Omnicom Layoffs 2025: What We Know About the 4,000+ Job Cuts and Agency Closures

On December 1, 2025, Omnicom announced a major restructuring following its $13-billion acquisition of Interpublic Group (IPG). The company confirmed more than 4,000 layoffs (Reuters), widespread consolidation across its global agency networks, and the shutdown of several long-established advertising brands (Financial Times).

Axios also reported that an additional 10,000 workers will be affected through sell-offs of businesses in specific markets or divisions.

This marks one of the largest shakeups in the modern advertising industry, driven by the combined pressures of AI technology, changing client demands, and consolidation among global holding companies.

Key Facts About the Omnicom Layoffs

How Many Jobs Are Being Cut?

• 4,000+ positions eliminated as part of the IPG integration
• Cuts span administrative, operational, and some leadership roles
• 85% of remaining roles will be client-facing; 15% administrative

Additional Workforce Impacts

• 10,000 employees affected globally through sell-offs of certain businesses

Which Agencies Are Being Shut Down or Merged?

Omnicom will fold several historic IPG and Omnicom agencies into its core networks:

• DDB and MullenLowe → folded into TBWA
• FCB → absorbed into BBDO

Other major agencies — McCann, OMD, FleishmanHillard, Golin, Weber Shandwick — will remain.

Why Omnicom Says the Layoffs Are Happening

• Integration of the two holding companies aims to create a single, scaled global advertising and media network.
• The company plans to exceed $750 million in annual cost savings, a number originally projected to investors and now expected to rise.
• AI and tech-driven competition from companies like Meta and Google is reshaping the economics of creative production and media buying.

Leadership Changes

• John Wren remains Chair & CEO of the combined group.
• Philip Angelastro continues as CFO.
• Daryl Simm and Philippe Krakowsky will share the President/COO role.

What These Layoffs Mean for Omnicom and IPG Employees

In Canada, a corporate “restructuring,” “job elimination,” or “role no longer required” at Omnicom (including IPG) is usually a termination without cause under Canadian law — even if Omnicom calls it a layoff or reorganization.

That means Omnicom typically owes you:

• Full severance pay, based on your common law entitlements – not just government or employment standards minimums
• Notice or pay in lieu of notice
• All components of your normal compensation, which may include:
  • Base salary
  • Benefits (health, dental, RRSP/TFSA matching, etc.)
  • Short-term and long-term bonuses
  • RSUs, stock options, ESPP contributions and other equity
  • Vacation pay and any outstanding commissions

Severance Packages for Omnicom Employees

In Canada, severance for non-unionized Omnicom workers is based on common law, which looks at factors such as:

• Your length of service with Omnicom
• Your age
• Your position, seniority, and scope of responsibility
• The availability of comparable jobs in the market

Depending on these factors, Omnicom employees in Canada can receive up to 24 months of severance pay under common law.

Omnicom may present a “standard” package that:

• Offers only ESA minimums (far less than common law entitlements)
• Ignores RSUs, stock options, ESPP and long-term incentives
• Under-values commissions or variable compensation
• Gives a short deadline (e.g., 5–10 days) to sign
• Provides a lump sum or salary continuation with limited explanation

This is why you should never assume Omnicom’s first offer is fair. Having a severance package reviewed is often the difference between a few months of pay and potentially up to 24 months of total compensation.

Potential Issues With Omnicom Layoff Notices

Common problems we see when Omnicom employees are laid off include:

• Incorrect severance calculations that only consider ESA minimums
• Insufficient notice relative to your years of service and seniority
• “Temporary layoff” language used without a clear contractual right to do so
• Unclear handling of RSUs, stock options, ESPP and bonuses
• Short deadlines designed to pressure quick acceptance
• Incomplete breakdowns of how Omnicom arrived at the severance figure

Any one of these issues can be a sign that your offer is below your legal entitlement under Canadian law.

Common Red Flags in Omnicom Severance Offers

Be especially cautious if your severance package from Omnicom:

• Includes only a few weeks or a handful of months of pay after many years of service
• Does not continue benefits for a reasonable period
• Leaves RSUs, stock options, ESPP or long-term incentives out of the calculation
• Does not clearly explain how bonuses and commissions are treated
• Describes your termination as “restructuring” or “realignment” but still ends your employment permanently
• Comes with a 24–72-hour deadline or other intense pressure to sign
• Asks you to sign away rights (including future claims) in exchange for basic amounts you are already owed

If you see these red flags, don’t sign until you’ve obtained advice from an employment lawyer.

Wrongful Dismissal and Omnicom Layoffs

A wrongful dismissal happens when an employer like Omnicom fails to provide the full severance pay required under common law after terminating a non-unionized employee without cause.

You may have a wrongful dismissal claim against Omnicom if:

• Your severance package is far lower than what similar employees receive in court decisions
• Your employment contract’s termination clause is unenforceable under current Canadian case law
• You are pressured to sign quickly with threats that the offer will “disappear”
• You are let go during maternity, parental, disability, or medical leave
• Omnicom labels the situation as a “temporary layoff” with no realistic recall and no valid contractual basis
• Omnicom refuses to recognize RSUs, bonuses, commissions or benefits in the severance calculation

Even relatively small rounds of layoffs — like the “dozens” of sales roles impacted in November 2025 — can still involve significant wrongful dismissal issues for the individuals affected.

What to Do After Omnicom Lays You Off

If Omnicom has just given you notice of termination or a severance offer:

1. Do not sign anything right away. Signing usually waives your right to seek more severance later.
2. Collect all relevant documents:
   • Offer letter and employment contracts
   • Commission plans, bonus policies and equity grant agreements (RSUs, options, ESPP)
   • Recent pay stubs and T4s
   • Any emails or memos about your role, performance, or restructuring
3. Use the Severance Pay Calculator to get a quick estimate of what you may be owed under Canadian law.
4. Take notes about your duties and responsibilities, especially if you held a specialized or senior role (e.g., enterprise account manager, senior solutions engineer, sales leader).
5. Speak with an employment lawyer who works for employees (not employers) to assess whether Omnicom’s offer reflects your full common law entitlement.

In most provinces, you may have up to two years from the date of termination to pursue a legal claim — but the deadline in your severance letter is often an internal Omnicom timeline, not a legal one.

How Samfiru Tumarkin LLP Can Help With Omnicom Layoffs

If Omnicom has laid you off — or if you are concerned that upcoming restructuring might affect your role — talk to an employment lawyer before you sign anything.

Samfiru Tumarkin LLP has helped over 50,000 Canadians secure the compensation they’re owed, and has earned more than 3,000 five-star reviews across the country.

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and should not be read as suggesting any improper conduct on the part of any specific employer, or a relationship between Samfiru Tumarkin LLP and a specific employer.