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Fix the driver behind crashes, sound loss and screen glitchesFind Drivers →Repair Windows errors before they cause bigger problemsFix Now →Scan for outdated or missing drivers - takes under a minuteDriver Scan →The Register reported on 6 October 2026 that KPMG was proposing to cut around 200 UK jobs in some advisory client-facing teams, with affected staff due to be told by email on 9 October if selected. It also reported a £100 offer linked to existing post-termination obligations—but KPMG declined to answer questions about that payment, and the report does not establish that staff were ordered to stay silent or that any waiver of legal rights would be effective.
What KPMG is proposing
The Register reported that KPMG proposed reductions in some UK advisory client-facing teams, naming AI, Cyber, SAP and Testing as areas at the sharp end. It put the proposed cuts at around 4 percent of the UK workforce, or approximately 200 people. Those are the outlet’s approximate figures, not independently verified workforce statistics.
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According to a staff message reproduced by The Register, employees were told on 1 October that collective consultation had formally concluded and that the firm’s original proposal remained unchanged. The message said employees would be notified by email on Friday 9 October, between 11:00 and 11:30am, if selected for redundancy.
The report also said the proposed cuts followed the elimination of 600 roles across KPMG’s UK organization six months earlier. It placed the latest proposal alongside PwC UK’s merger of two advisory businesses in response to AI disruption; these are contextual claims reported by The Register.
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What the £100 offer reportedly covers
The Register said it understood that KPMG was offering £100 in connection with employees’ existing contractual confidentiality and other post-termination obligations. An unnamed insider characterized the offer as “marginally above statutory terms” and described the nominal payment as being offered in exchange for waiving rights to appeal or bring claims.
Those details are attributed to the outlet’s sources, not established here as the terms of a written agreement. KPMG declined to answer The Register’s questions about the payment. The report does not establish that KPMG imposed a new gag order, or determine whether any proposed waiver would be legally effective. Employees should not treat the headline’s “now zip it” wording as a legal finding.
What KPMG said—and did not say
A KPMG spokesperson re-sent this statement to The Register:
“As our market evolves, we are adapting where we are focusing and how we are set up to make sure we have the right skills in place to best serve our clients. To respond to these market dynamics combined with low levels of attrition, we are proposing reductions in some of our advisory client-facing teams and will support our colleagues throughout this process.”
The statement confirms that reductions were proposed and says the firm would support colleagues. It does not address the specific questions about the £100 payment or bonus eligibility.
What the report says about 2026 bonuses
The Register described KPMG bonuses as discretionary and performance-based, typically paid in January. It reported that KPMG had not communicated with staff about 2026 bonuses. Separately, the outlet said it understood that employees under notice—whether they had given or received notice—would not be eligible for a payout. That eligibility point is the outlet’s understanding, not a quoted KPMG announcement. An insider also alleged that affected staff would lose bonus eligibility.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What affected employees can establish from this report
The Register’s 6 October report gives an account of a proposed redundancy process, a staff message it says it saw, anonymous-source descriptions of the £100 offer, and a general KPMG statement. It does not supply the written terms of an individual agreement or an independent legal assessment.
- Check any notice, settlement, or post-termination agreement itself for the exact terms, including what the payment is conditional on.
- Ask KPMG or the relevant HR contact for written clarification of individual redundancy terms and bonus eligibility; the report does not provide an official answer on either point.
- If considering signing an agreement or giving up a right to appeal or bring a claim, seek independent UK employment-law advice about the specific document and circumstances. This report alone cannot determine the legal effect of a waiver.
Read The Register’s report by Paul Kunert and Carly Page, published 6 October 2026.
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