Disney Cuts Hundreds of HR and Technology Jobs in Third 2026 Round

Disney is laying off several hundred employees in human resources and technology, Reuters reported on September 29, 2026, citing a source familiar with the matter. The cuts mark the company's third layoff round in six months, following reductions in April and July 2026.

This round differs from earlier ones in a concrete way: it targets corporate overhead rather than content operations. Deadline reporting indicates Disney Entertainment Television and the motion picture studio sit outside this round. The April cuts began a reduction expected to affect roughly 1,000 positions across marketing and other company functions, while July's round hit several hundred roles at businesses including ESPN, Pixar and National Geographic. The September announcement also follows the conclusion of a voluntary early-retirement offer extended to eligible senior employees.

Why the cuts are falling on HR and tech

The company has said it is evaluating cost reductions to create more capacity to invest in growth. In its August 5, 2026 earnings release filed with the SEC, Disney identified labour and selling, general and administrative expenses as areas under review. The September reporting identifies HR and technology as the main functions affected by the latest cuts.

For individual workers, the pattern carries a clear signal: overhead and enabling functions at large media and entertainment employers are bearing the reduction load in 2026, while the creative businesses hit in earlier rounds appear excluded this time.

What this means for affected employees

Canadian job losses have not been publicly confirmed for this September round. Disney did confirm cuts at its Vancouver animation studio in March 2025, but those belong to an earlier, separate event.

Non-unionized Disney employees in Canada who receive a severance offer should have the package reviewed before signing a release. A standard company package may not reflect the full amount owed; factors such as age, length of service, position and the terms of the employment contract can affect entitlements under Canadian law.

Two deadlines matter and they are not the same. An employer's deadline to accept a severance offer differs from the legal deadline for a claim. An offer can expire, so employees should seek advice promptly. A review does not commit anyone to litigation — many severance matters resolve through negotiation early in the claims process. Unionized employees should instead contact their union about termination and grievance rights.

Employees who receive a termination letter should retain it, along with the severance offer and their employment contract, and note the date by which they have been asked to respond.

Disney's stated rationale — freeing capacity to invest in growth — suggests the cost review that began with the April reductions may not be finished, and workers in SG&A-heavy functions should watch the next earnings cycle for further signals.