Even tech behemoths must tighten belts. AI and automation shift workforce needs. Companies should rethink hiring strategies and invest in adaptable skill sets.
6. Salesforce
Lesson: AI is here to stay, and the companies that integrate it wisely will win. Employees must continuously upskill to stay relevant, and HR leaders must foster a culture of lifelong learning.
7. BlackRock
Lesson: Even financial giants aren’t exempt. Economic uncertainty forces tough choices. But a 1% cut shows thoughtful decision-making. Gradual, small adjustments prevent mass panic.
8. Bridgewater
Lesson: Agility is key. Companies that don’t adapt will fail. Leaders should regularly reassess strategy and ensure employees can pivot when needed.
9. Microsoft
Lesson: No department is untouchable, even in growth sectors like gaming, efficiency matters. Strategic workforce planning is critical for long-term stability.
10. Amazon
Lesson: Even powerhouse companies make adjustments. A well-handled small cut is better than a large, chaotic layoff. CEOs must take a proactive, not reactive, approach.
11. Ally Financial
Lesson: The finance sector is unpredictable. Cost-cutting should be strategic. Leaders should prioritize efficiency without sacrificing employee trust.
12. Estée Lauder
Lesson: Sudden, massive layoffs can damage employer branding. Could these cuts have been avoided with gradual efficiency improvements?
13. The Washington Post
Lesson: Journalism is shifting. Companies must anticipate industry changes and reskill employees accordingly.
14. Google
Lesson: A voluntary approach softens the blow. Giving employees a choice fosters goodwill. If layoffs are inevitable, this is a better way to handle them.
15. Okta
Lesson: Profitability doesn’t always mean job security for employees. Companies often restructure, cut costs, or shift priorities even when finances look strong.
16. Sprinklr
Lesson: Performance-driven layoffs highlight the importance of agile business strategies. Leadership teams should ensure employees are aligned with measurable business goals and invest in upskilling to adapt to shifting demands.
17. Cruise
Lesson: Startups dependent on external funding must prepare for financial shifts. We should foster financial transparency, build resilience through diversified revenue streams, and support employees with career transition resources when needed.
18. Sonos
Lesson: Product launches should be backed by strategic workforce planning. If layoffs precede innovation, it signals potential cost-cutting or shifting priorities.
19. Redfin
Lesson: Growth and partnerships don’t always guarantee job security. Businesses should balance expansion with financial sustainability to avoid overhiring during periods of optimism.
20. Blue Origin
Lesson: Sustainable growth matters more than rapid expansion. Prioritize financial discipline and adaptability to avoid painful cutbacks later.
Key Takeaways
Layoffs are sometimes unavoidable. But the way they’re handled makes all the difference.
Here’s what we’ve found:
1. Transparency is everything. Employees shouldn’t hear rumors before leadership communicates.
2. Plan ahead. Don’t wait for a crisis to start cutting jobs. Build financial cushions.
3. Reskill, don’t just replace. Investing in upskilling can reduce the need for layoffs.
4. Small adjustments prevent major cuts. Tweak hiring, optimize budgets, and reassess priorities regularly.
5. If layoffs must happen, do it with empathy. Offer severance, career support, and clear explanations.
Final Thoughts
This isn’t just about numbers.
It’s about people
Trust
Reputation
Future success.
The best companies don’t just react—they anticipate.
They train their employees for what’s next.
They make strategic moves, not desperate cuts.
What’s your plan to future-proof your business?
Drop a comment below.
Let’s discuss.
And if you found this helpful, share it with a fellow leader.
Because no one should navigate this alone.
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