Following Omnicom’s acquisition of IPG, the Omnicom Health structure becomes clear

Five days into the largest acquisition in advertising history, Omnicom Health has revealed how it has reorganised its agency networks.

Earlier in the week, Omnicom Health debuted a handful of core networks, including FCB Health (8th on MM+M’s Agency 100), Area23 (10th), Biolumina (25th), Neon (34th), Propeller (56th) and DDB Health (didn’t enter in 2025). 

After days of uncertainty, the fate of the rest of the dozens of smaller speciality agencies is now known. 

Within the healthcare professional and consumer advertising agencies, Omnicom has merged Patients & Purpose, TBWA\WorldHealth and Harrison Star into DDB Health, which will soon be rebranded after Omnicom retired the DDB brand. Rise & Run is becoming part of Biolumina.

Snow is absorbing YuzuYello and YuzuZest, which this week earned MM+M Best Places to Work honours. Meanwhile, in the market access space, Entrée Health, Mosaic and McCann Managed Markets will combine under the moniker Omnicom Health Managed Markets.

Medcomms agencies are also coming together as Omnicom Health Medical Communications, which means Area 23 on Hudson, Caudex, Complete Regulatory, CMC Connect, HCG, ProHealth and Trio will cease to exist. 

In the media space, SSCG and SOLVE(D) will become part of the Omnicom Media connected capability. StudioRX will become part of Omnicom Production.

Omnicom Health CEO Dana Maiman and Michael Larson, CEO of Diversified Agency Services, which includes Health, Branding and Precision Marketing, hosted a pre-recorded town hall on Wednesday, which an Omnicom spokesperson described as “productive” and “reassured our people and addressed many of their concerns.”

Benefits in question

MM+M was provided Omnicom work policy documents explaining the updated benefits at the new Omnicom. These documents cover the paid holiday schedule, return-to-office plan, the 401K match policy and the severance plans.

Based on the documents received, Omnicom’s severance policy does not appear to be in line with the rest of the other major holding companies and other large agencies. The policy offers one week of pay for every year of service, with a cap of 12 weeks of pay. MM+M found that other companies were varied in their policies, and while some do not have firm policies, sources told MM+M none of them have caps of less than 16 weeks of pay, with some offering up to 26 weeks or even unlimited if an employee was tenured long enough. 

Several former IPG employees who were laid off after the acquisition closed received severances based on IPG’s policy, which was far more generous toward long-tenured employees. 

The Omnicom return-to-office policy document MM+M reviewed states that “from 11/27/25 – 11/25/26, certain employees who were employed by an IPG agency as of Omnicom’s acquisition may be entitled to different severance benefits, the details of which will be provided as and when applicable.”

Omnicom’s return-to-office policy states that employees are required to be in the office for a minimum of three days per week. It also states that “our objective is to increase this requirement over time, and many of our agencies as well as Omnicom’s corporate group already require five days of in-office attendance.”

It is not clear what will happen to former IPG employees who are remote and not located near an Omnicom office. IPG Health had several offices in New Jersey, US. Omnicom has declined to clarify whether those offices will remain open, and if they don’t, whether those employees will be expected to commute to New York or another New Jersey office like Propeller’s office in Summit. 

Omnicom’s holiday calendar includes 15 paid holidays, but notably absent are New Year’s Eve, Veterans Day or Election Day, which were all holidays at IPG. Former IPG employees also received additional time off during the summer for Employee Appreciation and between Christmas and New Year’s. 

Curiously, Omnicom’s policy contains a line that says “To be eligible for holiday pay, an employee must work a full day the last day before and first day after the holiday.” Current Omnicom employees said they are confused by this inclusion as it suggests that employees cannot take a four-day weekend around a holiday if they want to get paid for the holiday. Omnicom declined to clarify this policy.

Omnicom is offering a discretionary 50% of the first 5% that employees contribute to its 410K program. At IPG, the 401K match was not discretionary. IPG matched 50% of the first 6% that employees contributed, and that number rose to 75% after 10 years of service.

When asked clarifying questions about these policies, Omnicom told MM+M, “we haven’t and won’t comment on our policies and benefits to the press.”

This story first appeared on MM+M.