What is Profitable Restructuring? Why Does It Happen? An Explanation of Company Lists, Signs, Outcomes, and Countermeasures

When a company starts soliciting voluntary retirement or reducing staff despite being profitable, you will naturally be confused, wondering, "Why do I have to quit when the company is in the black?"

However, in profitable restructuring, staff reductions are sometimes carried out not to cover current losses, but to review future business structures and labor costs. When dealing with foreign-affiliated companies and retirement recommendations for management, I feel that what you answer in the first interview and which documents you sign will greatly influence your subsequent options accordingly.

Even if you are targeted for profitable restructuring, it does not necessarily mean you must resign immediately. It is important to confirm what the company is seeking and not to reach a conclusion on the spot.

For basic responses immediately after being told about restructuring, please also refer to What if you are restructured? Can you refuse? What to do and what not to do [Strategies for those in their 40s and 50s].

Profitable restructuring is also explained in detail in the following video.

Chapter 1: What is Profitable Restructuring

Profitable restructuring is not an official term defined by law. In general, it is used to refer to companies that are generating profits conducting voluntary retirement or staff reductions.

1-1: Profitable companies conducting staff reductions

Profitable restructuring is when a company that is in the black in its most recent financial results reduces staff through early retirement or voluntary retirement.

Conventional restructuring had the image of reducing labor costs because the company was in the red and needed to rebuild its management. However, in profitable restructuring, staff reductions are carried out even if the company is not in immediate danger of bankruptcy.

For example, there are cases where a company reorganizes a business that is currently profitable but expected to shrink in the market a few years later, and shifts funds to growth areas.

However, even if the entire corporate group is in the black, the Japanese subsidiary or a specific business division may be in the red. "Just because the company as a whole is profitable does not mean your department is safe".

1-2: Often carried out in the form of voluntary retirement, early retirement, or retirement recommendation

Profitable restructuring is not necessarily carried out in the form of immediate dismissal of the target personnel.

In many cases, voluntary retirement or early retirement is solicited for employees of a certain age or length of service. In addition to this, the company may call specific employees for individual interviews and recommend retirement, saying, "We would like you to consider applying for the program."

Voluntary retirement and retirement recommendations aim for retirement based on an agreement between the company and the worker. In contrast, reorganization dismissal is where the company unilaterally terminates the employment contract even if the worker does not agree, and the legal treatment is different.

If a company tells you it is "restructuring," you should first confirm whether it is voluntary retirement, retirement recommendation, or dismissal.

The differences between restructuring, dismissal, and layoffs are also explained in detail in the following video.

Chapter 2: Four reasons why profitable restructuring is carried out

The reason why a company conducts staff reductions despite being profitable is not just to cover current losses. There are cases where they try to change the organization at an early stage with an eye on future competitiveness and business structure.

2-1 Wanting to reduce fixed costs before falling into the red

One of the reasons for profitable restructuring is to reduce fixed costs such as labor expenses before business performance deteriorates.

If a company waits until sales have already fallen to take action, it may be too late to turn the business around. Therefore, companies attempt to review their personnel structure while they still have a margin of profit and capital, even if it means bearing the cost of additional retirement benefits.

Once a company is in the red, it may no longer be possible to provide sufficient premium retirement packages or re-employment support.

Even if it is a preventive management reform for the company, it is a serious issue for the affected employees that impacts their livelihood and career. You should not simply accept the company's explanation, but verify whether the offered retirement conditions are sufficient to compensate for future disadvantages.

2-2 Wanting to reorganize shrinking businesses and shift capital to growth areas

Even if the company as a whole is profitable, it does not mean that all business segments are generating profit.

Companies may downsize businesses that are not expected to grow or have low profit margins, and shift capital and personnel to promising fields. In that process, specific departments or job types become targets for personnel reduction.

For example, a company might downsize its traditional product sales department and concentrate investment on digital services or new business ventures.

In this case, even if there are no issues with an individual's work performance, they may be targeted due to their department or job role. It is necessary to confirm the business reasons explained by the company rather than assuming that you were chosen because your skills are low.

2-3 Necessary work is changing due to AI and DX

The fact that the work and talent required by a company are changing due to the introduction of AI and DX is also in the background of profitable restructuring.

When routine document creation, data aggregation, and internal procedures are automated, it may be determined that there is no need to keep the same number of staff. On the other hand, talent for data analysis, system operation, and new service development may be newly hired.

As a result, a situation arises where the company continues to hire while simultaneously soliciting voluntary retirement in other job categories.

In many cases, it should be viewed as the company's required roles or skills changing rather than the person themselves becoming unnecessary.Checking how your job category will change in the future as early as possible is a form of preparation.

2-4 Wanting to review age composition and labor costs

The issue of labor costs and age composition is a reason why middle-aged and older employees and managers are easily targeted for profitable restructuring.

In companies that have adopted seniority-based wage systems, salaries tend to increase as age and years of service increase. Also, when organizational layers are reduced, management positions may overlap.

Therefore, some companies set certain age or years of service requirements as conditions for voluntary retirement applications.

However, employees who have worked for a long time have value that cannot be measured by numbers alone, such as internal knowledge and relationships with business partners. Instead of rushing to retire by looking only at age and salary, you should compare the conditions for staying versus retiring, including your own experience.

Chapter 3: List of Major Companies That Have Implemented Profitable Restructuring

Profitable restructuring is not a movement limited to a few companies. Centered on large corporations, there are examples of companies soliciting early or voluntary retirement while they are still profitable.

According to data released by Tokyo Shoko Research on April 30, 2026, 46 listed companies were found to have solicited early or voluntary retirement in fiscal year 2025, involving a total of 20,781 employees.

Of these, 32 companies had a standalone net profit in their most recent fiscal year, accounting for approximately 70% of the total. The number of employees solicited by these profitable companies exceeds 80% of the total.

The following companies are listed in the same report as major examples of profitable restructuring.

The latest summary and the status of each company can be confirmed in the following document from Tokyo Shoko Research.
20,781 Employees in FY2025 'Early/Voluntary Retirement' - About 70% are 'Profitable Restructuring', the 4th Highest Level Since FY2009 | Tokyo Shoko Research

However, just because a company name is on the list does not mean that everyone working at that company is subject to it. Even within the same company, the target legal entities, departments, job types, ages, and years of service vary.

Also, the planned number of applicants may differ from the actual number of applicants.It is necessary to check the recruitment requirements indicated for the legal entity or department you belong to, rather than judging solely by the company name reported in the media.

Chapter 4: People Likely to be Targeted by Profitable Restructuring and 4 Warning Signs

Profitable restructuring may be announced suddenly, but there are cases where changes in the organization or operations can be seen in advance. If you know the warning signs, it will be easier to secure documents and start planning your life before deciding to resign.

4-1: Middle-aged, Management, and High-income Earners

In profitable restructuring, middle-aged employees, management, and high-income earners may be targeted.

This is because these employees have high labor costs, and positions are likely to overlap when reducing organizational layers. Also, some companies set the target for voluntary retirement systems as "above a certain age" or "above a certain number of years of service."

However, being subject to the system does not mean that the person lacks ability. Companies often determine the scope of recruitment based on formal conditions such as age, years of service, and grade.

Before blaming yourself, you should distinguish between whether you were chosen based on individual evaluation or simply met the conditions of the system.

4-2: Downsizing Departments, Indirect Departments, and Overlapping Operations

Departments with declining sales or those being considered for sale or withdrawal are likely to be targeted for personnel reductions.

Also, indirect departments such as human resources, accounting, general affairs, and legal affairs may have overlapping tasks when functions are consolidated within a group. When corporate mergers or subsidiary reorganizations take place, departments with similar roles may be integrated.

If meetings and budgets are reduced, new hiring is suspended, and replacements for retirees are no longer being filled, it may be a sign of departmental downsizing.

However, you cannot determine that restructuring has been decided based on just one change.It is effective to check if multiple changes are overlapping and to organize your own work and achievements.

4-3 Organizational restructuring or position abolition is announced

If company-wide organizational restructuring or a review of business structure is announced, there is a possibility that personnel assignments will change.

In particular, caution is required if expressions such as "organizational streamlining," "fixed cost structure reform," "optimization of personnel composition," or "position abolition" are used. While these words do not necessarily mean personnel reduction, they are sometimes used as a precursor to it.

In foreign-affiliated companies, positions based in Japan may be abolished due to decisions made by the overseas headquarters.

You should check whether your role remains in the new organizational chart or if an alternative position is being prepared.

4-4 Individual interviews, sharp drops in performance evaluations, and reduction of authority begin

If an unscheduled individual interview with the HR department or an interview involving a supervisor other than your usual one is set, there is a possibility that retirement conditions will be explained.

Also, caution is necessary if matters that were not previously considered problematic are suddenly pointed out strictly, and your evaluation drops significantly. Having your assigned tasks, subordinates, budget, or system access reduced without sufficient explanation can also be a sign.

However, a single low evaluation or change in duties does not necessarily mean that a recommendation for retirement has been decided.

You should check what has changed from your previous evaluations and assigned tasks using evaluation documents and emails.

Signs that are often seen before being fired at foreign-affiliated companies are also summarized in the following article.

Please also refer to the following video for points to note if a PIP has begun.

Chapter 5: Pros and Cons of Profitable Restructuring

Profitable restructuring can bring certain benefits not only to the company side but also to the worker side. On the other hand, there are also significant disadvantages that cannot be covered by immediate severance pay alone.

5-1 Benefits for the worker side

The main benefit of applying for voluntary retirement is the possibility of receiving additional severance pay or special severance pay in addition to the regular severance pay.

Depending on the company, re-employment support, garden leave, consumption of paid leave, and bonus payments may be included in the retirement conditions. For those who were already thinking about leaving their current company, this can be an opportunity to move to a new job while securing conditions.

However, whether the presented conditions are advantageous depends on the period until re-employment and the expected annual income.

It is necessary to judge not only by the amount of severance pay but also by including the period during which you will have no income after retirement.

5-2 Disadvantages for Employees

The biggest disadvantage is the loss of a stable salary and the possibility that annual income after re-employment will decrease.

In particular, middle-aged managers and high-income earners may find limited job openings with the same job title or salary level. If the period until re-employment is prolonged, they will have to dip into their severance pay for living expenses.

Furthermore, signing a retirement agreement may involve clauses waiving claims against the company, or obligations such as non-compete and confidentiality agreements.

Even if the amount looks large, if you sign a retirement agreement lightly, it will be difficult to dispute the terms later.

5-3 Advantages and Disadvantages for the Company

For the company, there are advantages such as reducing labor costs and making it easier to shift the organization toward growth sectors.

On the other hand, if employees with necessary knowledge or relationships with business partners leave, the quality of work may decline. If the workload for remaining employees increases and trust in the company decreases, even employees who were not targets of the program may resign.

Just because a company carries out profitable restructuring does not mean it will necessarily grow. Conversely, it does not mean that a company that has reduced its workforce will necessarily decline.

As a worker,you should not only predict whether the company's management decisions will succeed, but also consider whether it is a choice that can protect your life and career.

Chapter 6 Is Profitable Restructuring Illegal? Legal Rules

Voluntary retirement or workforce reduction is not illegal simply because the company is profitable. However, the procedures chosen by the company determine whether workers can refuse and what kind of explanations the company is required to provide.

6-1 Applying for Voluntary Retirement or Early Retirement is the Individual's Decision

Voluntary retirement or early retirement is, in principle, a system where the worker decides whether or not to apply.

Even if the company presents recruitment conditions, it does not mean that all eligible employees are obligated to apply. It is not a case of "you must quit because you are in the target age group."

However, depending on the system, retirement may not be finalized just by the worker applying, and company approval may be required. The period during which an application can be withdrawn also varies depending on the recruitment guidelines.

Even if you are rushed by an application deadline, you should make a decision only after confirming the retirement date, additional payments, bonuses, paid leave, re-employment support, and whether withdrawal is possible.

6-2 Retirement Solicitation Can Be Refused

Retirement solicitation is when a company encourages a worker to "please quit."

Unlike dismissal, retirement does not take effect unless the worker agrees. Therefore, if you wish to continue working,you can clearly refuse by saying, "I have no intention of retiring."

If a company tells you that "this is a final decision," you should confirm in writing whether they are notifying you of a dismissal or simply seeking your consent to resign.

The company's response and points to note after refusing a solicitation for voluntary retirement are explained in detail in the following article.

Please also check the following video regarding cases that constitute illegal solicitation for retirement.

6-3 Redundancy dismissals are judged based on four factors

If a company cannot obtain consent for retirement and unilaterally carries out a redundancy dismissal, its validity will be strictly judged.

In redundancy dismissals, factors such as the necessity of personnel reduction, efforts to avoid dismissal, the rationality of the criteria for selecting targets, and procedures such as explanations and consultations are mainly considered.

For example, if a company immediately dismisses only specific employees without sufficiently considering reassignment or voluntary retirement, it may be a disadvantageous factor for the company.

The fact that a company is profitable is an important factor when considering the necessity of personnel reduction. However, other circumstances, such as the withdrawal from or significant downsizing of a specific business, may also be recognized.

It is not a simple issue of "dismissal is always invalid because it is profitable" or "it is always valid because it is a management decision."

The differences between layoffs and dismissals in Japan are also explained in detail in the following article.

Please also refer to the following video regarding the judgment factors for redundancy dismissals.

6-4 Repeated interviews and suggestions of disadvantages can constitute forced retirement

While a company can encourage retirement, methods that hinder a worker's free judgment may not be permitted.

For example, cases where long interviews are conducted repeatedly despite a clear indication of the intent not to resign, personality is denied, the impact on family is brought up, or it is suggested that disadvantages will be imposed if refused, can be considered.

The number of interviews alone does not immediately make it illegal. It is judged comprehensively based on the content of remarks, interview time, number of participants, the worker's health condition, and so on.

If you feel strong pressure, rather than continuing to argue on the spot, you should record the content of the interview and convey in writing that you have no intention to resign.

Chapter 7: Apply for voluntary retirement? Stay? Four criteria for judgment

Whether applying for voluntary retirement is advantageous cannot be decided solely by the size of the additional payment. It is necessary to compare post-retirement income, living expenses, the possibility of re-employment, and how you would work if you remained.

7-1 Premium retirement allowance, special retirement allowance, and garden leave

The first thing to check is what is added to the regular retirement allowance.

In addition to special severance pay, this may include garden leave where you are exempt from working until your retirement date, bonuses, paid leave, stock compensation, and outplacement support. Even if the total amount is the same, the actual amount you receive in hand can vary depending on the retirement date and payment timing.

Furthermore, the retirement agreement may include clauses waiving your right to make claims against the company, as well as non-compete and confidentiality agreements.

Rather than just looking at the number of months of salary offered, you should compare the rights you are losing and the benefits you are receiving across the entire agreement.

The details of severance packages offered by foreign-affiliated companies and how to negotiate them are explained in detail in the following articles and videos.

7-2 Possibility of Re-employment and Expected Annual Income

The extent to which you can expect to find re-employment after retirement is an important criterion for deciding whether to apply.

You need to confirm whether there are job openings in the same field, whether you can maintain your current salary level, and how much you are willing to change your work location or working style. It is advisable to gather information from multiple recruitment agencies and industry contacts, in addition to the re-employment support provided by the company.

You should not only make optimistic assumptions but also calculate scenarios for if it takes three months, six months, or a year to find re-employment.

At the stage where you do not have a job offer, you need to make decisions based on the next annual income you can realistically expect to earn, rather than your current annual income.

7-3 Living Expenses Including Mortgage, Education Costs, and Pension

Retirement conditions must be considered in conjunction with household expenses.

Check your mortgage, education costs, insurance premiums, taxes, care costs for parents, and the period until you receive your pension. Even if the severance pay looks large, the amount you can actually use may be less than expected after deducting living expenses until re-employment and the following year's resident tax.

Simply put, it can be calculated as follows:

Funds available after retirement = Net amount of severance pay, etc. + Unemployment benefits, etc. - Living expenses and fixed expenditures until re-employment

You should calculate scenarios even for cases where re-employment takes time, and share this with your family before reaching a conclusion.

7-4 Placement, Evaluation, and Risk of Future Personnel Reductions if You Remain

Even if you do not apply for voluntary retirement, there is no guarantee that you will be able to continue in your current job.

Due to organizational restructuring, there is a possibility of being transferred to a different department, having your assigned duties changed, or having your position reviewed. Also, if the planned number of people is not reached with this voluntary retirement program, additional recruitment or individual retirement recommendations may be considered.

On the other hand, if you remain at the company, there is the advantage of being able to prepare for a job change while maintaining your income.

Remaining and doing nothing are not the same thing.Even if you choose to stay, you should confirm the role required of you within the company and prepare your resume and living funds.

Chapter 8: What is the Outcome of Profitable Restructuring? The Aftermath for Departed Employees, Remaining Staff, and the Company

The term "outcome of profitable restructuring" carries anxieties about whether life will become difficult after leaving, or if the company will decline. However, the subsequent results are not singular; they differ for departed employees, remaining staff, and the company itself.

8-1 Departed employees may face a decrease in annual income

Even if you resign in response to profitable restructuring, there is no guarantee that you will immediately find a job with the same conditions.

In particular, if you have long been in charge of company-specific tasks or were earning a high salary as a manager, job openings with the same position and salary may be limited. If the period until re-employment extends, the proportion of retirement money used for living expenses will also increase.

On the other hand, it can also be an opportunity to move to another company by leveraging your expertise or to rethink your work style.

Do not assume you are safe just because you receive a retirement allowance; you should prepare based on the assumption of a period before re-employment and a decrease in annual income.

8-2 Remaining staff may face increased work burdens and anxiety

After personnel reductions, remaining employees may have to take over the work of those who left.

If the number of people decreases without sufficiently reducing the workload, overtime and responsibilities may increase. Furthermore, anxiety that "I might be the next target" may spread, potentially worsening the workplace atmosphere.

If the company can clearly demonstrate new business policies and role assignments, the organization may stabilize. However, if explanations are insufficient, voluntary resignations may continue.

If you remain, you should record the added tasks, working hours, and performance goals to check if only your burden is increasing.

8-3 The company may face talent drain or decreased morale

When soliciting voluntary retirement, even employees the company wants to keep may apply.

If personnel with experience or relationships with business partners leave, the quality of work may decline, and handovers may take time. Also, if employees lose trust in the company, it will affect recruitment and talent retention.

On the other hand, if the reorganization of unprofitable businesses and investment in growth areas proceed, the company's profitability may increase.

Therefore, a company that has carried out profitable restructuring will not necessarily decline, nor will it necessarily succeed in reform.Do not rely solely on the company's future forecasts; you should consider choices that protect your own life and career.

Chapter 9: Four Countermeasures if You Become a Target of Profitable Restructuring

Immediately after becoming a target of profitable restructuring, you may want to reach a conclusion quickly due to surprise or anger. However, since it is difficult to overturn consent to resignation later, you should prioritize gathering information at first.

9-1 Do not sign a resignation letter or resignation agreement on the spot

The most important thing to avoid is signing a resignation letter or a resignation agreement during an interview.

If you sign, it may be treated as evidence that you voluntarily applied for early retirement or agreed to the resignation terms. Even if you claim later that you signed without fully understanding, it is not always easy to revoke.

Even if you are given a deadline for your response, you can simply say, "This is an important document, so I will respond after reviewing the contents."

Avoid making any statements that could be interpreted as verbal consent to resign, and it is safer to take the documents home without saying you will resign or apply.

The immediate response to being encouraged to resign is also explained in detail in the following article and video.

9-2 Confirm the application requirements and resignation terms in writing

Next, you need to organize the system and reasons presented by the company.

Check the application requirements for early retirement, target personnel, application deadline, resignation date, severance pay calculation method, and re-employment support details. If it is an individual resignation recommendation, you should also ask why they are asking you to resign and what will happen if you do not apply.

Conditions explained only verbally may lead to misunderstandings later.

For example, you can confirm via email after the interview by saying, "I understand that today's explanation regarding the resignation date and additional payment was as follows." You should keep the company's explanations and proposed conditions in writing as much as possible.

9-3 Record the interview and save evaluation materials and emails

It is effective to keep a record of the company's explanations during resignation recommendations or restructuring interviews.

Recording an interview you are participating in to protect your own rights is generally not immediately illegal. If you cannot record it, you should make a note of the interview date and time, participants, statements, proposed conditions, and response deadline immediately after it ends.

You should also check past performance evaluations, goal achievement status, assigned duties, and emails that show instructions from the company.

However, you must not take out customer information, trade secrets, or other employees' personal information without permission. It is necessary to organize materials related to your employment conditions and evaluations within a legal scope.

Points to note when recording a resignation interview are also explained in detail in the following video.

9-4 Consult with a lawyer knowledgeable about labor issues

It is desirable to consult with a lawyer before responding to the resignation, not after being dismissed.

This is because you can clarify whether you can refuse the resignation recommendation, whether there is a possibility of redundancy dismissal, and whether the offered severance pay compensates for the disadvantage. Even if you choose to resign, you may be able to negotiate special severance pay, resignation date, garden leave, bonuses, and re-employment support.

In particular, if the company has given you a short deadline for your response or if the resignation agreement contains a clause waiving your claims, you need to check as soon as possible.

You should consult while options are still available, rather than deciding whether to quit or stay before seeking advice.

Settlement money for voluntary retirement and negotiation methods are also explained in the following articles and videos.

Chapter 10: Four Common Questions About Profitable Restructuring

Finally, I will organize the points that those targeted by profitable restructuring often find confusing. It is necessary to look at what the company is actually seeking, rather than judging solely by the name of the program.

10-1 Can I refuse profitable restructuring?

In principle, you can refuse if it is an application for voluntary retirement or a solicitation for retirement.

On the other hand, if you are notified of dismissal by the company, simply saying "I refuse" will not cancel the notice. However, you can dispute whether the dismissal is legally valid.

First, it is necessary to confirm whether the company's proposal is a request for retirement or a notice of dismissal.

10-2 Is it always unfair dismissal if I am fired while the company is profitable?

It does not necessarily mean it is unfair dismissal just because the company is profitable.

In cases of redundancy dismissal, the situation of the entire company or the target department, the necessity of personnel reduction, efforts to avoid dismissal such as reassignment, the criteria for selecting the target person, and the explanation procedures are comprehensively judged.

Being profitable is an important factor in judging the necessity of personnel reduction, but it does not determine the conclusion on its own.

You should check not only the financial figures but also what the company has done to avoid dismissal.

10-3 Will I definitely receive extra retirement allowance or special retirement allowance?

Extra retirement allowance or special retirement allowance is not legally guaranteed to be paid in all profitable restructuring cases.

It is determined by the company's rules of employment, retirement allowance regulations, voluntary retirement application requirements, and individual negotiations. Even if the company does not have a regular retirement allowance system, special money may be offered to obtain consent for retirement.

Do not assume you will receive it as a matter of course because there is a market rate; you need to check the amount, calculation method, and payment conditions presented by the company.

10-4 Does voluntary retirement count as company-initiated retirement?

Even if you apply for voluntary retirement, not all cases are treated the same under employment insurance.

In cases of voluntary retirement recruited temporarily for the purpose of personnel reduction, or if you leave after being solicited for retirement by the company, it may be judged as a departure due to the employer's initiative. On the other hand, applications for early retirement incentive programs that are permanently established may be treated differently.

The final reason for separation is not determined solely by what the company writes on the separation notice. Hello Work makes the judgment based on the job application requirements and the circumstances leading up to the resignation.

You should save the job application requirements before resigning, and if the information on the separation notice differs from the actual situation, you should consult with Hello Work while presenting the documentation.

Chapter 11: Consult Liberty Bell Law Office for Profitable Restructuring and Solicitation for Resignation at Foreign-Affiliated Companies and for Management Positions

For profitable restructuring and solicitation for resignation at foreign-affiliated companies or in management positions, please consult Liberty Bell Law Office.

This field requires high expertise, so it is not the case that just any lawyer will do. It is necessary to determine whether it is a voluntary retirement, a solicitation for resignation, or a redundancy dismissal, analyze the legal outlook, and then formulate a strategy that aligns with the individual's intentions.

Liberty Bell Law Office focuses on dismissal, solicitation for resignation, and overtime pay claim cases, and has accumulated overwhelming knowledge and know-how, especially regarding labor issues at foreign-affiliated companies and for management positions.

Whether you want to refuse resignation and continue working, or want to negotiate acceptable resignation terms, please feel free to consult with us first.

Contact Us – Liberty Bell Law Office

Chapter 12: Summary

Even in the case of profitable restructuring, there is no automatic obligation to respond to voluntary retirement or solicitation for resignation, nor does a redundancy dismissal immediately become valid. First, you should confirm whether what the company is seeking is an application for voluntary retirement, consent to resign, or a dismissal.Avoid agreeing to resign during an interview or signing a resignation letter or agreement, and consult with a lawyer while you still have options remaining.

Finally, the following articles and videos should also be helpful, so please read them as well.

This is an article that organizes how to think about your subsequent work and life if you become a target of restructuring in your 50s.

For those who want to confirm the reasons why management positions are easily targeted for restructuring and how to deal with it after being targeted, the following article will be helpful.

If you want to know the reasons you should confirm and the questions you should ask when a company asks you to resign, please also check the following video.