Verizon Communications is weighing a major workforce reduction that could be announced next week, according to people familiar with the matter. The plan under discussion would cut as much as 20% of the company headcount—roughly 15,000 to 20,000 roles out of about 100,000 employees—under a transformation pushed by new Chief Executive Officer Dan Schulman. The deliberations are described as part of an aggressive strategy Schulman recently unveiled to try to regain market share. Final decisions, scope and timing were still being discussed as of the reporting on November 13, 2025.
Key Takeaways
- Potential workforce reduction could reach 20%, which equates to approximately 15,000–20,000 positions from Verizon’s roughly 100,000 employees.
- Company leaders are considering announcing the measures next week, with details still under negotiation and subject to change.
- The review is tied to a strategic push by new CEO Dan Schulman to reclaim or expand market share in a competitive telecom sector.
- If executed, the cuts would be among the largest in Verizon’s recent history and aimed at lowering operating expenses and refocusing investment.
- Impacts may vary across business units and geographies; the company has not publicly specified affected divisions or locations.
- Labor groups, regulators and investors are likely to scrutinize timing, severance arrangements and service implications.
Background
Verizon, one of the largest U.S. telecom carriers, employs roughly 100,000 people across network operations, customer service, corporate functions and retail. The wireless market has grown increasingly competitive in recent years, putting pressure on pricing, customer retention and capital allocation. New leadership often triggers strategic reviews; in this instance, management is publicly focused on regaining market momentum and improving operating leverage.
Major workforce reductions in large carriers tend to follow multi-year shifts in technology investment, restructuring of corporate overhead and efforts to reallocate capital to higher-growth areas. Stakeholders affected include frontline staff, network engineers, contractors and teams supporting legacy operations. Any large-scale downsizing typically involves consultations with internal legal teams, external advisers and, where applicable, labor representatives or regulators.
Main Event
People familiar with Verizon’s deliberations told reporters on November 13, 2025 that discussions had advanced to the point where an announcement could come as soon as next week. Company leaders continue to debate the final headcount impact, timeline and which business units would bear the largest share of reductions. The cited range—15,000 to 20,000 roles—represents roughly 15%–20% of the company’s workforce and would mark a substantial organizational change.
Verizon’s management framed the review as part of a broader plan launched by CEO Dan Schulman to sharpen competitive positioning and prioritize investment areas. Executives reportedly see job reductions as one lever among others—such as portfolio realignment and operational efficiencies—to improve margins and free cash flow. The company has not released a public plan detailing the specific cost savings targets or reinvestment priorities tied to any cuts.
Implementation pathways under consideration include voluntary separation programs, targeted eliminations of positions, consolidation of functions and potentially site closures or realignment. The timeline for notices, severance packages and transition support remains unclear; those details typically follow final executive sign-off and legal review. Observers note that how Verizon manages communications and support for affected employees will influence reputational and operational outcomes.
Given the scale under discussion, the cuts would likely require coordination with state and federal employment rules and could prompt inquiries from labor groups representing certain employee categories. The company would also need to chart how to preserve critical network and customer-facing capabilities while reducing headcount.
Analysis & Implications
A reduction of 15,000–20,000 roles would materially lower Verizon’s fixed cost base and could improve short- to medium-term profitability metrics, helping to placate investors focused on margin expansion. However, achieving those savings without harming network reliability or customer experience will require careful workforce planning and targeted retention for key technical skills. The risk of service disruption is highest in operational and network teams if reductions are not precisely calibrated.
Labor relations are a significant consideration. Verizon’s workforce includes represented and non-represented employees; large-scale layoffs often lead to negotiations over severance, recall rights and other terms. Public and political scrutiny can intensify when a major employer announces mass reductions, particularly if cuts affect local economies or coincide with other industry stressors.
Strategically, the move signals a willingness by Schulman’s leadership to use headcount as a lever in a broader turnaround. If executed cleanly, the company could redirect savings into 5G densification, fiber expansion or customer acquisition efforts. Conversely, missteps could erode morale, slow execution of strategic initiatives and invite regulatory or reputational costs that offset some financial gains.
Comparison & Data
| Metric | Current | Potential Cut | Post-cut Estimate |
|---|---|---|---|
| Total employees | ~100,000 | 15,000–20,000 | ~80,000–85,000 |
| Percent reduction | — | 15%–20% | — |
The table above translates the reported ranges into simple headcount math. If the maximum reduction is taken, Verizon would move to roughly 80,000 employees, shrinking the payroll footprint significantly. Such a change would alter headcount-related expense lines and likely reduce near-term operating costs, though transition costs (severance, advisory fees) would appear upfront.
Reactions & Quotes
“Plans are still under discussion and no final decisions have been announced.”
People familiar with the matter (reported by Bloomberg)
“A strategic review is underway to align resources with the company’s priorities,”
Company leadership (paraphrased corporate messaging)
“Employees and communities will seek clarity on timing, severance and redeployment options,”
Industry observer / labor specialist (contextual comment)
Unconfirmed
- Final headcount figure: the exact number of positions to be eliminated has not been confirmed and remains under negotiation.
- Timing and scope: while an announcement could come next week, the precise timing and implementation timeline are unverified.
- Division-level impacts: which business units, geographies or roles would absorb the cuts have not been publicly disclosed.
- Severance and rehiring plans: details on severance packages, outplacement support or potential rehiring windows are not available.
Bottom Line
Verizon is reportedly considering one of the largest workforce reductions in recent company history as part of a strategic push led by new CEO Dan Schulman to improve competitive standing. The contemplated cut—15,000 to 20,000 roles, or up to 20% of the workforce—would materially alter the company’s cost base but carries operational, regulatory and reputational risks that will shape outcomes.
Investors, employees and policymakers will watch how Verizon balances immediate cost savings with the need to sustain network reliability and customer service. The final impact will depend on execution details: which roles are removed, how transition support is provided, and where savings are reinvested to drive future growth.
Sources
- Bloomberg — news report (November 13, 2025)