Is SAP cutting more jobs in 2026?

Alongside the 2024 programme, SAP has explicitly announced further adjustments for 2025 and 2026; the global scale was revised upward during the programme from 8,000 to 9,000–10,000 jobs. The transformation follows the AI strategy: jobs are being cut while new hiring takes place in AI-related areas. If you receive an offer, have it reviewed independently.

Early retirement or severance pay, what did most people choose?

The large majority opted for early retirement (Vorruhestand): of the 3,479 packages in Germany, 2,793 went to the early retirement programme and 686 to the voluntary programme with severance pay (source: Business Insider). Which option is better for you depends on your age, pension deductions, unemployment benefit entitlement and tax, it is a calculation, not a gut decision.

I have an offer from SAP, do I need to sign quickly?

No. Programmes work with deadlines and incentives for early decisions, but a termination agreement (Aufhebungsvertrag) only becomes binding once you sign it, and afterwards it can hardly be corrected. Before signing, check the amount, the benefit suspension period (Sperrzeit) risk, the notice period (§ 158 SGB III), waiver clauses and the tax structuring. The instant check takes seconds.

What does advice from you cost?

The initial consultation comes at no upfront cost. If you engage us, we work on a success basis via litigation funding, you carry no upfront cost risk.

Severance pay (Abfindung) at SAP 2026: what matters for you now

In the restructuring programme, packages of up to around 33.5 months' salary were reported for long-serving employees (20+ years) (source: Handelsblatt), well above the rule of thumb of 0.5 salaries per year of service. The exact amount depends on the programme, length of service and salary; only a calculation based on your specific offer gives you a reliable figure.

Reviewed by specialized labor lawyers · Updated: July 2026

SAP announced its largest restructuring programme in years in January 2024, initially around 8,000 jobs worldwide, later revised up to 9,000–10,000 (sources: Handelsblatt, Computerwoche).

In Germany, around 3,500 employees left the company, 3,479 of them with packages: 686 through the voluntary programme, 2,793 through the early retirement (Vorruhestand) programme (source: Business Insider).

Reported terms: for 20 or more years of service, special payments of up to around 33.5 months' salary (source: Handelsblatt).

The restructuring cost the group around 3 billion euros; the strategic background is the realignment towards artificial intelligence.

SAP has announced further adjustments for 2025 and 2026, the transformation is not yet complete.

We review your termination agreement (Aufhebungsvertrag) or severance offer at no upfront cost and on a success basis, with no upfront cost risk for you.

Restructuring at SAP: what's happening right now?

SAP announced its biggest transformation in years in January 2024: initially around 8,000 jobs worldwide, revised during the programme to 9,000 to 10,000, via termination agreements (Aufhebungsverträge), voluntary transfers and early retirement (Vorruhestand) (Handelsblatt; Computerwoche). Focus in Germany: the headquarters in Walldorf and other sites.

The transformation is not a classic cost-cutting programme but a shift: SAP spent around 3 billion euros on the restructuring to realign towards artificial intelligence, while jobs are being cut, new positions are being created in AI-related areas.

The programme in numbers (Germany)

Around 3,500 departures in Germany, roughly one in seven jobs (Business Insider).
3,479 with packages: 2,793 through the early retirement programme, 686 through the voluntary programme with severance pay.
Terms: for 20+ years of service, special payments of up to around 33.5 months' salary were reported, generous even by industry standards.
Target group for early retirement rules: employees aged 50 and above, around a third of the German workforce.

AI transformation: what's still coming in 2026

SAP has announced further adjustments for 2025 and 2026 (DWN). For employees, this means: even those who "survived" the first round may still receive an offer, particularly in areas where tasks are being reshaped by AI tools. The good news: in the first round, SAP showed that it pays above average for voluntary departures. The terms are negotiable, especially if your profile is hard to replace.

Received an offer? Review it before you sign

What needs checking: the amount compared with the reported programme figures, the benefit suspension period (Sperrzeit) risk for unemployment benefit, the notice period (an earlier end date triggers the suspension under § 158 SGB III), waiver and settlement clauses and tax (the one-fifth rule (Fünftelregelung), timing of payment, with large SAP packages this can quickly mean five-figure differences). Upload your document, the critical points are flagged within seconds, at no upfront cost.

How it works with us

Initial consultation at no upfront cost, assessment of your offer by our specialised partner law firm, and if you engage us, negotiation backed by litigation funding, with no upfront cost risk for you. Here's how the cost model works.

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