CNN's recent announcement of widespread layoffs in 2025 marks another challenging chapter for media industry professionals. As Warner Bros. Discovery pushes CNN toward digital-first content, hundreds of employees across departments will be affected by these workforce reductions. If you're potentially impacted, understanding how CNN's severance packages typically work - and how they stack up against industry standards - can help you navigate what's ahead. We've analyzed past severance trends and gathered insights to help you make informed decisions about your future. By sharing your severance details with our community, you'll also help build a clearer picture of industry standards and empower others facing similar situations.

CNN Layoffs 2025: What we know so far

Under CEO Mark Thompson's leadership, CNN is implementing significant staff reductions as part of its strategic pivot to digital content. Reports indicate hundreds of employees will be affected, with production teams in New York and Washington, D.C. bearing the brunt of the cuts. Some operations may relocate to Atlanta as part of the restructuring, according to recent coverage.

The network's cost-cutting measures extend beyond staff reductions. High-profile anchors like Jake Tapper and Wolf Blitzer have reportedly been denied raises, while Chris Wallace was asked to accept a pay reduction, as detailed in recent financial reporting. These changes reflect CNN's adaptation to shifting viewer habits and its deeper integration with Warner Bros. Discovery's broader strategy.

Understanding Past CNN and Warner Bros. Discovery Severance Patterns

Standard Employee Packages

CNN's standard severance approach has historically provided one to two weeks of base salary per year of service, combined with the federally mandated nine weeks of WARN Act coverage pay. Health insurance typically continues throughout the severance period, providing crucial coverage during the transition. Past packages have included comprehensive outplacement services, including dedicated career counselors and job search resources.

Warner Bros. Discovery's integration has introduced some variations to these packages. While the nine-week WARN Act notice period remains consistent, additional severance components now vary significantly based on role and department. The company has previously offered COBRA premium coverage for up to 18 months, notably longer than many industry peers. Their transition support services have expanded to include resume development, interview preparation, and networking assistance.

Executive-Level Packages

CNN's executive severance packages reflect the network's commitment to retaining top talent, with base salary continuation extending up to 24 months for senior leaders. Annual bonus payouts have historically reached approximately 200% of base salary, with accelerated vesting of restricted stock units providing additional financial security. These packages often include comprehensive relocation assistance and specialized tax consultation services.

Warner Bros. Discovery has maintained similarly robust executive packages, guaranteeing annual salary payments of up to $2.5 million for senior executives, along with target bonus payments reaching 200% of base salary. Their approach to equity acceleration has been particularly generous, with immediate vesting of unvested equity grants. Executive health coverage includes premium plans and extended COBRA coverage, supplemented by comprehensive legal and financial planning resources.

Industry Comparison: How CNN's Packages Stack Up

ViacomCBS

ViacomCBS has structured its severance around a specified end date rather than weeks of pay, creating more predictable timelines for affected employees. However, their approach to bonuses and equity has been notably less generous than CNN's, with unvested shares typically being forfeited upon termination. A particular point of contention has been their handling of accrued PTO, which hasn't consistently been reflected in severance calculations, especially following their shift to unlimited PTO policies.

Gray Television Inc

Gray Television's severance framework centers on a standard two-week pay period, supplemented by PTO payout. While straightforward, this approach offers significantly less support than CNN's tenure-based calculations, particularly for long-term employees. Their limited additional benefits make the package one of the more modest offerings in the media industry.

Dish Network

Dish Network's two-week severance standard aligns closely with Gray Television's approach, though their package has faced criticism for its limited scope. Employee feedback suggests their transition support services and additional benefits fall short of industry expectations, particularly when compared to CNN's more comprehensive offerings.

How CNN's Packages Compare

CNN's severance approach stands out among traditional media companies, offering more comprehensive support through its tenure-based calculations and nine-week WARN period than the basic packages at Gray Television and Dish Network. CNN distinguishes itself through stronger equity and PTO handling than ViacomCBS, and particularly competitive executive packages. This positions CNN's severance strategy firmly above typical media industry standards, while reflecting its status as a major player in an evolving digital landscape.

Projecting CNN's 2025 Severance Approach

Drawing from CNN's historical patterns and Warner Bros. Discovery's recent practices, we can make some educated predictions about the upcoming severance packages. The integration between the two companies suggests a blend of their respective approaches, though certain core elements are likely to remain consistent.

Standard Employee Packages

Most employees can expect a base severance structure that includes:

• Nine weeks of WARN Act mandated pay, which remains non-negotiable
• Additional severance based on tenure, typically calculating to:
  • One week of pay per year for shorter-tenured employees
  • Two weeks of pay per year for those with longer service history
• PTO payout, though the calculation method may vary by department
• 90-day health insurance continuation with COBRA eligibility information
• Basic outplacement services and career transition resources

The integration with Warner Bros. Discovery might introduce new wrinkles to this formula, particularly around bonus payouts and commission structures. Past patterns suggest that employees in revenue-generating roles might see more favorable terms. There's also potential for expanded COBRA subsidies, as Warner Bros. Discovery has historically offered more generous healthcare continuation terms.

Executive Packages

Executive packages historically reflect both retention goals and market expectations. Key components typically include:

• Base salary continuation ranging from 12 to 24 months
• Target bonus payouts of approximately 200% of base salary
• Equity considerations including:
  • Accelerated vesting for a portion of unvested RSUs
  • Extended exercise periods for vested options
  • Pro-rated performance share payouts
• Premium healthcare benefits including:
  • Up to 18 months of COBRA coverage
  • Enhanced healthcare plan options
  • Comprehensive transition support services

These executive terms have remained relatively stable through previous restructurings, suggesting similar approaches for 2025. The Warner Bros. Discovery merger may actually enhance certain aspects of executive packages, particularly around equity treatment and healthcare continuation.

Looking Ahead

While we await official details about CNN's 2025 severance terms, you can gain valuable insights by reviewing our database of past severance packages. The more data we gather, the better equipped everyone becomes to evaluate and negotiate their packages. If you receive a severance offer, remember that sharing your package details anonymously helps build a stronger community resource for everyone navigating similar transitions.

What we've learned from analyzing hundreds of severance packages is that information sharing creates leverage. When you know what others received, you're better positioned to negotiate your own package. This is particularly true in media industry layoffs, where package terms can vary significantly based on role, tenure, and timing.

Consider consulting an employment attorney if you have specific questions about your package, especially given the complex interplay between CNN's historical practices and Warner Bros. Discovery's policies. By staying informed and working together, we can help create more transparency around layoffs and severance practices in the media industry.

Stay resilient, stay informed, and know that your experience can help others facing similar challenges in the future.