Meta Layoffs 2025: Employee Cuts, UK Impact & Engineering Roles

Meta entered 2025 with big ambitions but also deep challenges. After years of growth, the company realized it needed to operate with more discipline. Costs were rising, competition was stronger, and the pressure to lead in artificial intelligence had never been greater. 

Against this backdrop, Meta announced new layoffs, cutting thousands of employees across multiple regions. The decision sparked debate across the tech industry. Questions arose about fairness, performance standards, and what these changes mean for Meta’s long-term future.

This article explores Meta layoffs in 2025 in detail. We will examine how many employees were impacted, why the company made these decisions, which regions faced cuts, and how workers responded. We will also look at the future direction of Meta as it doubles down on artificial intelligence while reorganizing its workforce.

Meta’s Workforce Before the Layoffs

Meta had been on a hiring spree for years. The company expanded rapidly to support new projects like the metaverse, AI development, and global advertising platforms. By the end of 2024, Meta employed around 72,000 people worldwide. This large workforce supported every area of the business, from engineering to sales and from virtual reality to compliance.

However, leadership started to view this size as a burden. CEO Mark Zuckerberg emphasized efficiency as a priority. He repeatedly said that Meta should move faster, focus on high-priority areas, and cut down on unnecessary roles. That message set the stage for the 2025 layoffs.

Scope of Layoffs in 2025

Meta announced that about 5 percent of its workforce would be cut. With 72,000 employees at the time, this meant nearly 3,600 people lost their jobs. These cuts were not the largest in Meta’s history, but they were significant. They came at a time when many in the tech industry hoped the cycle of mass layoffs was slowing down.

Interestingly, Meta’s overall workforce grew again by mid-2025. Reports showed the company had nearly 76,000 employees by June. That rebound came from new hires in targeted areas like AI and machine learning. While thousands were let go, thousands more were hired into roles that better aligned with Meta’s new strategy.

The layoffs were not confined to one country. Employees across North America, Europe, Asia, and Africa were affected. But the scale and process varied from region to region. U.S. workers were among the first to receive notices. In other regions, layoffs rolled out more slowly due to labor laws and compliance requirements.

Why Meta Chose Layoffs Again?

Meta leadership explained the layoffs as part of a stricter performance evaluation system. The company said it wanted to “move out low performers faster.” Management argued that this was the only way to build a stronger, more competitive organization.

Yet many employees felt the criteria were vague. Some who had strong performance reviews were included in the layoffs. This created confusion about how Meta truly defined a “low performer.” On internal forums and anonymous platforms like Blind, workers questioned whether the cuts were really about performance or just cost savings.

Meta’s leadership has made its strategy clear. Artificial intelligence is the future. To stay ahead of competitors like Google, Microsoft, and OpenAI, Meta needs more engineers in AI and infrastructure. That means reallocating resources.

Roles tied to less strategic areas were more vulnerable. Reality Labs, which oversees virtual and augmented reality projects, saw several teams downsized. While Meta continues to invest in VR, the company is scaling back less profitable projects. Instead, it is focusing on tools, infrastructure, and research that strengthen its core AI vision.

Regional Impact of Meta Layoffs

United States

Most of the U.S. layoffs were confirmed by early February 2025. Employees were told they would receive notifications starting February 10. Severance packages were offered, reportedly similar to previous rounds. These included several months of pay, extended health insurance, and career support services.

However, the process felt abrupt for many. Workers said they received emails suddenly, often with no chance to ask questions or prepare. Despite the severance, the sudden nature of the cuts shocked employees.

United Kingdom and London

The UK, and especially London, faced its own round of layoffs. Meta has a significant presence in London, with teams working on engineering, compliance, and advertising. Employees there expressed concerns about job stability even before the announcements.

On forums like Reddit, London employees discussed whether Meta’s local operations were becoming less stable. Some felt that the London office was losing importance compared to other global hubs. Others argued that Meta still valued the UK market but was reorganizing teams to reduce costs.

UK labor laws provided some protection. Redundancy rules required notice periods and fair processes. Yet many employees said they felt insecure, especially since performance-based cuts gave Meta more freedom to decide who stayed and who left.

Europe

In continental Europe, the picture was different. Countries like Germany, France, Italy, and the Netherlands were largely exempt from layoffs due to strict labor protections. These laws made it difficult for Meta to dismiss employees on performance grounds. In those countries, workers were safer, at least in the short term.

Asia and Other Regions

In Asia, layoffs were staggered across several weeks. Local labor laws influenced the pace and process. Employees in countries with weaker protections faced faster dismissals. Others, in countries with stronger rules, saw more extended processes. In Africa and smaller markets, the cuts were less reported but still took place.

Employee Sentiment and Blind Discussions

Employees reacted strongly to the layoffs. Many turned to anonymous platforms like Blind to share their experiences. Discussions revealed anger, disappointment, and fear. Workers complained that good performers were included in the cuts. Some accused Meta of using “performance” as an excuse for cost-cutting.

Others worried about the impact on morale. If employees do not feel secure, they may be less motivated. Some questioned whether Meta could retain top talent in such an environment. Skilled engineers are in high demand, and competitors could benefit from Meta’s instability.

At the same time, some employees accepted the changes as necessary. They argued that Meta had grown too large and needed to focus. From their view, cutting low performers and streamlining teams would help the company stay competitive.

Legal and Practical Considerations

Meta had to navigate a complex legal environment. In the U.S., employment laws allow rapid layoffs with severance. In Europe, the process is more difficult. Some countries forced Meta to slow down or adjust its approach.

In the UK, redundancy laws required consultation and fair treatment. In Germany and France, stricter protections made large-scale cuts harder to implement. This uneven environment explains why some countries were hit harder than others.

Conclusion

Meta Layoffs marked another major moment in the company’s restructuring. Around 3,600 employees lost their jobs, with U.S., UK, and many global offices impacted. The official reason was performance, but many employees felt the cuts were driven more by cost savings and strategy shifts.

The company is now focused on artificial intelligence, hiring aggressively in this area while cutting back on less profitable projects. Reality Labs and non-core teams faced significant reductions. Employee morale has suffered, and debates about fairness continue inside and outside the company.