Recent internal discussions at 3M point to potential changes in their workforce structure, particularly within plant operations. Under the leadership of William M. "Bill" Brown, who took the helm as CEO in May 2024, the company has emphasized operational restructuring alongside innovation initiatives. While no formal announcements have been made regarding workforce reductions in 2025, understanding historical severance practices can help employees prepare for potential changes. By sharing your severance details on fired.fyi, you gain access to comprehensive data that can inform your negotiations and help others in similar situations.

Current Situation at 3M

December 2024 brought notable discussions within 3M's Environmental Safety and Compliance (ESC) leadership regarding operational expense reductions in plant operations. One employee shared anonymously that "ESC leadership [are] scrambling to ask the plants to cut OE within 4 walls" even in December.

The appointment of William M. "Bill" Brown as CEO in May 2024 marked a significant shift in company direction. Brown, who previously led L3Harris Technologies, expressed his vision upon joining: "I am excited for the opportunity to lead this iconic global company."

During recent earnings discussions, Brown highlighted concerns about product innovation, noting "The simple fact is that our products are aging." This statement, underscores the push for renewed focus on research and development.

Some employees have voiced predictions about workforce adjustments, particularly regarding experienced staff members. While 3M hasn't made official announcements about 2025 layoffs, the internal discussions and restructuring efforts suggest possible changes ahead.

Historical Severance Structure at 3M

Standard Employee Benefits

3M's traditional severance framework follows a tenure-based calculation:

First 12 years: Employees receive 1 week of pay per year of service Beyond 12 years: The rate increases to 1.5 weeks for each additional year Maximum payout: Benefits are capped at 26 weeks of total pay

To illustrate: An employee with 15 years at 3M would receive 12 weeks for their first dozen years, plus 4.5 weeks (1.5 × 3) for the remaining time, totaling 16.5 weeks of severance pay.

Executive Level Provisions

3M maintains a separate severance structure for executives (typically job grade L2 and above), as outlined in their Executive Severance Plan Document. Key features include:

Salary continuation for up to 24 months post-separation Eligibility covers involuntary termination (excluding misconduct) and voluntary departure for good reason

Additional Compensation Elements

Annual Incentive Plan (AIP) participation may continue on a prorated basis, determined by time worked before departure. For instance, mid-year departures might receive 50% of their target AIP, with remaining portions potentially paid during standard distribution periods based on company performance.

Long-term incentives like Restricted Stock Units (RSUs) and stock options follow different rules:

Voluntary departures typically forfeit unvested awards Involuntary terminations have varying treatments: Retirement-eligible employees (usually 55+) often retain unvested awards Non-retirement-eligible employees generally receive a limited window for exercising vested options

Implementation Details

Severance payments typically begin 2-3 weeks after departure Unused vacation receives separate compensation Recent reports suggest some adjustments to severance calculations and stricter enforcement of the 26-week cap

Industry Comparison: How 3M's Package Measures Up

Honeywell

• Base severance: 1 week per service year
• Healthcare: COBRA coverage with company-paid premiums for 2 months
• Additional support: Job search assistance services

General Electric

• Base severance: 2 weeks per service year (26-week maximum)
• Healthcare: 3-month COBRA premium subsidy
• Support services: Career transition assistance

Siemens

• Base severance: 1.5 weeks per service year
• Healthcare: 2-month company-supported COBRA coverage
• Additional benefits: Resume workshops and placement support

Dow Inc

• Base severance: 2 weeks per service year (26-week cap)
• Healthcare: 3-month COBRA premium coverage
• Support: Outplacement and counseling services

DuPont

• Base severance: 1 week per service year (24-week maximum)
• Healthcare: 2-month COBRA premium support
• Additional services: Career guidance and financial planning

What to Anticipate from 3M's 2025 Packages

Based on historical practices, employees should expect:

Financial Components

Standard Employees

• First 10 years: 1 week of pay per service year
• Years 11+: 1.5 weeks per additional year
• Maximum benefit: 26 weeks

Example calculation: 15 years of service would result in 10 weeks (first decade) plus 7.5 weeks (1.5 × 5), totaling 17.5 weeks of severance pay.

Executives (L2+)

• Salary continuation up to 24 months post-separation
• Eligibility includes both involuntary termination and qualified voluntary departures

Healthcare Support

Employees maintain eligibility for COBRA coverage, allowing continuation of group health insurance for up to 18 months. 3M typically covers COBRA premiums for a duration matching the calculated severance period.

Additional Considerations

Payment timeline: 2-3 weeks post-departure Vacation payout: Separate compensation for unused time Bonus eligibility: Prorated based on service period

Looking Ahead

While we await formal announcements regarding 3M's 2025 plans, you can take proactive steps by contributing your severance information to our community database. This shared knowledge becomes increasingly valuable as more data points are added, helping everyone negotiate more effectively. 3M has historically provided competitive severance packages, and understanding these precedents can help you evaluate and optimize any future offers.

The value of collective knowledge cannot be overstated - each shared experience helps build a more complete picture of industry standards and negotiation possibilities. If you receive a severance package, consider adding your details to our database. Your contribution could help countless others navigate similar situations more successfully.

Remember that while this information provides context, each situation is unique. When reviewing specific severance terms, consulting with an employment attorney can provide personalized guidance for your circumstances.

Stay informed, stay prepared, and remember that you're not alone in this journey. Together, we can build a more transparent understanding of severance practices across the industry.