Target Corporation has executed multiple workforce reductions since 2024, eliminating over 3,500 positions across its corporate, technology, distribution, and store operations. Under CEO Brian Cornell’s leadership—and subsequently successor Christina Hennington—the retail giant attributed these cuts to digital transformation investments, supply chain optimization, and shifting consumer demand. This comprehensive analysis details each layoff round in reverse chronological order, covering scope, locations, affected divisions, executive statements, severance benefits, and employee and union reactions.

Target Lay off October 2025: Corporate Technology and Marketing Cuts

Scope & Locations:

• Approx. 500 positions eliminated across Target’s Minneapolis headquarters and remote corporate roles.
• Affected teams: Digital Product & Technology, Marketing, Data Analytics, UX/UI design.

Executive Statement:
Christina Hennington, CEO, stated: “We are streamlining our corporate functions to better focus on our strategic growth areas—omnichannel fulfillment and guest experience personalization. These difficult decisions will allow us to redirect resources to where they most directly impact our guests.”

Severance & Benefits:

• 16–26 weeks of base pay plus prorated bonus.
• Healthcare continuation for up to three months.
• Outplacement services and internal job fairs.

Employee Reactions:

• Anonymous posts on Blind.com cited frustration: “They keep cutting the tech teams that actually build our capabilities.”
• Concerns about morale and ability to meet holiday e-commerce demand.

Target Layoffs June 2025: Distribution Center Optimization

Scope & Locations:

• 1,200 distribution and logistics roles eliminated across four regional distribution centers in Atlanta, Dallas, Denver, and Seattle.
• Part of a plan to automate and consolidate operations.

Executive Statement:
CFO Michael Fiddelke explained: “We are investing in robotics and automation to improve speed and accuracy. This optimization requires a leaner workforce, and we’re committed to supporting impacted team members.”

Severance & Benefits:

• 12 weeks pay plus two weeks per year of service.
• Retraining stipends for roles in automated forklift operation.
• Early access to retirement benefits for eligible long-tenured employees.

Union & Employee Response:

• No union representation, but local community groups in Atlanta protested potential job loss in historically underserved areas.
• Some employees retrained for technical roles; others reported difficulty securing new positions.

March 2025: Technology & Innovation Group Reduction

Scope & Locations:

• Approx. 300 corporate technology roles in Minneapolis and remote offices.
• Teams impacted: Store Systems, Data Science, Innovation Lab.

Executive Statement:
CTO Rick Gomez noted: “As our strategic priorities evolve, we must align our technology investments accordingly. We’re consolidating overlapping teams to accelerate our innovation pipeline.”

Severance & Benefits:

• 14–20 weeks base salary.
• Bonus proration, extended healthcare coverage.
• Access to internal “Redeploy@Target” program.

Employee Reaction:

• Grievances on internal Yammer: “Redeploy@Target is outdated; not enough roles to absorb us.”
• Some high-performing data scientists reportedly left voluntarily for startups.

December 2024: Corporate Retail Division Streamlining

Scope & Locations:

• 500 corporate retail and merchandising roles in Minneapolis.
• Affected areas: Category Management, Merchandise Planning, Visual Merchandising.

Executive Statement:
Brian Cornell, CEO, announced: “We are executing on our Saga 2026 priorities—simplifying our organization to reduce complexity, improve speed to market, and reinvest in our digital and store experiences.”

Severance & Benefits:

• 10–16 weeks of pay plus prorated bonus.
• Extended stock vesting for eligible executives.
• Career coaching and relocation assistance for moves to remaining centers.

Employee & Industry Reaction:

• Industry analysts saw this as alignment with mass-retail peers.
• Internal surveys showed reduced engagement scores post-announcement.

July 2024: Technology & Digital Marketing Realignment

Scope & Locations:

• 400 roles cut across Digital Marketing, E-commerce, and Mobile App teams.
• Roles spanned Minneapolis headquarters and remote positions nationwide.

Executive Statement:
Chief Marketing Officer Rick Gomez explained: “We are shifting from broad experimentation to scaling proven digital strategies. These changes will sharpen our focus and improve return on marketing investments.”

Severance & Benefits:

• 8–12 weeks base salary.
• Health benefits continuation for two months.
• Priority internal hiring for open store operations and supply chain roles.

Employee Response:

• Marketing team morale declined; some high-profile digital roles went unfilled afterward.
• LinkedIn posts criticized perceived lack of clear digital roadmap.

April 2024: Digital Transformation & Corporate Infrastructure Cuts

Scope & Locations:

• 700 roles across IT infrastructure, Real Estate & Construction, and Corporate Services.
• Centers impacted: Minneapolis, Bangalore (tech support hub), and warehouse offices.

Executive Statement:
COO John Mulligan stated: “To fund our multi-year digital transformation, we’re reducing legacy infrastructure and non-core corporate services. This will free capital for guest-facing investments.”

Severance & Benefits:

• 12 weeks base pay plus prorated bonus.
• Outplacement support, relocation stipend removed.
• Bridge-to-retirement option for eligible employees aged 55+ with 10+ years of service.

Employee Reaction & Union Notes:

• No unions.
• Bangalore support staff cited abrupt communication and visa uncertainties.
• Some employees reported voluntary attrition accelerated by these cuts.

Aggregate Impact & Context

• Total Positions Eliminated: ~3,600 across all rounds (April 2024–October 2025).
• Primary Drivers: Digital transformation funding, automation of distribution, corporate simplification, cost containment amid shifting consumer behaviors.
• Leadership Transition: From Brian Cornell’s Saga-driven cost discipline to Christina Hennington’s technology-centric realignment.
• Employee Support: Varied severance packages, internal redeployment programs, outplacement services; effectiveness mixed.
• Industry Trend: Aligns with peers—Walmart, Best Buy—focusing on e-commerce and supply chain automation.

This detailed chronology captures every documented Target layoff round since 2024, including executive rationales, geographic and divisional impact, severance provisions, and employee and community reactions.