WPP redundancies 2026: your rights

WPP has begun cutting jobs across its agency network as part of a major restructuring drive announced by chief executive Cindy Rose. An estimated 300 roles are affected, with the bulk falling at VML, WPP's largest creative and production agency, alongside cuts to back-office functions including finance, HR and property management.

£500m

Target annual cost savings by 2028

The reductions are part of Elevate28, WPP's cost-cutting and simplification programme, which targets £500m in annual savings by 2028. WPP has said the changes are aimed at removing duplication across its agency portfolio and streamlining corporate infrastructure, rather than cutting client-facing or creative roles.

The cuts represent around 1% of WPP's global workforce. WPP has not published an official headcount figure; 300 is the most widely cited estimate from trade press covering the story. A further, smaller wave of notifications reportedly went out to VML staff in early August, suggesting the restructuring is ongoing rather than a single event.

WPP employs several thousand people in the UK, split across agencies including VML, Ogilvy, Wavemaker and Mindshare, alongside its London head office. UK-based staff affected by these changes should expect a formal consultation process, and — depending on role and seniority — may be offered a settlement agreement rather than going through standard redundancy selection.

Why this matters if you're facing redundancy

Large, well-known employers running visible restructuring programmes like this are exactly the moment people start searching for redundancy and settlement agreement guidance. WPP's cuts are ongoing (not a one-off event), so this is a durable, evergreen topic for organic search rather than a single news spike — good candidate for on-site content rather than a time-sensitive social post.

What this means if you're affected

Because 100 or more roles are affected, your employer should be running a collective consultation lasting at least 45 days before any dismissal takes effect. These thresholds apply per establishment, so the exact position depends on how the cuts are spread across sites.

See what your redundancy offer should be worth →

If you work for WPP and your role is at risk, you have statutory rights under UK employment law. Your employer must follow a fair process before making anyone redundant.

Consultation: You're entitled to meaningful consultation before redundancy takes effect. This means at least one meeting where you're told your role is at risk and given the chance to respond. For larger redundancies (20+ roles), the consultation period is typically 30–45 days.

Settlement agreements: If your employer offers a settlement agreement (previously called a compromise agreement), you must receive independent legal advice before signing. Your employer should contribute toward legal fees. Don't sign under pressure — these agreements are designed to prevent future claims, which gives you leverage to negotiate.

Redundancy pay: If you qualify (generally two+ years' service), you're entitled to statutory redundancy pay based on your age, service length, and weekly pay. The statutory figure is often well below market for tech roles — many employers offer enhanced packages, especially if the process is rushed or selection is disputed.

Timeline: Most redundancy processes take 2–3 months from announcement to final dismissal, though this varies. Use this time to understand your entitlements, get legal advice, and negotiate if offered a settlement.

FairEnough is not a law firm and does not provide legal advice. Always seek independent legal advice before signing any documents. Information shown is for general guidance based on UK statutory entitlements.

WPP redundancies: 300 roles affected

Why this matters if you're facing redundancy

What this means if you're affected

Affected by the WPP cuts?

Understand your rights

Affected by the WPP cuts?