Large technology companies have been in a dynamic for months that is difficult to understand if the current technological context is not taken into account. Companies that, according to your tax results of the first quarter of 2026, record historic profits close to 80%they are cutting jobs at the same time. What is happening in their workforce has nothing to do with a financial crisis, but rather responds to a strategic decision regarding AI.
According to the records from the portal Layoffs.fyiSo far in 2026, more than 92,000 employees in the technology sector they have lost their job throughout the world due to layoff rounds that the main technology companies have launched. The main argument for these layoffs is AIbut not because this technology is going to do the work that programmers used to do, but rather it responds to a restructuring of companies to lighten their workforce and focus only on developing AI. The measure is not coming cheap.
The big bet of AI that must be paid. By chance (and the proximity to the presentation of their first quarter results) Microsoft and Meta announced, on the same day, layoffs that will affect more than 16,000 employees between the two. Meta will lay off 8,000 workers, 10% of its global workforce, and will leave another 6,000 vacancies unfilled. The goal of both companies is to improve efficiency and offset investment in artificial intelligence.
Microsoft will face investments close to 145 billion dollars only in this fiscal year, thus adding to investments in AI what are they doing each and every one of the big technology companies. Maintaining that bet without margins suffering forces cuts, and personnel is the expense that investors like it less.
Altogether, investments worth 700,000 million will be accumulated among all large technology companies during 2026. These estimates also include compensation expenses that are associated with these personnel cuts. Oracle, for example, reserved 2.1 billion dollars only for this game in your round of 30,000 layoffs.
Microsoft launches a different formula: voluntary dismissal. Instead of announcing collective layoffs, Microsoft has chosen a path that the company had never used in its 51-year history: making voluntary exit offers to encourage its employees to leave by their own decision. Google already applied this formula of voluntary dismissals in its 2025 personnel cuts, not without the risk of losing its best employees by opening the exit door for them.
This initiative is aimed at employees with a very specific profile who, in theory, would be more complicated to relocate to a new internal position within the framework of this workforce restructuring. In total, this offer has been made to 7% of its workforce in the US, more than 8,500 people. Amy Coleman, Microsoft’s chief people officer, announced the move in an internal memo. In that statement to which had access CNBCColeman wrote: “Our hope is that this program gives those eligible the option to take that next step on their own terms, with the company’s generous support.”
Why an incentive instead of a layoff. Both voluntary departure and conventional dismissal have the same outcome: the workforce is reduced. However, as as highlighted to Fortune Domenique Camacho Moran, lawyer and partner at the Farrell Fritz law firm, specialized in labor law for Fortune 500 companies, traditional layoffs are legally more complex because they require evaluating the performance of each worker and argue his dismissal to avoid legal risks.
“The voluntary exit option gives the employer the ability to say that it’s not that we don’t think you’re doing a good job, but that if you’re thinking it’s time to move on, I’m going to encourage you to do so because we need to downsize.” Incidentally, since it is an initiative of the employee, the company does not have to look for arguments for dismissal, which simplifies the process and avoids future legal claims.
A risky bet for talent. However, as we already mentioned, the voluntary dismissal formula is risky since it leaves the decision in the hands of the employee. possibility of resigning. In a context of shortage of specialized talent (especially in AI), companies run the risk that their best swords will accept the incentive, paying a double cost for it.
Last year, Google offered voluntary departures across several teams, including its search and advertising division. Vice President Nick Fox was blunt in his memo: “I want to be very clear: If you are excited about your job, energized by the opportunity ahead of you, and performing well, I really (really!) hope you don’t take it.” as collected CNBC.
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