Beyond Severance: Why Boeing Should Opt for a Cost-Saving SUB Plan

Content Summary

Recently, the U.S. aerospace giant announced plans to reduce its workforce by approximately 17,000 employees—a 10% reduction globally—due to financial strain and a month-long strike involving 33,000 West Coast workers. Alongside these layoffs, Boeing is reporting $5 billion in quarterly losses and delaying production on its anticipated 777X jet. According to CEO Kelly Ortberg, this downsizing is necessary to “align with our financial reality.” But as Boeing navigates these layoffs, a Supplemental Unemployment Benefit (SUB) Plan could serve as a smart, strategic solution that benefits both the company and its affected employees.

Access this content

Choose an option below

Register to access this content

Your Work Email

Your Full Name

Your Company

Your Job Function

You might also be interested in

The Employee Experience During a Layoff: How HR Can Support People Through Uncertainty

How an organization handles a layoff can shape its reputation for years. Former employees become future candidates, customers, referral sources, and brand ambassadors—or critics....

The Cost of Defaulting to Severance

In workforce reduction planning, speed and familiarity often drive decisions. When timelines are tight and emotions are high, many organizations default to traditional severance...

How SUB Plans Can Reduce Workforce Reduction Costs While Supporting Employees

When companies plan workforce reductions, severance is often viewed as the default approach. But many employers are surprised to learn there may be a more cost-efficient...