Is SAP still cutting jobs in 2026?

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

Early retirement or severance pay: what did most employees choose?

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

I’ve received an offer from SAP, do I need to sign quickly?

No. Programmes work with deadlines and early-decision incentives, but a termination agreement (Aufhebungsvertrag) only becomes binding once you sign it, and is barely correctable afterwards. Before signing, check the amount, the benefit suspension period (Sperrzeit) risk, the notice period (§ 158 SGB III), any waiver clauses and the tax treatment. The instant check takes seconds.

What does advice from you cost?

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

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

The restructuring programme reportedly offered employees with 20+ years of service packages worth up to around 33.5 months’ salary (source: Handelsblatt), well above the common rule of thumb of 0.5 months’ salary per year of service. The exact amount depends on the programme, your length of service and your salary: only a calculation based on your own specific offer gives you a reliable figure.

Reviewed by specialized labor lawyers · Updated: July 2026

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

In Germany, around 3,500 employees have left the company, 3,479 of them with packages: 686 via the voluntary programme, 2,793 via the early retirement 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; the strategic background is its realignment towards artificial intelligence.

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

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

Restructuring at SAP: what’s happening right now?

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

This isn’t a classic cost-cutting drive but a shift: SAP spent around €3 billion on the restructuring to reposition itself around artificial intelligence. Jobs are disappearing even as new ones are created in AI-related areas.

The programme in numbers (Germany)

Around 3,500 departures in Germany, roughly one job in seven (Business Insider).
3,479 with packages: 2,793 via the early retirement programme, 686 via the voluntary programme with severance pay.
Reported 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 over, roughly a third of the German workforce.

AI overhaul: what’s still coming in 2026

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

Received an offer? Check it before you sign

Things to check: 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, payout timing, which can mean five-figure differences on large SAP packages). Upload your document: the critical points are flagged within seconds, at no upfront cost.

If your length of service is around fifteen years, the calculation approach for severance pay after 15 years is the right starting point.

How it works with us

A no-cost initial consultation, an assessment of your offer by our specialist partner law firm, and, if you instruct us, negotiation backed by litigation funding, with no upfront cost risk for you. Here’s how the cost model works.

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